The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

• Twelve workweeks of leave in a 12-month period for:
  • the birth of a child and to care for the newborn child within one year of birth;
  • the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
  • to care for the employee’s spouse, child, or parent who has a serious health condition;
  • a serious health condition that makes the employee unable to perform the essential functions of his or her job;
  • any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or
• Twenty-six work weeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

Given the fact that some offices may need to be open on Labor Day and Indigenous People's/Columbus Day for student support, individuals who work on those days can take a floating holiday to use. 

Floating holidays must be used within 90 days of being earned and should be scheduled at least two weeks in advance with supervisor approval. The floating holiday will not be carried over to the next benefit year, cashed out, or paid upon termination of employment. (Note that this does not apply to employees who are a part of a bargaining unit.)

Holiday Schedule 2024-2025

Holiday Schedule 2025-2026

Holiday Schedule 2026-2027

Holiday Schedule 2027-2028

​The College maintains a group long-term disability insurance plan, which provides each participant a portion of his/her income in the event of a long term disability. The cost of the insurance is paid by Le Moyne College. Under this program, disability is defined as being completely unable due to sickness, bodily injury, or pregnancy to perform your normal occupation.

Eligibility: Full-time employees with one year of active full-time employment. An individual may be eligible for immediate enrollment if he/she had group disability coverage just prior to join Le Moyne College.

Benefits begin as of the first of the month following six consecutive months of total disability. The plan provides an income benefit of 60% of base monthly salary, with a maximum of $10,00 per month. For any employees in Executive status, the plan provides an income benefit of 60% of base month salary, with a maximum of $12,500 per month. Payments are reduced by the amount of any Social Security and/or Workers' Compensation benefits. If the employee was participating in the College's Retirement plan when disability began, the plan also provides a monthly premium benefit for the retirement plan contributions.

Employees will retain medical and dental insurance at the active employee rate, as well as Life, Long-term Disability, and retirement contributions under The Guardian's waiver of premium benefit.

Benefit Summary - LTD.pdf

Faculty members and exempt (salaried) employees will also receive 60% of their salary for the first six months of long-term disability. 

This insurance coverage will end when a person terminates employment at Le Moyne College or goes on unpaid leave of absence.

New York State Paid Family Leave (PFL) provides eligible employees with job protected, paid time off for the following reasons:

·        Bond with a newly born, adopted or fostered child,

·        Care for a family member with a serious health condition, or

·        Assist loved ones when a spouse, domestic partner, child or parent is deployed abroad on active military service.

Currently, family members for purposes of PFL include a child, parent, grandparent, grandchild, spouse and domestic partner, and biological or adopted siblings, half-siblings and step-siblings.

*PFL can be taken on a continuous or incremental basis.

• Covered employees become eligible to take Paid Family Leave for a qualifying event once they have met the minimum time-worked requirements:

  ·        Full-time employees: Employees who work a regular schedule of 20 or more hours per week are eligible after 26 consecutive weeks of employment.

  ·        Part-time employees: Employees who work a regular schedule of less than 20 hours per week are eligible after working 175 days, which do not need to be consecutive. Employees with irregular schedules should look at their average schedule to determine if they work, on average, fewer than 20 hours per week.

  ·        Faculty employees are exempt from coverage under the law.

   Paid Family Leave Benefits

For more information and to complete the applicable forms, please visit https://paidfamilyleave.ny.gov/.

An employee of the College is eligible for short-term disability immediately upon hire.  

Employees should notify supervisor as soon as possible if you are going to be out of work due to illness, injury, maternity leave, etc., so additional office or teaching help can be satisfied.

As soon as you know that you will be out, please reach out to the Human Resources Office to request a form - 445-4155 or [email protected].

To receive coverage and benefits under short-term disability, an employee must report to Human Resources any situation in which a medical-related absence is expected to extend beyond seven (7) days. The first seven (7) days or five (5) working days, of disability are not covered by DBL benefits. Provided an application for benefits has been approved by the College’s third-party disability benefits carrier, coverage and benefits will begin on the eighth day.

Coverage and benefits for an approved disability will be provided as follows:

Non-exempt staff:

• May use accumulated sick time to provide continuing income during disability waiting period.
• Short-term disability insurance provides payments of 50% of the disabled individual’s weekly wage up to a maximum of $170 per week.
• During the approved disability leave, non-exempt staff are required to use accrued, unused sick time to supplement NYS disability benefits.

Exempt administrators:

• Will receive salary continuation from the first day of disability leave, if the leave is approved by the third-party disability benefits carrier.
• Salary continuation benefits will be provided by the College according to the following schedule:
• Leave Period Salary Continuation Benefit:
  • 0-12 weeks of leave 100% of current salary
  • 13-26 weeks of leave 60% of current salary

• After week 12 of an approved disability leave, an exempt administrator may use accrued, unused sick time to supplement their salary.

• Please review the Short-Term Disability Guide to guide you throughout the process.

Guardian - HIPPA and Privacy Policies​​

Le Moyne College recognizes that illness or injury may cause an employee to be absent from work. This policy is also intended to provide employees with paid time off for certain sick and safe reasons as set forth below in accordance with the New York State Paid Sick Leave Law (NYPSL).

Sick leave shall be compensated at the employee's regular hourly rate at the time such leave is taken. Sick pay will not be calculated in determining eligibility for overtime pay. When summer hours are in effect, Friday will count as a full day when calculating sick leave.
Sick leave will be available for use upon hire.

