Choate House on the Pace Pleasantville campus

New York State Paid Family Leave

Reliance Matrix is the PFL plan administrator effective September 1, 2024.
How to File a Leave of Absence or Disability Claim (PDF)

**26 weeks within a 52-week period is the combined maximum duration of the following leaves: Short-Term Disability, New York Paid Family Leave, Workers’ Compensation disability leave.**

New York State Paid Family Leave (“PFL”) provides eligible employees with wage replacement during time away from work to:

Bond with the employee’s new child during the first 12 months after the child’s birth, or the first 12 months after the child’s placement for adoption or foster care with the employee.
Provide care for a family member with a serious illness. The definition of family member includes a biological or legal relationship and in “loco parentis” in definitions of child and parent. These include:
- spouse/domestic partner
- child (no age limit)
- parent and parent-in-law
- siblings (including biological siblings, adopted siblings, stepsiblings and half-siblings)
- grandparent of employee
- grandchild (child of employee’s child)
Participate in “qualifying exigencies” as defined in federal Family and Medical Leave Act due to a spouse, domestic partner, child, or parent’s active duty military service or notice of a call or order to active duty. Qualifying exigencies include:
- attending certain military events
- arranging for alternative childcare
- caring for a military member’s parent who is incapable of self-care when the care is necessitated by the member’s covered active duty
- addressing certain financial and legal arrangements
- attending certain counseling sessions
- attending post-deployment reintegration briefings

PFL may be taken on a continuous or intermittent basis (in full-day increments only).

If an eligible employee experiences an event that qualifies for leave under both Family and Medical Leave (FMLA) and New York Paid Family Leave (PFL), both leaves will run concurrently.

PFL does not apply to an employee’s own serious health condition.

PFL benefits payments, that begin on or after September 1, 2024, will be initiated by Reliance Matrix and sent directly to the employee.

How to File a Leave of Absence or Disability Claim (PDF)

Employee Benefits on PFL

Employees on PFL who participate in the Pace’s health insurance plan are entitled to continue health benefits on the same basis as if actively working. Employees, however, must continue to pay their portion of the premium cost while on PFL in order to maintain uninterrupted health insurance coverage. Premium payments must be sent to Pace University, University Benefits, 100 Summit Lake Drive, 3rd Floor, Valhalla, NY 10595.

All other benefits will cease during periods of continuous PFL, during which the employee is not receiving salary continuation through the University.

Vacation days do not continue to accrue during continuous periods of leave, which are unpaid by the University.

PFL Benefit Amount and Payment Schedule

In 2024 the PFL benefit is 67% of the employee’s Average Weekly Wage, not to exceed 67% of the New York State Average Weekly Wage, for a maximum of 12 weeks. The New York State Average Weekly Wage in 2024 is $1,718.15. As such, 67% will be a maximum of $1,151.16 per week.

In 2025 the PFL benefit is 67% of the employee’s Average Weekly Wage, not to exceed 67% of the New York State Average Weekly Wage, for a maximum of 12 weeks. The New York State Average Weekly Wage in 2025 is $1,757.19. As such, 67% will be a maximum of $1,177.32 per week.

Employee Contributions

Beginning January 1, 2024, the NY PFL rate will be reduced to 0.373% of gross wages per pay period. This means that an employee's 2024 annual deduction will not exceed $333.25.

For a newly hired employee, the deduction will begin immediately with his or her first paycheck.

Eligibility

Full-time employees: If an employee works a regular work schedule of 20 or more hours per week, they are eligible to apply for PFL after 26 consecutive weeks of employment.
Part-time employees: If an employee works a regular work schedule of less than 20 hours per week, they are eligible to apply for PFL after working 175 days (actual work days regardless of number of hours worked per day).

This policy does not apply to students, independent contractors, consultants, and other non-employees.

Waiving PFL Coverage

An employee can only opt out of Paid Family Leave if they do not expect to work for the minimum amount of time required for eligibility. If an employee meets this criteria and wishes to opt out, they may do so by completing a PFL waiver (PDF). A waiver of family leave benefits may be filed when:

An employee’s schedule is 20 hours or more per week, but they will not work 26 consecutive weeks; or
An employee’s schedule is less than 20 hours per week and they will not work 175 days in a 52 consecutive week period.

The PFL Waiver form must be returned to the University Benefits office.

Please note that if an employee waives coverage:

The deduction will cease on the first payroll following receipt of the PFL Waiver form. Deductions already processed will not be refunded.
And subsequently becomes eligible for New York PFL, they will be subject to retroactive premium payments from January 1st of the calendar year in which they became eligible.

Reporting a PFL Claim

Please contact the University Benefits office, on or before your first day of absence, to discuss the expected duration of your PFL leave. In addition, please contact Reliance Matrix at 1 (877) 202-0055, to file a short-term disability claim. To ensure that your claim is processed in a timely manner, please contact Reliance Matrix at least 30 days in advance of your leave start date, if possible. Please ensure that your supervisor is notified as well.

Please access the NYS Paid Family Leave site for further information.

You may also access Pace University's New York State Paid Family Leave policy (PDF).

Benefits Disclaimer

_{The HR/Benefits website is intended only to provide information for the guidance of Pace University employees. The writers of the content have exercised their best efforts to ensure accuracy of the information, but accuracy is not guaranteed. If there are any discrepancies between the information on the website, verbal representations and the Plan documents, the Plan documents will always govern. The information is subject to change from time to time, and the University reserves the right to change or terminate these Plans at any time. The information contained on the website is not intended to replace the plan documents, nor is the information in any way intended to imply a contract.}