Employee Leave Information

When an employee must be out of work due to a circumstance covered by Workers Compensation, New York State Short Term Disability or New York State Paid Family Leave, they are expected to submit the appropriate required application forms to the Human Resources Office at least 30 days in advance of the expected absence. In emergency situations, documentation should be submitted as soon as is reasonably possible.

Employees approved for leave under one of the above categories must utilize all their paid sick time as well as any accrued vacation hours above and beyond a three-week carryover allowance. After all these hours have been exhausted, the University will continue the employee’s salary as needed and documented by the appropriate provider in full inclusive of the above paid time off according to the following schedule:

Unless otherwise stated in the Faculty Handbook, sick leave is granted for prolonged illness. An illness is considered prolonged when it becomes necessary for the department to arrange for a replacement or make unusual adjustments to cover classes. Maternity** and paternity leave is granted for the birth of or to care for a newborn child (within one year of birth); placement of a child for adoption or foster care or to care for the newly placed child (within one year of placement). Any full-time faculty member who has begun service at Molloy is entitled to sick leave pay* according to the following schedule:

The extended sick leave policy for full-time faculty does not apply to optional courses being taught as additional overload beyond the faculty member’s contract. A year of service of which more than half is spent on sick leave shall not be counted in computing eligibility for Tenure, Promotion, or Sabbatical.

If a faculty member is due to return during a semester at a point when 25% or more of the course time has been delivered, they are encouraged to wait until the following semester to return. If they choose to return at that point, they will be assigned to work duties at the discretion of the department chairperson.

Please read in its entirety the Extended Sick Leave Faculty Policy for additional information.

*Please refer to the college-wide policy on unpaid leave in accordance with the Family Medical Leave Act (FMLA), these two policies work concurrently.

The Family and Medical Leave Act (FMLA) provides eligible employees with up to twelve (12) weeks of unpaid leave for certain family and medical reasons during a twelve (12) month period. The FMLA was designed to provide job security for eligible employees and may run concurrently with any paid leave accruals.

To be eligible for FMLA leave, an employee must have been employed by Molloy University: for at least twelve (12) months (which need not be consecutive); and have worked at least 1250 hours during the twelve (12) month period immediately preceding the commencement of the leave.

An eligible employee may take FMLA leave for any one of the following reasons:

• The birth of or to care for a newborn child (within one year of birth); or
• Placement of a child for adoption or foster care or to care for the newly placed child (within one year of placement); or
• To care for a spouse, child, parent or parent-in-law with a serious health condition; or
• For the employee’s own serious health condition.

A “serious health condition” is an injury, illness, impairment, or physical or mental condition that involves inpatient care or continuing treatment by a health care provider. An eligible employee can take up to twelve weeks of FMLA leave during any twelve-month period. The twelve-month period is considered “rolling” and is measured backward from the date the employee takes any FMLA leave. The FMLA provides eligible employees with up to 12 weeks of unpaid leave. However, if an employee is eligible to take paid vacation, sick, or extended sick leave, they must use paid time first and take the remainder of the twelve weeks as unpaid leave.

FMLA leave may be taken intermittently or on a reduced work schedule. Intermittent leave is leave taken in separate blocks of time. A reduced work schedule is a leave schedule that reduces an employee’s usual number of hours per work week or hours per workday. When an employee takes leave intermittently or on a reduced work schedule basis, he or she must attempt to schedule the leave so as not to unduly disrupt the University’s operations. In addition, an employee who takes FMLA leave on an intermittent or reduced work schedule for foreseeable planned medical treatment may be temporarily transferred to an alternative position with equivalent pay and benefits that better accommodates the recurring periods of leave.

New York’s Paid Family Leave (PFL) provides eligible employees for up to twelve (12) weeks within any 52 consecutive week period under the following categories:

• To bond with a newly born, adopted, or fostered child during the first twelve months after the child’s birth, adoption, or foster care placement; or
• To care for a family member, as defined in the law as a child, spouse, domestic partner, parent, grandchild, grandparent, sibling or parent of a spouse or domestic partner, with a serious health condition, as defined by the law; or
• For qualifying exigencies, as interpreted by the Family and Medical Leave Act (FMLA), arising out of the fact that the employee’s spouse, domestic partner, child, or parent is on active duty (or has been notified of an impending call or order to active duty) in the armed forces of the United States.

Employees do not have to use this leave entitlement in one block. You may use the leave either all at once or intermittently, but it must be taken in full-day increments. The benefit provides you with 67% of your average weekly wage, but the University allows the employee to supplement their PFL benefits up to their full salary with paid time off, to the maximum extent permitted by applicable law.

An employee who is eligible for both statutory short-term disability benefits and PFL during the same period of 52 consecutive calendar weeks may not receive more than a total of 26 total weeks of disability and PFL benefits during that period of time. Statutory short-term disability benefits and PFL benefits may not be used concurrently.

Short Term Disability (STD) coverage begins once an employee is out sick for seven (7) days of absence. A “serious health condition” is an injury, illness, impairment, or physical or mental condition that involves inpatient care or continuing treatment by a health care provider.

Employees are expected to submit the appropriate required forms to the Human Resources Office at least 30 days in advance of the expected absence. When an emergency situation arises, documentation should be submitted as soon as is reasonably possible.

Employees approved for STD leave must utilize all their paid sick time as well as any accrued vacation hours above and beyond a three-week carryover allowance. After all of these hours have been exhausted, the University will continue the employee’s salary as needed and documented by the appropriate provider in full inclusive of the above paid time off according to the following schedule: