Parental Leave

All benefit-eligible staff with at least one year of service and faculty who have completed one academic year may receive paid Parental Leave benefits.

The University is committed to supporting employees with supplemental parental leave for eligible employees who temporarily relinquish their duties following childbirth, adoption, or the state placement of a foster child in their home. This policy is designed to provide a reasonable and fair period of paid leave.

Parental Leave Policy:

View the full policy here.

How to apply:

  • Birth mothers will file for FMLA, Short-Term Disability and Parental Leave
  • Parents who are adopting or fostering will file for FMLA and Parental Leave
  • Short Term disability and/or Parental Leave is taken concurrently with FMLA leave (i.e. if eligible for FMLA, FMLA begins at the same time as STD then Parental leave and run concurrently for a total of 12 weeks). Please see Leave FAQs for more information.

Process:

  1. Birth mothers will apply for STD, FMLA and parental leave by contacting NYL. While on STD (approved or pending) staff or their manager must enter accrued time (i.e. sick, vacation) to receive 100% pay.
  • After the 14-day STD elimination period staff may continue to use accrued sick/vacation (paid at 100%) until exhausted and then go on STD at 66 2/3%.
  • Staff may choose to save their accrued time and be paid at 66 2/3%. If the employee chooses to save their accrued time and go on the STD they must notify their benefits partner who will place them on STD leave and they will be paid at 66 2/3%.
  1. Once approved by NYL for parental leave the benefits partner will place the staff/faculty on leave. Staff do not need to enter time while on parental leave.

  2. Medical Coverage: To add a dependent, you must do so in the system within 30 days of the birth/adoption, verification is required. Please note that if you do not verify your dependent at birth, they can be verified at any time but can only be added to benefits coverage during Open Enrollment or a qualifying Life Event. 

 

Married Couple Rule

If both spouses are employed by UR, the combined FMLA for the following reasons shall not exceed 12 weeks during any 12-month period.

  • For the birth of a child or to care for a child after birth
  • For placement of a child with the employee for adoption or foster care, or to care for the child after placement
  • To care for the employee’s own parent with a serious health condition. (Care for in-laws is not covered.)
  • The combined total FMLA available to eligible spouses for caring for a covered service member with a serious illness or injury, bonding leave, for placement of a child for adoption or foster care, to care for a child after placement, and to care for the employee's parent with a serious health condition, is 26 weeks during any 12-month period.
  • Where spouses use a portion of the total combined FMLA leave entitlement for any of the above reasons, the spouses would each be entitled to the difference between the amount he or she has taken individually and 12 weeks for FMLA leave for other purposes.