# Massachusetts Paid Family & Medical Leave ## expand\_more ![Penguins](/sites/g/files/omnuum1516/files/styles/hwp_1_1__360x360_scale/public/postdoc/files/penguins.jpg?itok=cQUw4SR_) SHarvard offers all eligible employees paid family and medical leave. Harvard’s paid family and medical leave benefits, which are modeled on the Massachusetts Paid Family and Medical Leave Law, are designed to enhance the many family-friendly and medical leave benefits that Harvard offers its employees. General information for postdocs about these leaves is available in the [leaves](/medical-leave?admin_panel=1) section of the website. For administrators, more detailed information about the process is available below. [MA PFML Leave form](/file_url/437) for postdocs to use. If you have any questions or concerns, just reach out to Stephen Kargère () Open all sections Close all sections ### Overall Process for Postdocs expand\_more 1\. If the postdoc is MA PFML eligible—generally applicable to postdocs who Harvard benefits eligible, including stipendee postdocs—they should: a) Fill out the “[MA PFML Leave form](https://postdoc.fas.harvard.edu/file_url/437); b) Send the form to their departments administrator; and c) Reach out to the Lincoln Financial Group (LFG) to initiate the leave request. 2\. Once LFG approves the leave, LFG informs both the Postdoc and Bill Carter in Disability Payroll (), who then enters the leave into Peoplesoft. 3\. BIll Carter enters the leave actions in Peoplesoft, including the dates and the coding. 4\. The FAS Leaves consultant confirms the leave with the department. ### Overall Process for Research Associates expand\_more 1\. If the RA is MA PFML eligible—generally applicable to RAs who are Harvard benefits eligible—they should: a) Fill out the “MA PFML Form” form; b) Send the form to their departments administrator; and c) Reach out to the Lincoln Financial Group (LFG) to initiate the leave request. 2\. Once LFG approves the leave, they forward the approval, inclusive of effective dates, to the RA with copy to the FAS Appointment Office. 3\. The FAS Appointment Office then: a) Conveys approval to Department administrator, and b) Enters the leave in Aurora, using the costing to reflect the FAS code “000760” to include PI root designation for the maternity leave. Please note: Research Associates fall under Academic plan 2. 4\. Approximately one week prior to the end of medical leave, LFG contacts the RA to inquire with respect to bonding leave. 5\. Once approved for bonding leave, LFG sends another approval to the Appointment Office 6\. The FAS Appointments Office then: a) Conveys approval to Department administrator, and b) Enters the leave in Aurora, changing the costing back to the regular funding source. 7\. Appointment Office prepares any necessary actions. The overall policy for the plan, including salary replacement amounts, can be found on this [page](https://harvie.harvard.edu/sites/g/files/omnuum12046/files/2025-01/mapfml_summary_faculty_2021.pdf). ### Non Harvard benefits-eligible Postdocs expand\_more Following FAS policy, non benefits-eligible postdocs are first eligible for twelve unpaid weeks of FMLA leave. Depending on the terms of their fellowship or funding source, part of this leave may be paid by their granting agency. Postdocs should check directly with this agency to determine any benefits it may provide to birth mothers. ### FAQs expand\_more Open all sections Close all sections ### During the maternity leave expand\_more Q: Are Research Associates eligible for Short-Term disability? A: No, given that they belong to Emp. class "O." Unlike in the case of benefits-eligible postdocs, their maternity leave is covered by the FAS, The appointment office enters FAS code “000760” to include PI root designation for the maternity leave. Q: Who is the Disability Payroll Coordinator, who handles the Short-term disability portion of the leave in coordination with the Lincoln Financial Group? A: Bill Carter () Q: Does the postdoc accrue vacation days during their maternity leave? A: Postdocs do not technically accrue vacation, but have 20 days of vacation/year. Q: Can a postdoc supplement their salary with vacation time? A: This is not needed, since the STD leave provides for 100% salary replacement. ### During the Family Bonding Leave (12 weeks) expand\_more Q: Who pays the salary (including for benefits-eligible stipendee postdocs)? A: In the case of FAS postdocs not covered by sponsored funds, the salary is paid by the lab (Only STD and LTD are covered by fringe). ***Only*** in the case of FAS postdocs *on **sponsored funds**,* please contact Bill Carter at for him to adjust the costing/coding. Q: Who enters the bonding leave in Aurora and handles the postdoc's payroll? A: The FAS Appointments Office Q: Does a postdoc accrue vacation days during their bonding leave? A: Postdocs do not technically accrue vacation, but have 20 days of vacation/year. Q: Can a postdoc supplement their salary with vacation time? A: The PI may supplement a postdoc's salary during this time using additional-pay actions. ### Return to Work expand\_more Q: Who handles the return to work documentation? A: The return to work forms should be submitted to the case manager at LFG through the My Lincoln Portal, just as the initial leave documents were shared using the "upload documents" feature or through email, with copy to the Lab/PI. Q: Is an extension of time using an unpaid leave or vacation time possible after the bonding leave? A: Yes, subject to approval from PI. Q: Under MA PFML, how long may someone take for leave and still have their job protected? A: Only for the duration of the MA PFML. If they go on leave afterwards, their job may not be protected. Q: During the bonding leave, may a postdoc supplement their salary with vacation time? A: A PI may supplement a postdoc's salary during this time with additional-pay actions, which then need to be justified. Q: What happens if the appointment ends before the end of the bonding leave? A: If the appointment does not get extended, the LFG will take care of administering the balance of payments from the unit. The postdoc will be paid directly by LFG for any benefits for which they're still eligible. LFG will then invoice the Benefits Office for the amount paid to the terminated employee. This amount then gets charged back to the department costing by the Benefits Finance team.