If an employee's injury or illness results in absence of work of over five working days, employees in active service are normally covered by Workers' Compensation or New York State Disability benefits (described in under Statutory Benefits). Extended paid medical leave may only be used for the illness or injury of the employee — not a family member. In addition, the College offers the following benefits to full-time and regular part-time employees who become disabled while in active service with the College:

• New York State Statutory Short Term Disability Benefit:

Employees in active service who become disabled after three months of service in an eligible category will be paid for the sick/family days they have accrued. When all sick/family days have been used, accumulated vacation days may be used to continue receiving full salary. During this period of continued full salary, any Workers' Compensation or New York State Disability income benefit to which the employee is entitled will be reimbursed to the College. Also, during this period, all employee benefits will be continued under the same financial arrangements as prior to the commencement of disability. When all sick/family days and vacation days have been used, College salary payments will terminate and the employee will be placed on unpaid leave of absence status. If Workers' Compensation or New York State Disability income benefits continue or if the Family and Medical Leave Act of 1993 applies, the College will continue all College benefits in which the employee was participating at the commencement of disability under the same financial arrangement as prior to the disability. This continuation of benefits will continue only for the first 26 weeks of absence arising from the disability and will terminate immediately upon termination of Workers' Compensation or New York State Disability income benefits. (See also section on Long Term Disability Insurance.)

The New York State statutory benefit is provided to eligible regular faculty, guest faculty, and non-faculty who have been with the college for less than one year.

• After One Year of Employment for Non-Faculty and Regular Faculty:

For regular faculty and non-faculty employees who become disabled after completion of one year of service in an eligible category, the College will pay 100% of the difference between the Workers' Compensation or New York State Disability income benefit and regular College salary, provided the insurance carrier has certified the disability. These supplemental payments may continue for a maximum of 26 weeks or until the commencement of Long-Term Disability insurance benefits, if earlier. In no event will the supplemental payments continue beyond the termination of New York State or Workers' Compensation income benefits. All employee benefits will be continued for the duration of College supplemental payments under the same financial arrangements as prior to the commencement of disability. Accumulated sick/family days will be charged to such periods of disability up to the maximum twenty days.

Non-Faculty Employees who work only 9 or 10 months should consult with Human Resources to discuss disability benefits and payments during the time they are not on payroll.

An employee on sick leave or extended medical leave continues to accrue length of service credit for regular vacation, retirement and education benefits. However, such an employee cannot earn sick/family days or accrue holidays or winter or spring vacation that may fall during his or her extended medical leave.

Family and Medical Leave Act of 1993 (unpaid benefits)

In the event of an employee's serious health condition or the serious health condition of the employee's child, spouse or parent, employees who have completed one year of service may add additional unpaid weeks of leave to any paid leave, up to a maximum of twelve weeks of leave in any rolling twelve month period. For employees who are ill, this will include the disability leave discussed above. For employees who take leave to care for a family member, this will include any paid sick/family leave days used.

Family leave can be taken continuously, on a reduced work schedule or intermittently if such a schedule is medically required. The family health care provider must certify as to the family member's condition and, when possible, 30 days notice should be given prior to the leave. (See also Child Care, Adoption and Foster Care Leave, below.)

Insurance benefits will continue on the same basis as if the employee was on his/her normal schedule and salary. Benefits linked to salary (such as retirement plan contributions) will resume when the employee returns to the payroll, or will be proportionate to the part-time salary in the case of a reduced work load. Upon completion of the leave or reduced time, the employee will return to his/her position or an equivalent position without loss of service time or length of service credit.

Employees who work only 9 or 10 months should consult Human Resources to discuss payment for benefits during the time they are not on payroll.

Disability Leave Due to Pregnancy

Absence from work due to pregnancy and childbirth is covered by New York State Disability Insurance for 6 to 8 weeks of paid leave immediately prior to or after birth (longer if complications occur). During this period an employee who is eligible for the New York State Statutory Short Term Disability Benefit will receive the maximum benefit allowed by New York State Disability.

Regular faculty and non-faculty employees who complete one year of service in an eligible category will receive full salary during this period and disability benefits will be reimbursed to the College.

Employees who work only 9 or 10 months should consult Human Resources to discuss disability benefit payments during the time they are not on payroll.

Child Care, Adoption and Foster Care Leave

In the event of the birth of a child or the placement of a child for adoption or foster care, employees who have been employed by the College for one year or more may take an unpaid leave of up to four months and may add accrued vacation time at regular pay for a maximum of six months of leave. For the parent who gives birth, this leave must include the paid disability leave discussed above.

When possible, 30 days notice must be given to the Department Head prior to the leave.

During unpaid child care leave, all insurance and tuition benefits will continue on the same basis as if the employee were actively at work. Benefits linked to salary (i.e. retirement plan contributions) will be discontinued during the unpaid leave.

Reduced Workload Option

Employees may take up to a half-time reduction in work load — at a prorated salary — instead of or in addition to the leave for a maximum combined leave and reduced schedule of six months. The specific arrangement must be acceptable to and approved by the Department Head.

Insurance and tuition benefits will continue on the same basis as if the employee were working a normal schedule; benefits linked to salary will be proportionate to the part-time salary.

Upon completion of the leave or reduced time option, the employee will be entitled to return to his/her position or an equivalent position without loss of service time. All benefits will resume and continue upon the employee's return.

Long-Term Disability Leave

An employee who has completed 26 weeks of short-term disability (through New York State Disability Insurance) may be eligible to receive long-term disability benefits. (See section on Long-Term Disability Insurance.) Long-term disability leave is considered an unpaid leave of absence. During such an absence, medical insurance coverage will continue under the same financial arrangements as prior to the leave. The general rules and conditions governing unpaid leaves (explained below) will also apply. Any exceptions are noted in the appropriate sections of this web site.