暗网吃瓜

No, faculty do not have a defined amount/limit of sick leave and this will not change with the new law. You will continue to be able to take leave as needed and will not have a specific bank or balance to manage. NYS has established a minimum threshold of sick leave that must be available. It is protected time that cannot be required to be made up, taken as vacation, questioned, declined, or result in an impact to the individual鈥檚 performance assessment or compensation.

Effective January 1, 2021, hourly-paid TAR faculty are eligible for up to 56 hours of paid sick leave each year, based on hours worked. These faculty members began to accrue paid sick leave on September 30, 2020, which will be available for use beginning in January. Accruals are based on a calculation of one hour of sick leave for every 30 hours worked, up to a maximum of 56 hours of paid sick leave.

Under the new law, the University is required to provide to faculty and staff, upon request, a summary of the protected sick leave that has been used. In order to meet this requirement, we ask that faculty and staff record their sick leave in myURHR UKG. Faculty also have the option to review a summary of their sick leave in myURHR UKG at any time.

No. Only sick leave when you are fully away from work needs to be recorded. When work is accomplished at another time (i.e., extending work time on another day), sick leave doesn鈥檛 apply.

We ask that you log your sick days in Some departments may offer the option to record leave for you through a designated department administrator. Please check with your faculty leader to see if this option is available.

Under Quick Links, on the top left of the Home screen, access Time Entry鈥揈mployee. Find the appropriate day you are recording sick leave and select SIK in the column marked TRC (Time Reporting Code). Then, designate the number of hours you are reporting for sick leave in the next column marked 鈥淎mount/Hours.鈥� Repeat this process for any other sick leave in the pay period and then click Save at the bottom of the page.

If you need assistance with your NetID or password, contact either University IT at聽(585) 275-2000听辞谤听univithelp@rochester.edu聽or Med Center ISD at聽(585) 275 3200听辞谤听HelpDesk_ISD@urmc.rochester.edu.

Yes, below are some examples of situations when sick leave should or should not be entered into myURHR-UKG:

Example #1: I鈥檓 a faculty member at the School of Arts & Sciences and have taken 4 days of sick leave in the past month. Can my faculty leader talk to me about excessive use of sick time?

No, the sick leave is protected under New York State鈥檚 Paid Sick Leave Law. You have 56 hours of sick time available as protected time that you have not used. As a result, you cannot be disciplined or retaliated against or suffer any negative outcome for using this protected time. However, your faculty leader can talk to you about how best to cover your time away if needed.

Example #2:聽I鈥檓 a research faculty member who was out sick on Tuesday and missed a department meeting. Can my Chair or Faculty Leader inquire about the details related to my sick leave?

No, you do not have to provide details or any documentation related to the reason for your sick leave. You only need to notify your department that you have used a sick day per departmental call-in procedures.

Example #3:聽I鈥檓 a faculty member with an ill parent and need to be out of work for 3 of 5 days this week. I am not able to otherwise make up the time. Do I report this as sick time? What do I do if my faculty leader suggests I go at another time?

A leader may not tell an employee that they can鈥檛 use their protected time or negatively impact them in any way for using this time. This time would be reported as sick leave if the faculty member is not otherwise able to make up the time.

Under the new law, the University is required to provide to employees, upon request, a summary of the sick leave they have used and how much is available. In order to meet this requirement, we ask that employees record their sick leave in Employees also have the option to review a summary of their sick leave usage in myURHR UKG at any time. Residents will continue to record time in MedHub.

A discussion should be held with your supervisor to understand the options of flexible scheduling that may apply to your department.

For employees who report their hours in myURHR UKG please follow the instructions located on this. Residents will continue to use MedHub to track their leave time.

If you need assistance with your login, contact either University IT at聽(585) 275-2000听辞谤听univithelp@rochester.edu聽or Med Center ISD at聽(585) 275-3200听辞谤听HelpDesk_ISD@urmc.rochester.edu.

Yes, below are some examples of situations when sick leave should or should not be entered into myURHR UKG:

Example #1:聽I am an hourly paid staff member in a business office. I need to leave work two hours early on Monday to take my daughter to a doctor鈥檚 appointment. I would like to work two hours later than usual on Thursday to make up the time. How should I record my time?

With approval from your supervisor, you can make up his time on Thursday. You should simply record the exact hours you work in myURHR UKG. There is no need to record any sick leave/PTO.

Example #2:聽I am an exempt employee in the ISD department. My child gets sick at school, and I must leave work two hours early to pick him up. How should I record my time?

Since you are an exempt employee, you would not need to record sick leave that is less than 4 hours.

Example #3:聽I am an exempt employee in the finance office. I need to miss half a day to take care of my mother, who is ill. How should I record my time?

Since you are an exempt employee, if you miss 4 hours or more of work for your mother鈥檚 illness, you could record 4 hours of sick leave in myURHR UKG. Alternatively, you can also make up that time during the week if it is okay with your supervisor, and then would not need to record the sick time.

Example #4:聽I am a Time-As-Reported receptionist. I am scheduled to cover the desk outside my clinic from 8 a.m. to 11 a.m. on Wednesday but am not feeling well and call out sick. How should I record my time?

Since you are scheduled for a specific shift and your manager doesn鈥檛 have another available shift to offer, you won鈥檛 be able to make up your time later in the week. You should follow department protocol to call out and notify your timekeeper of your absence so that it can be recorded as sick leave.

Staff will receive a PTO bank based on their standard scheduled hours per week. Full-time staff and part-time staff who are hired to work 33 or more hours per week will receive 56 hours of PTO in a calendar year. Part-time staff who are hired to work less than 33 hours per week will receive a bank based on their standard hours and 1 hour for every 30 hours worked above their standard scheduled hours up to a maximum of 56 hours in a year.

Although the combined amount of leave time鈥攙acation and PTO鈥攚ill not change, the University is converting 2 days of vacation to PTO. A day is 1/5 of your standard scheduled hours per week. Under the new legislation, employees are guaranteed a certain amount of job-protected time based on their hours worked. For the purposes of sick leave, PTO is considered protected time, while vacation is not. This change will allow for more flexibility as it will now be eligible to be used as unplanned time. These days are still available to use as vacation but will now also be available for use as unplanned PTO leave.

Full-time or part-time employees with standard hours of 33 or more who have PTO balances at the end of the plan year and who are in a status to receive 56 hours of paid sick leave in the 2022 PTO plan year will eligible for a payout. Part-time employees who work fewer than 33 hours per week will not reach the 56 maximum hours of PTO and the new legislation requires that we roll over their remaining PTO to the following year. They will not be eligible for a payout. Individuals represented by collective bargaining agreements receive benefits in accordance with those agreements.

Yes, for employees with 6 months or more of service, unused PTO up to 56 hours may be paid out when you leave the University.

No, because you have continuous employment your balance will transition to the TAR sick plan and you will continue to earn sick time based on that plan. See聽Policy 337: Sick Leave Plan.

Yes, you will earn 1 hour of sick leave for every 30 hours worked. You will be eligible to use up to 56 hours in a calendar year (if earned). Any unused time or time earned over 56 hours will roll over to the following year.

Under the new law, the University is required to provide to employees, upon request, a summary of the sick leave they have used and how much is available. In order to meet this requirement, we ask that all employees record their sick leave in myURHR UKG. If there are any questions about how to record sick leave, employees should check with their manager. Employees also have the option to view a summary of their sick leave balance in myURHR UKG in January.

A discussion should be held with your supervisor to understand the options that may be available in your department.

For employees who report their hours in myURHR UKG, please follow the instructions on this quick reference card. If you need assistance with your login, contact either University IT at (585) 275-2000听辞谤听univithelp@rochester.edu聽or Med Center ISD at聽(585) 275-3200听辞谤听HelpDesk_ISD@urmc.rochester.edu.

No, unused sick leave will roll over to the following year and will not be eligible for payout when you leave the University.

All students employed through the Student Employment Office (Undergraduate and Graduate Students)

Students with multiple Student Employment jobs will be eligible to earn sick time on all hours worked across all jobs through Student Employment.

Students with multiple jobs that include Graduate 鈥榓dd-on鈥� jobs will be eligible to earn sick time on all hours worked across all jobs through Student Employment and graduate 鈥榓dd-on鈥� jobs.

Graduate appointments paid as a stipend as part of a student鈥檚 academic pursuits are not considered employment and sick time is not applicable to these appointments.

Sick time may be used to address illness, injury, medical care or to take care of issues related to domestic violence for one鈥檚 self or a qualified family member.

Qualified family member includes; child, spouse/domestic partner, parent, sibling, grandchild/parent and child or parent of the employee鈥檚 spouse/domestic partner. Child or parent relationships include: biological, foster, step/adoptive, legal guardian/ward and loco parentis.

Student employees must follow departmental procedures for reporting scheduled or unscheduled sick time.

Sick time must be logged into myURHR UKG when a student worker is unable to work his or her scheduled hours. Sick time cannot be used on a shift unless the student was scheduled to work that shift.

You can also in myURHR UKG.

Sick time (if available) should be used for the first seven calendar days of a disability or work-related injury/illness (workers compensation) and may be used to supplement time while on Paid Family Leave or Workers’ Compensation.

When a student worker ends employment, sick time balances will not be paid out. Sick time should not be entered on shifts where the student is not scheduled as a means of paying out the sick time balance. Timekeepers should not approve sick time that is not associated with a schedule work day.

If a student worker聽 ends their student job and is hired into another eligible position (Faculty, Staff, Postdoctoral Appointment, Resident/Fellows) without a break in employment, the sick time balance will roll into the new sick plan for that position.

Students who are considering a leave should also discuss the availability of other academic leave options with an Academic Advisors in the College Center for Advising Services, Lattimore 312.

Grad students in the following jobs will be eligible for Sick Leave under the new regulations:

6004-Add-On Grad Asst., 6006-Add-On Teaching Asst., 6005- Add-On Grad Asst.-Visiting.

Grad Students with multiple hourly paid jobs that include Graduate 鈥榓dd-on鈥� jobs will be eligible to earn sick time on all hours worked across all graduate 鈥榓dd-on鈥� jobs

Grad Students with multiple hourly paid jobs that include Graduate 鈥榓dd-on鈥� jobs and jobs through Student Employment will be eligible to earn sick time on all hours worked across all grad-add-on and student employment jobs.

Grad Students paid a salary for TA assignments who also has an hourly paid job will not earn additional sick time for their hourly paid job, but sick time can be used on the hourly paid job as needed.

Graduate appointments paid as a stipend as part of a student鈥檚 academic pursuits are not considered employment relationships and sick time is not applicable to these appointments.

Sick time may be used to address illness, injury, medical care or to take care of issues related to domestic violence for one鈥檚 self or a qualified family member.

Qualified family member includes; child, spouse/domestic partner, parent, sibling, grandchild/parent and child or parent of the employee鈥檚 spouse/domestic partner. Child or parent relationships include: biological, foster, step/adoptive, legal guardian/ward and loco parentis.

Grad Students must follow departmental procedures for reporting scheduled or unscheduled sick time.

Sick time must be logged in to when Grad Student is unable to work his or her scheduled hours.

You can also in myURHR UKG.

Sick time (if available) should be used for the first seven calendar days of a disability or work- related injury/illness (workers compensation) and may be used to supplement time while on Paid Family Leave or Workers Compensation.

When a Grad student ends employment, sick time balances will not be paid out.

If a Grad student ends their student job and is hired into another eligible position (Faculty, Staff, Postdoctoral Appointment, Resident/Fellows) without a break in employment, the sick time balance will roll into the new sick plan for that position.

Grad students who are considering a leave should also discuss the availability of other academic leave options with an Academic Advisors in the College Center for Advising Services, Lattimore 312.

University employees working in New York City (NYC) are subject to the University鈥檚 Sick Leave Plan, the Paid Prenatal Personal Leave, and New York City鈥檚 Earned Safe/Sick Time Act (鈥淓SSTA鈥�).

The University鈥檚 Sick Leave and Paid Time Off (PTO) Plans are available for reference and outline how to use one鈥檚 benefit. Additionally, these FAQs and the NYC-ESSTA notice, further outline employee rights under the ESSTA, which expands the reasons for which an individual may use sick/safe leave. Employees regularly working in NYC will also be able to use their sick/safe leave for the following reasons in addition to the reasons stated in the University鈥檚 Sick Leave Plan:

• To provide care for a minor child or care recipient as defined by the law;
• To start, prepare for, or attend legal proceedings for subsistence benefits or housing;
• When you are not able to report to work because of a governmental directive to remain indoors or avoid travel; or
• For specified reasons related to a public disaster or workplace violence.

The sick/safe leave is separate from the University鈥檚 Paid Prenatal Personal Leave Policy. That Policy permits the use of up to 20 hours of paid prenatal leave in a 52-week period for health care services received by an employee during their pregnancy or related to such pregnancy (including physical examinations, medical procedures, monitoring, testing and discussions with a health care provider).

All 暗网吃瓜 employees regularly working in New York City (who have received approval to work remotely-see policy 175). New York City includes locations in the following boroughs: Bronx, Manhattan, Queens, Staten Island, and Brooklyn. Telecommuters regularly working from a location within NYC are also eligible.

ESSTA鈥檚 definition of 鈥渇amily member鈥� includes all of the individuals qualifying as a 鈥渇amily member鈥� within the University鈥檚 Sick Leave Plan (in accordance with state law), and also includes 鈥渁ny other individual related by blood to the employee and any other individual whose close association with the employee is the equivalent of a family relationship.鈥�

For Full-time and Part-time employees working in NYC, the University鈥檚 Sick/safe Leave and Paid Time Off (PTO) policies, along with the University鈥檚 Vacation policy, offer sufficient accruals to comply with ESSTA鈥檚 sick/safe leave balance requirements. However, individuals in NYC are entitled to take time off for reasons beyond those set forth within UR鈥檚 Sick Leave and PTO policies, as outlined above and as provided in the . The maximum amount of paid sick/safe time that can be used annually by employees in NYC is 88 hours. NYC employees may use hours earned under either the Sick leave or PTO policy (up to the maximum of 88 hours annually) for ESSTA purposes and subject to ESSTA requirements. If they do not have 88 hours available under the Sick Leave or PTO policy, NYC employees may also use hours earned under the Vacation Policy for ESSTA purposes and subject to ESSTA requirements. However, employees may only use Vacation Time for this purpose as needed to comply with the ESSTA. If an employee has used a combined total of 88 hours of Vacation Time, Sick leave and/or PTO for ESSTA purposes that year, any remaining Vacation Time, Sick leave and/or PTO may only be used for reasons described in those respective policies and subject to the terms and conditions set forth in those policies.

As a TAR employee working in NYC, you can use your accrued time for all of the same reasons as FT and PT employees as noted above and in the . As a Time-as-Reported (鈥淭AR鈥�) employee, you will receive 32 hours of frontloaded paid sick/safe time upon hire and at the beginning of each year that is available for immediate use. You will also accrue paid sick/safe time throughout the year at a rate of 1 hour for every 30 hours worked, up to a maximum of 56 hours of accrued paid sick/safe time. The maximum amount of paid sick/safe time that can be used annually by TAR employees in NYC is 88 hours. Sick/safe time should only be used for hours that you were scheduled to work or hours that you would have worked if you had not used your sick/safe time. If you have any questions about what sick/safe time you may be eligible for, please contact your Human Resources Business Partner (HRBP). Additionally, supervisors with questions about employee entitlement should discuss with their HRBP.

Unused sick/safe leave balances are not paid out upon separation. However, if an employee is rehired within six months from their separation date, unused sick/safe leave balances will be reinstated and made available for individuals regularly working in NYC. This would not apply to individuals rehired to work outside of NYC.

Employees are also not paid for unused prenatal leave upon separation. If an employee is rehired to work anywhere in New York State, they are immediately entitled to use up to 20 hours of paid prenatal leave in a 52-week period.

Any changes in work location must go through appropriate approvals. At the time you begin working regularly in NYC, you will earn sick/safe time according to the University鈥檚 Sick Leave Plan and New York City鈥檚 ESSTA as noted above. You will be able to use the earned time immediately. You will also continue to be eligible to immediately use up to 20 hours of paid prenatal leave in a 52-week period. You must ensure you have received appropriate approvals for a change in your regular work location, and that your supervisor and HR Business Partner are both aware of the change in your regular work location.

Any changes in work location must go through appropriate approvals. If you move to a location in New York State, outside of NYC, you will cease to earn sick/safe leave as noted in ESSTA, beginning the day you start working outside of NYC, but will continue to be eligible for sick/safe time according to University鈥檚 Sick Leave Plan. Sick/safe leave balances already accrued will remain available for use in accordance with the University鈥檚 Sick Leave Plan. You will also continue to be eligible for paid prenatal leave according to University鈥檚 Paid Prenatal Personal Leave Policy. You must ensure that you have received appropriate approvals for a change in your regular work location, and your supervisor and HR Business Partner are both aware of the change in your regular work location.

In this case, unless you are otherwise expected to work regularly from NYC, you would not be considered employed in NYC for the purposes of the NYC ESSTA. The University鈥檚 Sick Leave Plan and/or PTO Plan will apply (depending on your position).

If you regularly work from NYC (or are expected to do so), you would be considered employed in NYC for the purposes of the NYC ESSTA. You would earn sick/safe leave and be able to use the additional sick/safe leave reasons (listed above) while working in the NYC location. You must ensure that you have received appropriate approvals for a change in your regular work location, and your supervisor and HR Business Partner are both aware of this change in your regular work location.

Yes. Unused sick/safe time accruals will carry over to the next year in accordance with the University鈥檚 Sick Leave Plan and New York City鈥檚 Earned Safe/Sick Time Act (鈥淓SSTA鈥�).

Your sick/safe leave balance and usage information can be found in the UKG timekeeping system, under the accruals tab on the timesheet.

• This link offers several resources as to how to navigate the UKG time system: .
• This link offers more specific guidance on how to view your accrual balances: .

Under the ESSTA, supervisors may ask for certain information/documentation if an employee鈥檚 absence results in more than three consecutive missed workdays. However, given the limitations on these requests, supervisors must work with their HRBP prior to requesting any documentation related to use of sick/safe time or prenatal leave.

For both sick/safe time and paid prenatal leave, any information provided will be kept confidential and will not be disclosed without the employee鈥檚 written permission or as required by law.

If the use of sick/safe leave complies with the requirements of the University鈥檚 Sick Leave Plan, Paid Prenatal Leave Policy, and ESSTA, the use of sick/safe time or prenatal leave will not lead to or result in discipline, demotion, suspension, or termination.

The University will not retaliate or discriminate against any employee for requesting or using sick/safe time or prenatal leave for authorized circumstances. For any concerns about use of your sick/safe leave or prenatal leave, please contact your HR Business Partner.