New York State Paid Sick Time
The College offers all employees paid sick leave (“PSL”) which may be used for any of the qualifying reasons under the NY Paid Sick Leave Law set forth in NY Labor Law Section 196-b.
All Full-time employees are provided with fifty-six (56) hours of PSL at the beginning of each benefit year (January 1). New hires will be provided with a front-loaded amount of PSL that is prorated based on when their hire date. Part-time, temporary, seasonal, per diem will receive a pro-rated amount of leave based on the number of hours they are expected to work in a leave year.
In any event, the employee will be provided with PSL that equals at least one (1) hour for every thirty (30) hours worked, up to fifty (56) in a calendar year.
PSL is available for use immediately upon accrual.
Qualifying Reasons for Leave
In accordance with the New York Paid Sick Leave Law, employees may use available PSL for any of the qualifying reasons:
- The mental or physical illness, injury, or health condition of the employee, regardless of whether such illness, injury, or health condition has been diagnosed or requires medical care at the time that such employee requests such leave, as well as the diagnosis, care or treatment of the same;
- The mental or physical illness, injury, or health condition of an employee’s family member, regardless of whether such illness, injury, or health condition has been diagnosed or requires medical care at the time that such employee requests such leave, as well as the diagnosis, care or treatment of the same;
- An absence from work when an employee or an employee’s family member has been the victim of domestic violence, a family offense, sexual offense, stalking, or human trafficking, including leave to:
- Obtain services from a domestic violence shelter, rape crisis center, or other services program;
- Participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or the employee’s family members;
- Meet with an attorney or social services provider to obtain information and advice on, and prepare for and participate in, any criminal or civil proceeding;
- File a complaint or domestic incident report with law enforcement;
- To enroll children at a new school;
- Meet with a district attorney’s office; and
- Take any other actions necessary to ensure the health or safety of the employee or the employee’s family member, or to protect those who associate or work with the employee.
** An employee who committed the domestic violence, family offense, sexual offense, stalking, or human trafficking (and was not a victim) is not eligible for leave under this Section 3 (a)-(g), nor may this leave be used on behalf of an employee’s family member who has engaged in any of these infractions.
For purposes of this policy, “family member” is defined as an employee’s child (including biological child, adopted child, foster child, a legal ward, or a child for whom the employee stands “in loco parentis”), spouse, domestic partner, parent (including biological parent, foster parent, step-parent, adoptive parent, legal guardian, or an individual who stood “in loco parentis” to the employee as a minor child), sibling, grandchild or grandparent, and the child or parent of an employee’s spouse or domestic partner.
Employees may use PSL in four (4) hour increments. PSL will be paid at the employee’s regular rate of pay.
Notice Requirements
The College requires notice of the need for sick leave as soon as possible, but no later than the start of the employee’s workday/shift. Notice can be given orally or in writing. Employees should contact their supervisor and/or The Office of Human Resources if they need to use PSL. This can be provided verbally or in writing either via email hr@keuka.edu or telephone (315-279-5630).
Documentation
An employee may be required to provide medical documentation supporting their need for use of paid sick leave, amount of leave needed, and return date when they are absent for 3 or more consecutively scheduled shifts. Alternatively, employees may be required to submit an attestation verifying that their use of leave complies with NY PSL. If an employee is charged a fee for required paperwork by a medical provider, the employee will be reimbursed for that amount by informing The Office of Human Resources of the expense.
Employees will not be required to disclose confidential information to use paid sick leave.
Carryover
An employee’s unused sick leave will be carried over to the next calendar year. However, employees will not be permitted to use more than fifty-six (56) hours of PSL in any calendar year.
Restoration to Employment
At the conclusion of an employee’s use of paid sick time, the employee will be returned to the employee’s previously held position.
Separation from Employment
An employee will not be paid for any unused PSL upon separation from employment for any reason.
Retaliation
Any form of discipline, reprisal, intimidation, retaliation, or discrimination against any individual for requesting or taking paid sick leave or filing a complaint for violations of this policy is strictly prohibited.
The College is committed to enforcing this policy and prohibiting retaliation against employees who request or take paid sick leave under this policy, or who file a related complaint. If employees feel that they or someone else may have been subjected to conduct that violates this policy, they should report it immediately to The Office of Human Resources.