Leaves

Click here for information regarding Staff Leaves

 

Faculty

The University recognizes that it sometimes becomes necessary for a faculty member to take extended time-off for scholarly, military, family, medical or for personal reasons. Pace University has paid and unpaid leave options available to our full time faculty. If you are interested in taking a leave, you are encouraged to speak with your Chairperson and Dean well in advance of the leave time.  Before commencing any leave, faculty should consult the University Benefits regarding the conditions governing a faculty member’s benefits during the leave period.  Please contact the University Benefits Office at (914) 923-2828 or via email at, benefits@pace.edu.

For more information on paid leave options, click on the link below:

Bereavement Jury Duty Maternity Military Sabbatical Scholarly

For more information on unpaid leave options, click on the link below:

Family and Medical Leave

Leave of Absence

 


Paid Leave Options:

 

Bereavement

A paid leave of absence of four working days, is allowed in the event of a death in you or your spouse’s immediate family; grandparent, parent, sister, brother, spouse or child. An employee may request additional time without pay by seeking approval from his/her supervisor.
 

Jury Duty

Pace employees will be paid their full salary while on jury duty. Jury duty notice should be reviewed by the supervisor and a copy forwarded to the campus Personnel Office. If any employee is excused before noon, while on duty, he/she is expected to report to work for that day.
 

Maternity

Maternity Disability shall be considered as falling within the category of leave for short-term disability, and is deducted from the total allowance of 26 weeks. A woman shall receive paid leave subject to verification by a physician for a period distributed in accordance with need before and/or after childbirth or miscarriage. This period is usually six weeks for a normal delivery and eight weeks for a cesarean section.

See Short Term Disability for salary and benefits continuation.

 

Military

Pace University supports the rights and obligations of its employees to serve in the Armed Forces of the United States. The Uniform Services Employment and Reemployment Rights Act (USERRA) of 1994, provides for job and benefits protection for an individual who has left his or her job to enter service in the uniformed services of the United States. It also prohibits discrimination in the hiring, promotion, reemployment termination and benefits of an individual on the basis of their membership in the uniformed services.

Eligibility

Full time and part time faculty and staff are eligible for military leave up to a maximum of 5 years.

Notice

To qualify for the benefits and rights governed under USERRA, employees should notify their supervisors and their campus Human Resources Services department, in writing, at least 4 weeks in advance of the leave, unless notice is precluded by military necessity or it is impossible or unreasonable to give such notice. Notice should be accompanied by the employee’s military orders for such a leave.

Compensation

A full time staff employee may use vacation or personal days accrued and unused prior to the commencement of military service. Effective January 1, 2003, for any leave taken for military service, an employee with more than one year of continued service at the University will be compensated for the difference between his or her regular University base pay and military pay while on military leave according to the following schedule:

1 to 2 years of continued University service 2 weeks pay differential
2 to 4 years of continued University service Up to 4 weeks of pay differential
4 to 7 years of continued University service Up to 6 weeks of pay differential
7 to 10 years of continued University service Up to 9 weeks of pay differential
10 or more years of continued University service Up to 12 weeks of pay differential

In order to receive a pay differential, the employee must present a certified government accounting of compensation to their campus Human Resources Services department within 14 days of returning to work.

Benefits

Health and Dental (applicable to full time faculty and staff)

Full employee benefits will continue for a military leave that does not exceed thirty days. Employees are not required to pay more than the employee share, if any, for such coverage.

If the military leave time exceeds 30 days, your health and dental benefits will continue one month for every two years of continuous University service. The employee is not required to pay more than the employee share, if any, for such coverage.

Employees may then elect to continue coverage under Pace’s group medical and dental plan, at their own expense, for up to 24 months during a military leave. Employees on leave for more than 30 days will not pay more than 102% of the full premium under the plan if they wish to continue coverage under the group medical and dental plan.

