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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. 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:

EXTENDED MEDICAL LEAVES

SHORT TERM DISABILITY LEAVE. If an employee's injury or illness results in absence of work of over five work days, employees in active service are normally covered by New York State Disability benefits (as described in the section on statutory benefits). If an injury on the job results in absence of work of over seven work days, employees in active service are covered by Workers' Compensation. 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:

In First Year of Employment - Employees in active service who become disabled after three months of service in an eligible category but before completion of one year of service 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 New York State Disability income benefit to which the employee is entitled will be reimbursed to the College. If the employee is injured on the job and is certified as eligible for Workers’ Compensation, sick/family days will only be used if the absence from work lasts for less than 14 days. Absences of more than 14 days as a result of an injury on the job will not result in use of accumulated sick days. 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, or if sick/family or vacation days are not being 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.)

Upon completion of this short term leave, the employee may return to his/her position or an equivalent position without loss of service time or length of service credit.

After One Year of Employment - For employees who become disabled after completion of one year of service in an eligible category, the College will pay l00% 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. If the employee is injured on the job and is certified as eligible for Workers’ Compensation, sick/family days will only be used if the absence from work lasts for less than 14 days. Absences of more than 14 days as a result of an injury on the job will not result in use of accumulated sick days.   Employees who work only 9 or 10 months should consult with Human Resources to discuss disability benefit payments during the time they are not on payroll.

An employee on sick leave or extended short term disability leave continues to accrue length of service credit (i.e. 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. Upon completion of this short term disability leave, the employee may return to his/her position or an equivalent position without loss of service time or length of service credit.

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: Childcare Related Leaves.)

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.

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 unpaid by the college, all payments are made by the insurer. At the conclusion of the 26 week short-term disability the individual is no longer employed by the college. However, during Long-term disability, medical insurance coverage will continue under the same financial arrangements as prior to the leave, until the former employee becomes eligible for Medicare, at which time he/she must enroll in Medicare and will no longer be covered by the active employee plan. The general rules and conditions governing unpaid leaves will also apply. Any exceptions are noted in the appropriate sections of this website.