How we use your data
The information you provide to the Department of Family and Medical Leave (“DFML”) will be used to administer Paid Family and Medical Leave benefits. In order to process your claim application, and determine your eligibility and benefit amount, DFML will share your data with your employer or former employer as part of the application process. DFML may also need to share your data with third-party affiliates of your employer or former employer, including but not limited to insurance carriers, third party administrators, and other benefits or payroll vendors. DFML will also need to provide and/or retrieve your information from designated state agencies (“DFML State Partners”). We need this information to confirm your eligibility for coverage, determine your benefit amount, and give you the best service possible.
DFML State Partners may include but are not limited to:
- Department of Revenue
- Department of Unemployment Assistance
- Department of Industrial Accidents
- Office of the Comptroller
- Massachusetts Parole Board
- Department of Corrections
- Department of Public Health
- Department of Transitional Assistance
- Center for Health Information Analytics
- Registry of Motor Vehicles
- Department of Children and Families
- Office of the State Treasurer
- Executive Office of Technology Services and Security
- Any other “DFML State Partner” that DFML deems necessary to verify eligibility
DFML takes its responsibilities regarding personal information seriously. Utilizing secure channels, DFML will verify your personal information such as your Social Security number, date of birth, or driver’s license number by matching it against DFML State Partner data. For example, your information might be shared with the Department of Unemployment Assistance or the Department of Revenue to conduct data matches to track wages. Using data in this manner ensures the correct benefit amount is made to the correct, eligible person.
DFML will share your certification of a serious health condition form with your current or former employer and DFML State Partners to validate the information you have provided. In addition, DFML will share with your current or former employer and, as applicable, their third-party affiliates, information about your claim such as:
- Your name and date of birth
- When you start, submit, or update your claim
- The dates of leave you are requesting
- The type of leave you are requesting
- Whether your claim is approved or denied
- If your claim is approved, the amount of weekly benefits you have been approved to receive
To verify your identity and the authenticity of certification of serious health condition forms, DFML may also share this information with your health care provider.
The DFML also uses information about participants to administer the program, to meet its reporting requirements, and to determine how the program is working and whether it is meeting its goals.
Your rights to confidentiality
The DFML takes the protection of personal information seriously. The information you provide to the DFML will be kept confidential to the extent required by law and by your agreement to these terms.
Participant’s authorization for DFML to release information
Before completing an application, you must attest that you have read and understand this agreement and give the DFML permission to collect, share and use your information consistent with the terms of this agreement.
Participant’s attestation to the truthfulness of all statements to DFML
Before starting an application, you must also attest to giving true answers to all questions.
If the DFML finds that an individual received benefits on the basis of a false statement or representation or willfully withheld material facts in order to obtain benefits, DFML may deny the application for benefits and/or require the individual to repay to the Trust Fund any benefits received. DFML needs true answers to every question so that we can manage this program the way the law requires. Providing false answers will forfeit your right to receive and keep paid leave benefits and job protections and may result in other penalties under the law.