Birth/Adoption/Placement of a Child - PSU/MTA Employees

PSU/MTA employees who become biological, adoptive or foster parents may be eligible for job-and-benefits-protected leave under the federal Family Medical Leave Act (FMLA), Massachusetts Parental Leave law (PPL), the Massachusetts Paid Family Medical Leave (PFML) and/or the PSU/MTA Unit A collective bargaining agreement (CBA) / PSU/MTA Unit B collective bargaining agreement. Leave entitlements under federal law, state law, the collective bargaining agreement and University policy run concurrent.

You are entitled to the greatest benefit available under all that apply to your situation. The:

• FMLA provides up to 12 weeks of leave per calendar year (combined for all covered purposes). To be eligible for leave under  FMLA eligibility requires that you have worked:
  • for the University for 12 or more months, and
  • no fewer than 1,250 hours in the 12 months  immediately preceding your leave.
• Your departmental human resources representative you will provide you written confirmation of your employment and insurance protections under the FMLA in response to your request for leave.
• MA Parental Leave: up to 8 weeks of leave per child (if employed full-time by the University for at least 3 months or fulfilled your probationary period, whichever is less). Leave beyond 8 weeks applies if more than one child is born, adopted or placed in foster care.
• PFML: up to 12 weeks of leave is available to qualified PFML-eligible individuals for bonding purposes; additional leave may be available if absent due to a serious health condition related to pregnancy or giving birth. Individuals can also apply to the MA Department of Family Medical Leave (DFML) for partial income replacement while on an approved leave.
  
  The PFML cannot provide income replacement during the first seven (7) calendar days of leave and the university cannot provide income for periods you are paid directly by the DFML. If you will be on a leave not paid by the University please carefully review the Impact of PFML Leave on Benefits.
   
• Section 19.1 of the PSU/MTA CBA entitles covered individuals who have been employed for at least 6 months to up-to twenty-six (26) weeks (but no fewer than twelve (12) weeks) of leave for the birth, adoption or placement of a child and in order to care for that child provided leave concludes within twelve (12) months of the child's birth, adoption or placement. 

Parental leave can be approved for absences related to preparing for the birth/adoption/placement of your child or for care following birth/adoption/placement.

Please note this website is not intended to fully describe leave entitlements under federal law, state law or the CBA. Where the information on this site differs from the law or CBA the latter shall prevail.

Employees who have been employed for at least six (6) months are entitled to two weeks of paid parental leave without use of their own accrued time. While on approved leave from their department employees may use these two weeks of income security in full-day increments at any time within the twelve (12) months following the birth/adoption/placement.

Employees may also secure income using accrued sick vacation, or personal time, applying for income security from the PSU/MTA Sick Leave Bank (or choose to request unpaid leave, possibly applying for partial income under the PFML).

If you are on an approved:

• Unpaid leave (including if you are drawing income from the Massachusetts Department of Paid Family Medical Leave (PFML) please carefully review the Impact of Paid Family Medical Leave on Benefits.
   
• Leave paid by the University:
  • Your normal payroll deductions will continue while you are on paid leave. This includes  contributions toward insurance and retirement.
  • Dependent Care Assistance Program (DCAP): IRS regulations state that you must be at work in order to incur DCAP-eligible expenses.

There are a number of benefits changes you may wish to consider when a new family member arrives. Representatives at the Human Resources Employee Service Center are able to assist in answering questions.

• GIC Health Insurance: you can add your child to your GIC health insurance plan by completing the enrollment process within 60 days of your child's birth/adoption or placement with you. Premiums are provided in the GIC’s Benefits Decision Guide.
   
• Dental Insurance: contact MA Public Employees' Fund within 30 days of birth/adoption/placement in order to add your child to your dental and vision insurance plans.
   
• GIC Optional Life Insurance: within sixty (60) days  of your child's birth/adoption you may apply for, or increase, your GIC Optional Life Insurance coverage to up-to-four times (4x) your annual salary without the need to pass a medical evidence of insurability exam . Premiums are provided in the GIC’s Benefits Decision Guide.
  
  You may apply for the coverage:
  • Online via the MyGICPortal (navigating to Benefits > Qualifying Events > Birth/Adoption) uploading proof of your child's date of birth/adoption, or
  • By completing  and returning a GIC Enrollment/Change Form 1 to the Human Resources Employee Service Center with proof of your child's date of birth or adoption.

You may wish to enroll, or modify your enrollment, in a Group Insurance Commission (GIC) Health Care Spending Account (HCSA) or Dependent Care Assistance Plan (DCAP):

• Enroll in (or increase your contributions to) either of these tax savings programs by submitting your request with proof of qualifying event online with the GIC's Flexible Spending Account (FSA) vendor within 30 days of your child's birth or adoption.
• Add your child as a dependent in the GIC's FSA vendor's online system.

You may wish to change your beneficiary(ies) for the:

• Group Insurance Commission (GIC) basic and optional life insurance beneficiaries. You may do this online in the  MyGICPortal or by submitting a new GIC Life Insurance Beneficiary Form at the Human Resources Employee Service Center.
   
• State Employees’ Retirement System by submitting a new SERS Beneficiary Form or SERS Option D Form  to the address on the form or at the Human Resources Employee Service Center.
   
• Optional Retirement Program life insurance by submitting a new ORP Insurance Enrollment and Change form at the Human Resources Employee Service Center.
   
• 403(b) and/or 457 plans: please contact your vendor directly to change your beneficiary for these account(s).

There are a number of benefits changes you may wish to consider when a new family member arrives. Representatives at the Human Resources Employee Service Center are able to assist in answering questions.

• College Savings Program (529 plan): two post-tax 529 college savings programs managed by Fidelity are available via payroll deduction. Learn more about 529 plans at www.savingforcollege.com. Enroll or obtain more information on-line at https://www.fidelity.com/massachusetts-529/
   
• UMass Amherst Center for Early Education and Care (CEEC) provides both childcare and childcare resources to members of the University community. Contact CEEC at (413) 545-1566 with questions about services and enrollment.
   
• You may wish to change your state and/or federal income tax withholding. You can do that online in HR Direct or by submitting updated tax forms at the HR Employee Service Center.  Please contact a tax specialist or financial advisor if you require tax advice.