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Drawing of Earned Credits Upon Separation
Crediting Other Public Service Employment as State Service (Part 24) A. Civil Service Attendance Rules B. Calendar of Legal Holidays & Religious Holy Days |
Policy Bulletin No. 2023-02Section 21.12 Leaves Required by Law or Negotiated Agreement - June 2023TO: Manual Recipients On June 13, 2023, Governor Hochul announced that New York State is extending 12 weeks of Paid Parental Leave to employees represented by the Civil Service Employees Association (CSEA). Specifically, employees in the ASU, ISU, OSU and DMNA bargaining units will be allowed 12 weeks of Paid Parental Leave at full pay (without charge to leave accruals). The purpose of this Policy Bulletin is to set forth guidelines for administration of the Paid Parental Leave (PPL) benefit for CSEA employees. Paid Parental Leave for CSEA represented employees is available retroactively to April 2, 2023. Agencies must allow retroactive use of this benefit and reconstruct an employee’s time and payroll records, as appropriate. PPL is available to any gestational, non-gestational, adoptive, or foster parent who meets certain eligibility criteria for CSEA-represented executive branch employees. All other child care leave benefits, including sick leave accruals, family sick leave benefits, use of other accruals (e.g., VRWS, vacation, personal and holiday leave) and/or leave without pay during the mandatory 7 month child care leave period and Family Medical Leave Act (FMLA) benefits remain unchanged and available for use when applicable. Agencies may still allow leave without pay beyond seven months on a discretionary basis. Discretionary leaves which extend beyond two years must still be approved by the Civil Service Commission. Eligibility Use of Paid Parental Leave Paid Parental Leave may be used in combination with all other paid and unpaid childcare leave benefits (see attached chart for examples of application and order of Paid Parental Leave benefits). Usage of accruals cannot run concurrently with Paid Parental Leave and may be taken at an appropriate time (either before or after) in addition to Paid Parental Leave. If both parents are employed by a New York State Agency, both parents may use Paid Parental Leave, even if they work for the same appointing authority. Paid Parental Leave cannot be used intermittently and must be taken in a block of time. Employees do not have to take the full 12 weeks, but once they return from Paid Parental Leave, they can no longer use this leave. Status of Employees on Paid Parental Leave Voluntary Reduction in Work Schedule (VRWS) agreements must be suspended on the first day of the payroll period in which an employee begins their Paid Parental Leave. Time on Paid Parental Leave does not count as service for earning additional eligibility for sick leave at half-pay. While using Paid Parental Leave, employees continue to be covered by their existing insurance benefits. Employees continue to have health insurance premiums, retirement contributions, and other payroll deductions withheld from their paycheck. Time spent while on Paid Parental Leave does not count towards the satisfactory completion of any required probationary period, beyond the total number of absences that can be considered as time served per Rule 4.5(g). Please refer to State Personnel Management Manual Section 2000 for further information regarding the administration of probation. Employees using Paid Parental Leave continue to receive retirement service credit for days in while on leave as it is considered full pay status for this purpose. Paid Parental Leave may not be used to extend employment beyond the point it would otherwise end by operation of law, rule, or regulation. Any questions about these provisions should be referred to the Attendance and Leave Unit of the Department of Civil Service at (518) 457-2295.
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