Paid Sick Leave

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New York Institute of Technology provides paid sick leave to all employees at its New York and Arkansas campuses in compliance with state and local law, including the New York State Paid Sick Leave law and the New York City Paid Safe and Sick Leave Law.

Full-time, part-time, and temporary employees are covered by this policy. Student employees are also covered. See student employee handbook for additional information. Time-off benefits for union represented employees are addressed in the applicable collective bargaining agreements.

Paid sick leave is accrued over the course of a calendar year, as set forth below. Employees taking paid sick leave are expected to contact their designated supervisor as soon as possible or a minimum of one hour prior to the start of their shift.

Full-Time Non-Union Employees

Full-time employees accrue paid sick leave starting with the first month of regular full-time employment at the rate of one day per month (total of 12 days per year). Sick days used are deducted from the balance of accrued unused sick days. Paid sick leave can be used in either half day or full day increments and absences must be recorded in Workday. lf-Service Application

Paid sick leave can be utilized for the employee's own mental or physical illness, or injury, or diagnosis, care, treatment, or preventive care for employee's mental or physical illness or injury. In addition, up to fifty-six (56 hours) per calendar year of the employee's accrued paid sick leave may be used for absences related to the following:

Family Member is defined as an employee's child (biological, adopted, step, or foster child, a legal ward, or a child of an employee standing in loco parentis), spouse, domestic partner, parent (biological, foster, step, adoptive, legal guardian, or person who stood in loco parentis when the employee was a minor child), sibling, grandchild, or grandparent, and the child or parent of an employee's spouse or domestic partner or anyone in a similar relationship to the employee.

Unused paid sick leave can be carried over into the next year

Please note, as set out further below in this Handbook under Family and Medical Leave Act and Medical Leaves, the employee is required to use any accrued unused sick time in connection with a leave for an employee’s own medical condition under either the FMLA or the ADA, and may use accrued unused sick time only for a period of up to six calendar months to run concurrently with any approved medical leave..

Unused paid sick leave is not payable upon termination of employment.

Part-Time and Temporary Non-Union Employees

Part-time and temporary employees will accrue one (1) hour of paid sick leave for every thirty (30) hours worked. The minimum amount of paid sick leave that can be used in a day is four (4) hours or the scheduled shift for that day, whichever is less. Employees will be paid their normal rate of pay for any paid leave time, or the applicable minimum wage rate, whichever is greater.

A maximum of fifty-six (56) hours can be earned per calendar year. Unused paid sick leave may be carried over into the following year, but in no event shall the total paid sick leave to be taken exceed fifty-six (56) hours during any one calendar year. Unused paid sick leave is not payable upon termination of employment. Paid sick leave used must be recorded in Workday.

Paid sick leave can be utilized for the same reasons as set forth above for Full-Time employees.

Additional Paid Prenatal Leave

In addition to paid safe/sick time as set forth above, employees in New York may take up to twenty (20) hours of paid prenatal leave during any 52-week calendar period for the health care services received by an employee during their pregnancy or related to their pregnancy, including physical examinations, medical procedures, monitoring and testing, and discussions with a health care provider related to the pregnancy. Paid prenatal leave may only be used by the employee directly receiving prenatal health care services. The 52-week calendar period is calculated from the date the employee first uses paid prenatal leave. This benefit is a separate benefit from other paid time off benefits including paid safe/sick time as set forth above and leaves of absence described below. Paid prenatal leave may be taken in hourly increments. Employees should request paid prenatal leave in Workday. New York Tech will not require supporting documentation or the disclosure of confidential information as a condition of providing paid prenatal leave. Any information New York Tech receives about the employee’s use of paid prenatal leave will be kept confidential and not disclosed to anyone without the employee’s written permission or as required by law. Use of paid prenatal leave is not considered hours worked for purposes of calculating overtime. Unused paid prenatal leave will not be paid at separation. For futher information, see New York State Paid Prenatal Leave and New York City Safe and Sick Leave.

Employee Responsibilities

In order for New York Tech to remain in compliance with state and local law, all employees must record their use of paid sick leave and paid prenatal leave via Workday, which must be submitted and approved on a timely basis to ensure balances are up to date.

The efficient operation of New York Tech is predicated upon employees maintaining satisfactory attendance records. Disciplinary action up to and including termination may be instituted for abuse or excessive absenteeism even though the employee has sick time remaining. Indications of abuse may include, but are not limited to, a pattern of: (1) use of unscheduled time on or adjacent to weekends, regularly scheduled days off, holidays, vacation or pay day, (2) taking scheduled time on days when other leave has been denied, and (3) taking time on days when the employee is scheduled to work a shift or perform duties perceived as undesirable.

Extended Absence

Full-time and part-time employees who are absent for reasons outlined in this Paid Sick Leave policy for more than seven consecutive calendar days, are required to request a leave of absence in Workday. Where applicable, Benefits Unit personnel have the right to ask you to provide documentation confirming the necessity of your absence.

Retaliation

New York Institute of Technology will not retaliate against an employee in any way for exercising their rights to use paid sick leave.

General Information

Employees will be able to view their paid sick leave time banks in Workday.

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