Medical and Family Related Leaves
Short-term Disability Plan
Short-term disability benefits provide wage replacement for up to 26 weeks if you are not able to work due to a qualified medical condition. If you are absent from work for more than seven consecutive calendar days due to a medical condition, including pregnancy, you may qualify for short-term disability benefits.
Benefits are payable to a maximum of 26 weeks as certified by your physician and subject to approval of the short-term disability carrier. If you are approved for short-term disability benefits you are eligible to receive a wage replacement directly from the short-term disability carrier equal to the New York State Disability benefit of 50 percent of your weekly pay to a maximum of $170 per week. Your wage replacement shall not exceed your base rate of pay.
Short-term disability leave will run concurrently with leave qualified under the Family and Medical Leave Act if eligible. For more information or to apply for short-term disability benefits, please contact the Benefits Department at 212.229.5671 x4942.
For information on childcare leave that may be available to you, please click here.
Family and Medical Leave Act (FMLA)
FMLA allows an eligible employee to take up to 12 weeks of unpaid, job protected leave for the following reasons:
- Incapacity due to pregnancy or prenatal medical care
- To care for the employee’s child after birth, or placement for adoption or foster care*
- For a serious health condition that makes the employee unable to perform his or her job**
- To care for the employee’s spouse, child, or parent with a serious health condition
- Due to a qualifying exigency if the spouse, child, or parent of an employee is in the National Guard or Reserves or of a regular component of the Armed Forces and on covered active duty or called to covered active duty
- Military caregiver leave, also known as a "covered servicemember leave", to care for an injured or ill servicemember or veteran who is the spouse, child, parent, or next of kin of the employee. An employee may take up to 26 weeks in a single 12-month period for this purpose.
* FMLA leave for birth, placement for adoption, or foster care must be taken within 12 months of the FMLA event.
** The FMLA period runs concurrently with an approved short-term disability period.
Please refer to The New School's FMLA policy for detailed information. If you have questions or need additional information regarding the FMLA, contact the Benefits Department at 212.229.5671 x4942 or visit www.dol.gov/whd/fmla/index.htm. You may also view the U.S. Department of Labor's FMLA poster for related information.
The minimum requirements for an employee to be eligible for FMLA are:
- The employee has 12 months or 52 weeks of service with The New School
- The employee has worked for The New School for at least 1,250 hours in the 12-month period immediately before the commencement of the leave
- The employee is employed at a work site where 50 or more employees are employed by The New School within 75 miles of the work site.
All employees requesting FMLA leave must provide verbal or
written notice of the need for the leave by contacting the University’s
benefits office at email@example.com or by calling
When the need for the leave is foreseeable, the employee must
provide the university with at least 30 days notice. When an employee becomes
aware of a need for FMLA leave less than 30 days in advance, the employee must
provide notice of the need for the leave either the same day or the next
business day of becoming aware. When the need for FMLA leave is not foreseeable, the employee
must comply with The New School’s usual and customary notice and procedural requirements
for requesting leave, absent unusual circumstances.
Pay and Benefits
FMLA leave is unpaid.
However, other types of leaves, such as disability for an employee’s
own serious health condition or the birth of a child may provide income replacement and will
run concurrently with FMLA and be designated as FMLA leave.
An employee’s medical and dental coverage will be maintained during the leave under the same conditions as if the employee had continued to work and an employee must continue to pay the portion he or she normally pays toward the medical and dental benefits premium. During paid FMLA, the premiums will be deducted from the employee's pay as usual. During an unpaid FMLA leave the required premium continues to be payable, and the Benefits Department will provide notification as to how to make payments and when payments are due.
Return to Work
certification from a doctor must be provided at least two weeks prior to the scheduled date of return. If receipt of certification is not timely, the employee’s return to work may be
delayed. Generally, an employee who takes FMLA leave will be able to
return to the same position or a position with equivalent status, pay, benefits, and other employment terms. The position will be the same or one which is
virtually identical in terms of pay, benefits, and working conditions. The New
School may choose to exempt certain key employees from this requirement and not
return them to the same or similar position.
Workers’ Compensation Insurance
Workers’ Compensation Insurance provides cash benefits and/or coverage for medical care provided to employees who are injured or become ill as a direct result of their job with The New School. You must notify your supervisor and contact the Security Office to file an incident report about the injury and the way in which it occurred as soon as possible. Failure to file an incident report in writing within 30 days after the incident may cause you to lose the right to Workers’ Compensation benefits. Incident reports are available at all security guard desks. Employees who qualify for Workers’ Compensation benefits will receive pay continuation according to the requirements of the state law and our insurance plan.