Retirement

Pace University will not make any contributions to your retirement plan while you are on military leave. However, once you return from military duty and are re-employed, your period of military duty will be counted as covered service for eligibility, vesting and benefit accrual purposes. If employee contributions are required, the employee has a period equal to three times the period of military duty or 5 years, whichever ends first, to make up the contributions. Pace University will then make contributions that would have been made if you had been employed during the period of military duty.

On-Campus Tuition

Eligibility for on-campus tuition remission benefits for a spouse/domestic partner and dependent children will continue based upon the following schedule:

Less than 2 years of continued University service End of the current semester
2 to 5 years of continued University service One additional academic year
5 to 10 years of continued University service Two additional academic years
10 or more years of continued University service Three additional academic years

Reinstatement

An employee is responsible for seeking reemployment upon returning from military leave by contacting the Office of Human Resources and the employee’s immediate supervisor.

If military leave is less than 31 days, reemployment must be sought within the “first scheduled work day” following the completion of service.

Pace University reserves the right to request that an employee who is absent for a period of military service in excess of 30 days provide documentation showing:

  • Employee’s application for re-employment is timely as governed by USERRA
  • Employee’s cumulative period of absence from the University for military leave has not exceeded the five year service limitation; and
  • Employee’s discharge from service was “honorable” as defined by USERRA.

Upon satisfactory completion of the above conditions, Pace University will reinstate eligible employees according to the reemployment requirements governed by USERRA.

There are certain exceptions to the requirement to re-employ a returning service member which include:

  • The University’s circumstances have so changed as to make such reemployment impossible or unreasonable;
  • The individual has incurred a disability or aggravated a disability during such service, and after reasonable effort to accommodate the disability, is no longer qualified due to such disability and cannot be re-qualified and rehired without imposing an undue hardship upon the University; or
  • The original employment was short term with no reasonable expectation of continued employment.

For further information, contact the University Benefits department at 914-923- 2828.

For additional information about the Uniform Services Employment and Reemployment Rights Act (USERRA) of 1994 please visit www.dol.gov.

Approved by President David A. Caputo, May 27, 2003

 

Sabbatical

The major purpose of sabbatical leaves is to provide opportunities for the faculty's continued professional growth and intellectual achievement through study, research and writing. The number of sabbatical leaves granted during a given academic year depends upon the availability of funds as well as the ability of the school and/or department to maintain its teaching schedule.

Sabbatical leaves will be granted only for clearly defined and well-advanced scholarly projects in the areas of research, writing and publication. The University's decision to grant a sabbatical leave will be based primarily on evidence that the faculty member's project will contribute to his or her proffessional standing and upon return to the University will enrich that individual's teaching and/or research capabilities.

A faculty member who has completed seven or more years of full-time teaching at Pace who has not had a paid leave of absence during that time and who currently holds an appointment at the rank of professor, associate professor, or assistant professor is eligible to apply for a sabbatical leave. In addition the faculty member must agree to return to the University for at least one academic year of full-time service immediately following completion of the leave.

Faculty members granted sabbatical leaves may not accept full-time teaching assignment at other institutions unless such an assignment is considered essential to the scholarly project. Work towards a graduate or professional degree does not qualify as an acceptable project for a sabbatical leave except for post-doctoral or equivalent study.

The rate of compensation shall be full base pay for one semester leave or half base pay for one year leave. If a faculty member on leave receives compensation or a financial grant from an off-campus source, beyond base salary and additional costs the sabbatical leave compensation from the University may be adjusted in accordance with the amount received from other sources. All fringe benefits to which a faculty member is entitled shall be continued while the faculty member is on a sabbatical leave. The University will continue its contributions to an employee's benefits program on the basis of the salary the employee would have received if the employee were not on sabbatical provided the employee also continues personal contributions at the rates specified for employees. If a faculty member is paying for additional life insurance or family health coverage such benefits be continued provided the faculty member pays all premiums in advance.

A period of at least seven years shall elapse between the end of one sabbatical leave and the beginning of another.

Applications shall be made to departmental chairpersons not later than December 1 for sabbatical leave to be taken in the following year. Applications shall be reviewed by the Council of Academic Deans and authorized by the Chancellor.

