Postdoctoral Time off and Leave Benefits

The paid time off accruals as detailed in the Time Off and Leave Benefits policy applies to all RFCUNY employees unless otherwise provided for in collective bargaining agreements. Unless expressly provided for otherwise, it does not apply to Graduate Research Assistants, students on stipends or on the CUNY College Work Study Program, or to foreign nationals employed outside the United States, its territories, or Canada. The benefits or policies stated herein are not intended to be contractual in nature. They do not confer any right or privilege but are informational only. The RF retains the absolute right to amend or terminate any benefit or policy at any time.

Short Term Disability

Short Term Disability is a benefit available to all RFCUNY employees. Short Term Disability provides income support in the event of a temporary disability, medical illness, or injury unrelated to the workplace lasting six or more consecutive days. Employees are covered under the Hartford short term disability policy for up to 26 weeks. Full-time employees are covered under the policy after 30 days of employment. Part-time employees are covered after the completion of 20 scheduled workdays.

Short Term Disability claims should be completed within fifteen (15) days after an employee becomes sick or disabled in order to be authorized to use sick leave in excess of 5 consecutive days, and no later than thirty (30 days).

The duration of the approved disability period may vary based upon condition but shall not exceed 26 weeks. To return to work after a disability period or medical leave of absence, a written physician’s release (fitness for duty notice) is required. This release must include any restrictions or limitations that may affect performing job duties. A fitness for duty notice is not required for maternity leaves.

New York State Short Term Disability allows for a maximum disability payment of $170 per week. For payment continuation while on disability leave, accrued sick leave may be charged. Application required to apply for Short-Term Disability: Form DB-450

Long Term Disability

Full-time employees with disabilities extending beyond 26 weeks are eligible for Long Term Disability insurance. Prudential Insurance Company long term disability is available to Full-time employees effective the first day of the month following the completion of a year of service from the date of hire. Long Term Disability benefits provide 60% of the earnings at the time of initial disability in addition to employer contributions made to the defined contribution pension retirement plan. The maximum duration of the Long-Term Disability coverage varies by condition and age at the time of initial disability.

Long term Disability is administered by and paid in whole by RFCUNY (no cost to the employee or payroll deduction). Applying for Long Term Disability benefits requires a 180-day waiting period from the date of the initial disability. After the waiting period known (or elimination period) is satisfied, a Long-Term Disability claim form must be completed. Upon completion, the employee statement and physician statement will be returned to RFCUNY. The employee will be notified in writing after a determination is reached. Application required to apply for Long-Term Disability: Prudential Long Term Disability Claim Form

Family Medical Leave Act (FMLA)

The Family Medical Leave Act (FMLA) of 1993 enables eligible employees to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

To be eligible for FMLA benefits, an employee must,

• Have worked for the employer for at least 12 months
• Have at least 1,250 regular hours of service for the employer during the 12-month period immediately preceding the leave

Under FMLA, an employee is entitled to:

Twelve work-weeks of leave in a 12-month period for:

• the birth of a child and to care for a newborn child within one year of birth;
• the placement of a child for adoption or foster care and to care for the newly placed child within one year of placement;
• care for an employee’s spouse, child, or parent who has a serious health condition;
• a serious health condition that makes an employee unable to perform the essential functions of their job;
• any qualifying exigency arising out of the fact that an employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

Applications required to apply for leave under FMLA:

Paid Family Leave (NY PFL)

The NYS Paid Family Leave (PFL) provides eligible employees who need to take time off for specific family reasons with wage replacement, job protection and continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

To be eligible for PFL, employees scheduled to work 20 hours or more per week must work for 26 consecutive weeks. If an employee’s regular employment schedule is less than 20 hours per week, the employee must work for 175 days. Part-time employees will have their PFL time prorated (e.g., the PFL eligibility for an employee who works 3 days per week would be 3 days per week for 12 weeks).

Reasons for Paid Family Leave eligibility include:

• To bond with a new child during the first 12 months after the child’s birth (not necessarily immediately after) or the first 12 months after (not necessarily immediately after) the child’s placement for adoption or foster care with the employee.
• To provide care for an eligible family member with a serious illness. A serious health condition is an illness, injury, impairment or physical or mental condition that involves: Inpatient care in a hospital, hospice, or residential health care facility or continuing treatment or continuing supervision by a health care provider. Eligible family members include: Spouse/domestic partner, child (no age limit), parent and parent-in-law, grandparent, grandchild, and in loco parentis relationships, biological or adopted sibling, a half-sibling or stepsibling.
• To participate in qualifying exigencies as defined in the federal FMLA due to a spouse, domestic partner, child, or parent’s active duty military service or notice of a call to order to activity duty.

Application required to apply for Paid Family Leave:

An employee who does not meet the eligibility requirements for PFL may waive PFL. If, however, the employee becomes eligible in the future, the employee will be required to pay the deductions back to their hire date. To waive the PFL benefit, obtain and complete the waiver, Employee Opt-Out of Paid Family Leave Benefits from RFCUNY’s Leaves Administration team.

Application required to apply for PFL Waiver.

If an employee becomes injured or ill in the course of their employment, the state-regulated employment benefit, Workers Compensation insurance, offers coverage. Filing a claim requires completing and returning a Notice of Injury form to the employee’s designated Human Resources representative. The New York State Workers’ Compensation Board makes the determination of the claim.