5.6 Paid Family Leave

Employees who have worked for the College for 26 or more consecutive weeks (or part-time employees who have worked for 175 days) may be eligible for Paid Family Leave Insurance benefits for the following purposes:

  • to participate in providing care, including physical or psychological care, for a family member of the employee made necessary by a serious health condition of the family member; or
  • to bond with the employee’s child during the first 12 months after the child’s birth, or the first 12 months after the placement of the child for adoption or foster care with the employee; or
  • because of any qualifying exigency as interpreted under the federal Family and Medical Leave Act arising out of the fact that the spouse, domestic partner, child, or parent of the employee is on active duty (or has been notified of an impending call or order to active duty) in the S. Armed Forces.

Employees may be entitled to up to 12 weeks of Paid Family Leave insurance benefits, in accordance with applicable law. All leave under this policy will run concurrently with leave taken under the federal Family and Medical Leave Act (“FMLA”) where applicable.

Leave taken under this policy will be partially paid, in accordance with applicable law. However, in order to bring his or her pay up to full pay on any day of paid family leave, an employee may use available vacation, sick time, and/or personal days as follows.

While on leave to care for an ill family member:

  • Administrators may use sick time or vacation
  • Staff may use sick time, vacation days, or personal

While on leave to bond with the employee’s child or due to a military exigency:

  • Administrators may use vacation days
  • Staff may use vacation days or personal

In no instance may employees receive more than 100% of their regular pay while receiving New York Paid Family Leave benefits and vacation, sick time, or personal days.

When the need for leave is foreseeable, employees must provide the College with at least 30 days’ advance notice prior to the anticipated leave date.  If the leave is unforeseeable, notice should be provided as far in advance of the anticipated leave date as is practicable. (Normally, this should be the same day or the next business day after the employee becomes aware of the need for leave.) With respect to intermittent leave, the employee must provide notice as soon as is practicable before each day of intermittent leave. The notice must include the reason for the leave, as well as the expected timing and duration of the leave. Employees must also submit an insurance claim, and may be required to provide appropriate documentation. For information about these benefits, including how to file a claim for benefits and what documentation may be required, please contact the Office of Human Resources.

Approved December 14, 2017