Source: Faculty Handbook 1986

 

Scholarly

Pace University encourages faculty to pursue academic scholarly activities that enhance the University’s learning environment and academic reputation. Selective external opportunities, special scholar’s programs, honors, and fellowships are well within the reach of our outstanding faculty.

The intent of this policy is to support our full-time faculty to take advantage of opportunities external to Pace University which will enhance the faculty member’s professional development, inform scholarship and teaching, and enhance the faculty member’s college/school and University’s academic reputation and prestige. Faculty who qualify for external opportunities consistent with the intent of this policy and who meet the criteria set forth below, will be considered for approval of a partial paid leave-of-absence with continuation of participation in the University’s fringe benefit programs.

A faculty member who wishes to be considered for a President’s Award for Scholarly Leave must apply in writing to the chair of the faculty member’s department with simultaneous copies to the Dean of the faculty member’s school and the Provost. The application must include an explanation of the purpose of the proposed leave and a statement of why the faculty member’s temporary absence will not adversely affect the instructional program of the department. A copy of the award notice should also be attached. The application should be submitted by the faculty member sufficiently far in advance to allow the department to arrange for a qualified replacement to fill the faculty member’s teaching duties during the proposed leave period. Each application will be reviewed initially by the department chair and the Dean, who will then convey their recommendations to the Provost. The Provost will review the recommendations, add his or her own independent recommendation, and forward all recommendations to the President who will make the decision on a case by case basis without reference to other leave decisions as precedent. The following list of competitive scholarly awards, although not exhaustive, is illustrative of the opportunities that may normally qualify.

  • American Council of Learned Societies Fellowships (including the Andrew W. Mellon Fellowship and the Frederick Burkhardt Fellowship)
  • J. William Fulbright and Fulbright-Hays Faculty Scholarships for Research and/or Teaching Abroad
  • John Simon Guggenheim Fellowships to Assist Research and Artistic Creation
  • Woodrow Wilson International Center Fellowships
  • National Endowment for the Arts Fellowships
  • National Science Foundation Fellowships
  • National Research Council of the National Academy of Sciences
  • National Endowment for the Humanities Fellowships
  • National Institute of Health Postdoctoral Fellowships
  • American Association of University Women International Fellowships
  • W. K. Kellogg Foundation Leadership Fellowships

Salary Continuation: During the President’s Award for Scholarly Leave the faculty member will receive salary to supplement the award, up to 100% of full-time base salary (administrative stipends are not included).

Benefits Continuation: Full benefits are continued. Faculty members should make arrangements with Human Resources to pay premiums for benefit elections not fully covered by their semi-monthly salary.

Faculty who are granted leaves for scholarly purposes pursuant to this policy will normally be expected to return to full-time duties at Pace following their completion of the requirements of their scholarly awards during the leave period.

Leaves of absence, without salary, for purposes not meeting the requirements set forth in this policy may be requested in accordance with the Faculty Handbook (1986) or other current University policies (see Human Resources website for full description and eligibility requirements). To continue to participate in some of the University’s fringe benefits programs, faculty on leaves without salary (except leaves under Family Medical Leave Act) must make arrangements with Human Resources to pay the required premiums.

Approved by President David A. Caputo, May 2002


Unpaid Leave Options:


Family and Medical Leave

For many workers in this country, the Family and Medical Leave Act (which took effect in August 1993) represents a major change. They no longer fear losing their jobs if they take time off for the birth or adoption of a child, for their own serious illness, or for the serious health condition of a family member.

Since Pace University employees have already had the opportunity to use accrued paid leave, or to request unpaid leave, for childbirth, adoption, and family illness, the new federal law does not significantly change our leave policies. It does, however, require the University to maintain accurate records of an employee's use of family/medical leave, which is defined as any leave (paid or unpaid) for a reason covered by the law.

CIGNA is the administrator for both Short-Term Disability leave and for Family and Medical Leave as of September 1, 2010. (If a Short-Term Disability claim is medically certified, it will also count as time taken under the Family and Medical Leave Act.) Please contact CIGNA directly, at 1-888-842-4462, to file a claim.

