EMPLOYEE HANDBOOK

 For qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or parent is on active duty or call to active duty status as a member of the National Guard or Reserves in support of a contingency operation. Employees eligible for leave under FMLA are those who have completed one year of service and have worked at least 1250 hours during the twelve months prior to the leave period. An employee may elect to use accrued leave as part of the Family Medical Leave before going on unpaid leave. Health and certain other benefits are continued for an employee on leave, in a paid or unpaid status, under the same terms and conditions offered to the employee prior to the leave. 9. Paid Family Leave Family As of January 1, 2019, PFL is available to unclassified Management/Confidential (SUNY MC13) and UUP-represented employees, and may become available to other union-represented employees through the collective bargaining process. The purpose of PFL is to help employees with work-life balance by providing a paid leave alternative to charging paid leave accruals for leaves of absence to attend to family needs associated with:  the birth or placement of a biological, adopted, or foster child (first 12 months)  a family member's serious health condition (physical or psychological care)  a call to active duty in the U.S. armed forces (qualifying exigency) PFL is not available for an employee's own serious health condition or military activation.

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