MAINE PAID FAMILY AND MEDICAL LEAVE

MAINE PAID FAMILY AND MEDICAL LEAVE (PFML)

  Policy Statement

The Acton School Committee recognizes the importance of supporting employees during significant family and medical circumstances and complies with Maine’s Paid Family and  Medical Leave (PFML) law. The School Department provides eligible employees with access to paid, job-protected leave through an approved private plan administered by  Guardian.

Eligibility

All employees working in Maine are covered. Employees employed for at least 120 consecutive  days are eligible for job protection. Wage replacement eligibility is determined by the private plan and state law.

Qualifying Reasons for Leave

Serious health condition; care of family members; birth/adoption/foster placement; military exigency; service member care; safe leave; organ donation; bereavement as permitted by law.

Duration of Leave

Up to twelve (12) weeks per benefit year. Leave may be continuous or intermittent subject to plan requirements and operational considerations.

Compensation and Contributions

Benefits are provided through Guardian. Contributions are made via payroll deductions as required by law.

Use of Leave and Accrued Leave Time

The Acton School Department may require, or an employee may elect, to use available leave and  accrued paid leave concurrently with PFML leave, consistent with applicable collective  bargaining agreements and Acton School Department policies. When an employee is receiving  wage replacement benefits through the approved private plan, the employee may use regular leave and accrued paid leave to supplement (“top off”) those benefits, provided that  the combined total of PFML benefits and accrued paid leave does not exceed the  employee’s regular wages. The Acton School Department reserves the right to adjust accrued leave usage to ensure compliance with this limitation and shall administer payroll practices  in a manner that prevents overpayment and complies with applicable law and plan  requirements.

Notice Requirements

30 days’ notice when foreseeable, otherwise as soon as practicable. Employees must apply through Guardian and provide documentation.

  Job Protection and Benefits

Eligible employees will be restored to the same or equivalent position. Health insurance  continues under the same conditions.

Employees are responsible for the payment of their share of health insurance and other  benefit premiums during any portion of PFML leave that is unpaid. Failure to make required  payments may result in a lapse of coverage, consistent with applicable law and plan  provisions.

Coordination with Other Leave

Runs concurrently with FMLA, Maine FMLA, contracts, and other policies.

Non-Retaliation

Retaliation is prohibited.

Administration

The Superintendent or designee administers this policy.

Legal References

26 M.R.S. § 850 et seq.; 26 M.R.S. § 843 et seq.; FMLA (29 U.S.C. § 2601 et seq.)

Cross References

GCBDA-R; GCB; GDB

Adopted: April 9, 2026