Parental Policies

Non-Union Support Staff

Policies (Non-Union Support Staff)

Pregnancy-Related Disability Leave

As a non-union support staff of the University who is pregnant, you are entitled to take a medical leave for any part of the pregnancy and post-partum period that your doctor certifies you are medically unable to work. Medical leave for pregnancy begins on the date your doctor certifies that you are unable to work for medical reasons and ends on the date your doctor certifies you are medically able to return to work. Typically physicians certify medical leave of six to eight weeks.  In the event of complications and extended medical leave is necessary, medical certification may allow up to six months of paid medical leave.

    The first 12 weeks of any pregnancy-related disability or parental leave in a rolling year are counted toward the 12 weeks of leave you may be entitled to under the Family Medical Leave Act (FMLA).

Parental Care Leave

As a full-time Officer of Administration, benefits-eligible part-time Officer of Administration, or a Non-Union Support Staff, if you have been employed at the University for three months or longer you are eligible to take an unpaid parental care leave of up to six months when:

  • You have a baby
  • Your spouse/same-sex domestic partner has a baby
  • You adopt a child
  • You become a foster parent to a child

New York City Earned Sick Time Act

Under the New York City Earned Sick Time Act Policy all eligible (must work more than 80 hours in a fiscal year: July 1 – June 30) University faculty and staff who work in New York City may accrue up to a maximum of 40 hours of paid sick time per fiscal year, which can be used for illness or preventive care of one's self or one's family members (defined under the Act to mean the employee's child, spouse, domestic partner, parent, sibling (including a half sibling, step sibling, or sibling related through adoption), grandchild, grandparent, or the child or parent of an employee's spouse or domestic partner).

Family Medical Leave Act (FMLA) 

    FMLA requires that an "eligible" employee must be granted a total of up to 12 weeks of unpaid leave during a rolling 12-month period for the following reasons:

    1. The birth or adoption of a child, or the foster care placement of a child.
    2. To care for a spouse, child or parent who has a serious health condition.

    If eligible, FMLA will run concurrently with paid medical leave and parental care leave.

Helpful Suggestions

Preparing for a Leave of Absence

  • Discuss your work and leave needs with your supervisor.
  • Follow up any verbal discussions with a written memorandum detailing what you discussed.  Make sure to include an anticipated return date.
  • Hand in your written notice when you and your supervisor are both clear on the terms of your leave.

Things to Think About

  • Parental care leave is applicable to both mothers and fathers.
  • While on parental care leave, you may substitute paid leave, including vacation or personal days, for any part of your unpaid leave.
  • Health and other insurance benefits coverage may continue during your unpaid leave if you directly pay the premiums; the University does not make contributions on your behalf during an unpaid leave.  For more information, contact HR Benefits at 212-851-7000.
  • A change in your status upon returning to work after your leave may affect your benefits.  You are encouraged to talk to your departmental administrator and HR benefits to better understand what you may be entitled to. 
  • To accommodate work/life challenges and needs, some people may be able to arrange a Flexible Work Arrangement with their supervisor.