In accordance with the Massachusetts Paid Family and Medical Leave (MAPFML) law (M.G.L. c. 175M), Clark University provides eligible employees with job-protected leave and access to paid benefits for qualifying family and medical reasons. MAPFML is administered through Clark University’s approved private plan and is coordinated with the federal Family and Medical Leave Act (FMLA) when applicable.
Eligible employees may take leave for their own serious health condition, to bond with a new child, or to care for a family member with a serious health condition, as defined under MAPFML.
View information about Massachusetts Paid Family and Medical Leave at Clark.
Eligibility
Employees are eligible for MAPFML if they meet the eligibility requirements established by the Massachusetts Department of Family and Medical Leave (DFML), which generally include earning a minimum amount in wages subject to PFML contributions during the applicable base period.
Eligibility determinations, benefit approvals, and payment amounts are made by the DFML or Clark University’s approved leave administrator.
Duration of leave
Under MAPFML, eligible employees may take up to:
- 20 weeks of Paid Medical Leave in a benefit year for their own serious health condition
- 12 weeks of Paid Family Leave to bond with a child following birth, adoption, or foster placement
- 12 weeks of Paid Family Leave to care for a family member with a serious health condition
- 26 weeks of Paid Family Leave to care for a covered service member with a serious injury or illness
The combined maximum leave entitlement under MAPFML is 26 weeks in a single benefit year, as defined by the DFML.
When applicable, MAPFML will run concurrently with FMLA and other job-protected leaves to the fullest extent permitted by law.
Reasons for MAPFML leave
Paid Family or Medical Leave may be taken for the following reasons:
- The employee’s own serious health condition
- Bonding with a child during the first 12 months after birth, adoption, or foster placement
- Caring for a family member with a serious health condition
- Qualifying military exigencies related to a family member’s active duty service
- Caring for a covered service member with a serious injury or illness
For purposes of this policy, a serious health condition has the same meaning as defined under MAPFML and FMLA and generally includes an illness, injury, impairment, or physical or mental condition requiring inpatient care or continuing treatment by a health care provider.
Requesting MAPFML leave
Employees requesting MAPFML must:
- Submit a leave request through authorized leave vendor Clark University’s leave administrator, as soon as practicable
- Provide at least 30 days’ advance notice when the need for leave is foreseeable (such as planned surgery or pregnancy)
- Submit required medical or family care documentation as requested by Prudential or the DFML
Our authorized Leave Vendor will coordinate the leave process in partnership with the Office of Human Resources and Organizational Excellence and will notify employees of approval, duration, benefit amounts, and ongoing documentation requirements.
Use of accrued paid time
MAPFML provides paid benefits through the state or private plan. Employees may elect, where permitted, to supplement MAPFML benefits with accrued sick or vacation time in accordance with University policy and applicable law, but may not receive pay in excess of their regular weekly wage.
Benefits during leave
During MAPFML leave, employees’ health and dental insurance will be continued on the same terms as if the employee were actively working, provided the employee continues to pay their normal premium contributions.
If an employee is not receiving pay through payroll, premium payments must be made directly to the University in accordance with established billing procedures. Failure to make timely payments may result in coverage termination, subject to required notice.
Job protection and reinstatement
MAPFML provides job protection. Upon return from approved leave, employees will be reinstated to their former position or an equivalent position with the same pay, benefits, and employment status, unless the position has been eliminated due to legitimate operational reasons unrelated to the leave.
Employees must notify their supervisor and the Office of Human Resources and Organizational Excellence at least one week prior to their anticipated return date. A fitness-for-duty or return-to-work certification may be required for leaves taken due to the employee’s own serious health condition.
Coordination with other leave laws
MAPFML will run concurrently with FMLA, the Massachusetts Parental Leave Act, and other applicable leave laws when the leave qualifies under more than one statute.
Outside employment
Employees may not engage in outside employment while on MAPFML leave. Any employee who is gainfully employed elsewhere while on leave may be considered to have voluntarily resigned and may be subject to disciplinary action.
Questions
Questions regarding MAPFML eligibility, benefits, or the leave process should be directed to the Office of Human Resources and Organizational Excellence.