Family and Medical Leave Policy
How to Report a Short-Term Disability Claim and/or Family Medical Leave (FML)
Employee Rights and Responsibilities Under the Family and Medical Leave Act


Staff Leaves

The University recognizes that it sometimes becomes necessary for a staff member to take extended time-off for family, medical, military, or for personal reasons. Pace University has paid and unpaid leave options available to our staff. If you are interested in taking a leave, you are encouraged to speak with your manager and the University Benefits office well in advance of the leave time.  For more information about your benefits during a leave, please contact the University Benefits Office at (914) 923-2828 or via email at benefits@pace.edu.

For more information on paid leave options, click on the link below:

Bereavement Jury Duty Maternity Military

For more information on unpaid leave options, click on the link below:

Family and Medical Leave

Personal

 


Paid Leave Options:

 

Bereavement

A paid leave of absence of four working days, is allowed in the event of a death in you or your spouse’s immediate family; grandparent, parent, sister, brother, spouse or child. An employee may request additional time without pay by seeking approval from his/her supervisor.

 

Jury Duty

Pace employees will be paid their full salary while on jury duty. Jury duty notice should be reviewed by the supervisor and a copy forwarded to the campus Personnel Office. If any employee is excused before noon, while on duty, he/she is expected to report to work for that day.

 

Maternity

Maternity Disability shall be considered as falling within the category of leave for short-term disability, and is deducted from the total allowance of 26 weeks. A woman shall receive paid leave subject to verification by a physician for a period distributed in accordance with need before and/or after childbirth or miscarriage. This period is usually six weeks for a normal delivery and eight weeks for a cesarean section.

 

Military

Pace University supports the rights and obligations of its employees to serve in the Armed Forces of the United States. The Uniform Services Employment and Reemployment Rights Act (USERRA) of 1994, provides for job and benefits protection for an individual who has left his or her job to enter service in the uniformed services of the United States. It also prohibits discrimination in the hiring, promotion, reemployment termination and benefits of an individual on the basis of their membership in the uniformed services.

Eligibility

Full time and part time faculty and staff are eligible for military leave up to a maximum of 5 years.

Notice

To qualify for the benefits and rights governed under USERRA, employees should notify their supervisors and their campus Human Resources Services department, in writing, at least 4 weeks in advance of the leave, unless notice is precluded by military necessity or it is impossible or unreasonable to give such notice. Notice should be accompanied by the employee’s military orders for such a leave.

Compensation

A full time staff employee may use vacation or personal days accrued and unused prior to the commencement of military service. Effective January 1, 2003, for any leave taken for military service, an employee with more than one year of continued service at the University will be compensated for the difference between his or her regular University base pay and military pay while on military leave according to the following schedule:

1 to 2 years of continued University service 2 weeks pay differential
2 to 4 years of continued University service Up to 4 weeks of pay differential
4 to 7 years of continued University service Up to 6 weeks of pay differential
7 to 10 years of continued University service Up to 9 weeks of pay differential
10 or more years of continued University service Up to 12 weeks of pay differential

In order to receive a pay differential, the employee must present a certified government accounting of compensation to their campus Human Resources Services department within 14 days of returning to work.

Benefits

Health and Dental (applicable to full time faculty and staff)

Full employee benefits will continue for a military leave that does not exceed thirty days. Employees are not required to pay more than the employee share, if any, for such coverage.

If the military leave time exceeds 30 days, your health and dental benefits will continue one month for every two years of continuous University service. The employee is not required to pay more than the employee share, if any, for such coverage.

Employees may then elect to continue coverage under Pace’s group medical and dental plan, at their own expense, for up to 18 months during a military leave. Employees on leave for more than 30 days will not pay more than 102% of the full premium under the plan if they wish to continue coverage under the group medical and dental plan.