Note: This policy applies to all non-bargaining unit employees. Bargaining unit employees should refer to their applicable collective bargaining agreement for information regarding sick time benefits.

Sick Leave Allotment:

• All full-time employees (exempt and non-exempt) are eligible to accumulate sick leave of 0.0385 per hour worked up to a maximum of 10 days.
• • All part-time non-exempt employees are eligible to accumulate 0.0333 sick leave per hour worked up to a maximum of 10 days

Reasons for Use:
Employees may use sick leave under this policy for any of the following reasons:
1. The mental or physical illness, injury, or health condition of the employee or the 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;
2. 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:
a. Obtain services from a domestic violence shelter, rape crisis center, or other services program;
b. 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;
c. 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;
d. File a complaint or domestic incident report with law enforcement;
e. To enroll children at a new school;
f. Meet with a district attorney’s office; and
g. 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 2, 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.
All other terms are defined in accordance with NYSPSL.

Note: Permissible reasons to use accrued paid sick leave do not include a period of bereavement.

Carryover: All nonexempt employees are permitted to carryover any accrued, unused sick leave into the following year. However, all non-exempt employees are not permitted to accumulate sick leave of more than 490 hours for a 7 hour day employee or 560 hours for a 8 hour day employee in a year.

Payout: Employees who resign or who have been terminated for any reason will not be paid for any accrued, unused sick leave at termination. Employees who decide to retire from the College who meet the criteria for retirement status and have fifteen (15) or more years of service, will be paid one-half day of pay for each accumulated sick day, up to a maximum of 245 hours based on a 35-hour work week or 280 hours based on a 40-hour work week. All accrued, unused sick time over these maximum hours will be forfeited upon termination.

Notification: Employees must notify Le Moyne College Office of Human Resources by either oral or written notice prior to using any accrued sick leave for NYSPSL qualifying reasons. When using sick leave, Le Moyne College may require a doctor’s note or other documentation to the extent permissible by law. Employees will not be required to disclose confidential information in order to use paid sick leave for NYSPSL qualifying reasons.
If employees are absent in excess of seven (7) days, including 5 consecutive work days, due to illness or injury they should review the short-term disability policy and follow the instructions to apply for short term disability.

Interaction with Other Types of Leave: Time off taken under this policy will run concurrently with leave under the Family and Medical Leave Act (FMLA) and the New York State Disability Benefits Law (DBL) whenever applicable. Please refer to those policies for details regarding the use of sick leave.
Employees who have used up their available sick leave and remain unable to report for work may be eligible for New York State Disability Benefits Law (DBL), New York State Paid Family Leave (PFL), Family and Medical Leave Act (FMLA) and/or an unpaid medical leave. Please refer to those policies for details.

Protection from Retaliation: Le Moyne College will not discriminate and/or retaliate against any employee for inquiring about or using sick leave benefits or for filing a complaint for violations of this policy. Employees who believe they have experienced discrimination and/or retaliation should immediately notify their supervisor, Human Resources, or any member of management.

Restoration to Employment: Employees who return to work at the conclusion of approved paid sick leave will be restored to the same position (with the same employment benefits, pay and other terms and conditions of employment).

Records Request: Employees may make a request with the Office of Human Resources either in writing or verbally, for a summary of the amount of PSL accruals that have been both accumulated and used by the employee in the current calendar year and/or any previous calendar years. The Office of Human Resources will provide this information to the employee within three business days of the information request. Fraud: An employee who fraudulently uses sick leave, or who uses sick leave in an improper manner, is subject to disciplinary action, up to and including termination of employment.

Questions: Employees with questions about this policy are encouraged to consult with the Office of Human Resources.
For more information regarding New York State Paid Sick Leave please visit https://www.ny.gov/programs/new-york-paid-sick-leave

Employees with less than one year of full employment, prior to January 1st of the first full Benefit Year, will be entitled to take 1.25 days of vacation for every month of full employment up to a total of fifteen days. These vacation days must be used prior to December 31stof their first full Benefit Year.

Full-time, 12 month employees will be entitled to take vacation as follows:

Full-time, academic employees will be entitled to take vacation as follows:

If the effective date of the original employment is prior to March1st, the individual shall be considered to have completed a full employment year on the following January 1st. If the effective date of original employment is March1st, or later, the individual’s first full employment year shall be considered to begin on the following January 1st.

***Please report incidents/injuries to your supervisor and HR (via the form below) immediately***

Employees who are injured while on the job in College service are covered under Workers' Compensation Insurance. This coverage provides partial income payments in lieu of lost wages, as well as certain injury-connected medical payments.

Regardless of the severity of the injury (major/minor, slip/fall, cut/scrape, etc.) a prompt report of any accident should be made by completing the Worker's Compensation form and notifying your supervisor.

This coverage applies to all employees, including full-time, academic full-time, part-time, temporary, and student workers.

Worker's Compensation Insurance Carrier: PMA Management Corp

Carrier Phone #: 1-888-476-2669

Carrier Address:

For Medical Bills and Medical Reports:
PMA Medical Bills
P.O. Box 5231
Janesville, WI 53547-5231

For All Other Claims Correspondence:
PMA Customer Service Center
P.O. Box 5231
Janesville, WI 53547-5231