Family Medical Leave
Productivity Enhancement Program for 2019
Paid Family Leave (PFL)
PFL Claim Submission Procedure and Medical Documentation Provisions for MC-13 and UUP represented employees
Eligible employees who qualify for PFL will be paid by The Standard (the insurance carrier) – not New York State as their employer. In addition to a campus’s normal medical documentation provisions and/or any documentation requirements applicable under other leave programs (e.g., FMLA), an eligible employee who wishes to utilize PFL benefits must complete the appropriate Request for Paid Family Leave forms (see below):
- For PFL to bond with a newborn, newly adopted, or fostered child, employees must complete and file as appropriate, forms in the SUNY PFL Bonding Packet w/supporting documentation
- For PFL to care for a family member with a serious health condition, employees must complete and file as appropriate, forms in the SUNY PFL Care of Family Packet with supporting documentation
- For PFL to assist when a family member is called to active military duty or impending active duty abroad, employees must complete and file as appropriate, forms in the SUNY PFL Military Leave Packet with supporting documentation
Information about the PFL program (and forms) for MC-06 classified employees is available on this website. Eligible employees who qualify for PFL will be paid by Metropolitan Life Insurance Company (the insurance carrier) – not New York State as their employer.
Opting Out of Paid Family Leave (12 NYCRR 380-2.6)
An employee may file a waiver (opt-out) of paid family leave if they meet the following requirements as per 12 NYCRR 380-2.6:
(a) An employee of a covered employer (Purchase College) shall be provided the option to file a waiver of family leave benefits:
(i) When his or her regular employment schedule is 20 hours or more per week but the employee will not work 26 consecutive weeks, or
(ii) When his or her regular employment schedule is less than 20 hours per week and the employee will not work 175 days in a 52 consecutive week period.
(b) Within eight weeks of any change in the regular work schedule for an employee that requires the employee to continue working for 26 consecutive weeks or 175 days in a 52 consecutive week period, any waiver filed under this section shall be deemed revoked. An employee of a covered employer whose waiver has been revoked shall be obligated to begin making contributions to the cost of family leave benefits, including any retroactive amounts due from date of hire, pursuant to Section 209 of the Workers’ Compensation Law, as soon as the employee is notified by the covered employer of such obligation.
(c) The covered employer shall keep a copy of the fully executed waiver on file to be produced at the request of the Chair, for as long as the employee remains in employment with the covered employer.
(d) An employee as described in Subsection (a) of this Section who elects not to enter into a waiver shall make regular family benefit contributions for the full duration of his or her employment with the covered employer, and the covered employer shall be obligated to provide family leave benefits for such employee when he or she is eligible pursuant to this Title.
Employees who wish to opt-out of Paid family Leave Benefits and meet the eligibility requirements to opt-out are required to submit an Employee Opt-Out (Waiver) of Paid Family Leave Benefits form to the Benefits Office. Employees will be automatically enrolled in Paid Family Leave until the waiver form is received and approved by the Benefits Office.
If you have any questions about Paid Family Leave, please contact Grace Bonnell, Benefits Manager at (914) 251-6091.