Retirement

Pace University will not make any contributions to your retirement plan while you are on military leave. However, once you return from military duty and are re-employed, your period of military duty will be counted as covered service for eligibility, vesting and benefit accrual purposes. If employee contributions are required, the employee has a period equal to three times the period of military duty or 5 years, whichever ends first, to make up the contributions. Pace University will then make contributions that would have been made if you had been employed during the period of military duty.

On-Campus Tuition

Eligibility for on-campus tuition remission benefits for a spouse/domestic partner and dependent children will continue based upon the following schedule:

Less than 2 years of continued University service End of the current semester
2 to 5 years of continued University service One additional academic year
5 to 10 years of continued University service Two additional academic years
10 or more years of continued University service Three additional academic years

Reinstatement

An employee is responsible for seeking reemployment upon returning from military leave by contacting the Office of Human Resources and the employee’s immediate supervisor.

If military leave is less than 31 days, reemployment must be sought within the “first scheduled work day” following the completion of service.

Pace University reserves the right to request that an employee who is absent for a period of military service in excess of 30 days provide documentation showing:

  • Employee’s application for re-employment is timely as governed by USERRA
  • Employee’s cumulative period of absence from the University for military leave has not exceeded the five year service limitation; and
  • Employee’s discharge from service was “honorable” as defined by USERRA.

Upon satisfactory completion of the above conditions, Pace University will reinstate eligible employees according to the reemployment requirements governed by USERRA.

There are certain exceptions to the requirement to re-employ a returning service member which include:

  • The University’s circumstances have so changed as to make such reemployment impossible or unreasonable;
  • The individual has incurred a disability or aggravated a disability during such service, and after reasonable effort to accommodate the disability, is no longer qualified due to such disability and cannot be re-qualified and rehired without imposing an undue hardship upon the University; or
  • The original employment was short term with no reasonable expectation of continued employment.

For further information, contact the University Benefits department at 914-923-2828.

For additional information about the Uniform Services Employment and Reemployment Rights Act (USERRA) of 1994 please visit www.dol.gov.


Approved by President David A. Caputo, May 27, 2003


Unpaid Leave Options:

 

Family and Medical Leave

For many workers in this country, the Family and Medical Leave Act (which took effect in August 1993) represents a major change. They no longer fear losing their jobs if they take time off for the birth or adoption of a child, for their own serious illness, or for the serious health condition of a family member.

Since Pace University employees have already had the opportunity to use accrued paid leave, or to request unpaid leave, for childbirth, adoption, and family illness, the new federal law does not significantly change our leave policies. It does, however, require the University to maintain accurate records of an employee's use of family/medical leave, which is defined as any leave (paid or unpaid) for a reason covered by the law.

CIGNA is the administrator for both Short-Term Disability leave and for Family and Medical Leave as of September 1, 2010. (If a Short-Term Disability claim is medically certified, it will also count as time taken under the Family and Medical Leave Act.) Please contact CIGNA directly, at 1-888-842-4462, to file a claim.

How to Report a Short-Term Disability Claim and/or Family Medical Leave (FML)
Employee Rights and Responsibilities Under the Family and Medical Leave Act

Family and Medical Leave Act Policy


Personal

Employees who have at least one year of service may request a personal leave without pay for a maximum of 6 months. Personal leave may be granted for reasons such as:

  • Parental obligations
  • Family matters
  • Community service
  • Education or training

For leaves due to serious health conditions or the birth or adoption of a child , or for other reasons that are covered by the Family Medical Leave Act, employees are required to exhaust their leave time under the University Family and Medical Leave Policy before requesting a personal leave of absence.

Requests for a personal leave must be made in writing to the supervisor at least 30 days in advance of the proposed leave date and should include the reasons for the request. When reviewing the request, supervisors will consider the department's operating needs as well as the employee's job performance and length of service.

For leaves of less than one calendar month the University normally guarantees the individual a return to the same position. For leaves that extend beyond one calendar month, the University cannot guarantee that the employee will return to the same position. If it is necessary to fill the position permanently while the employee is on personal leave, the University will make a reasonable effort to assist the employee in locating another position at the University.