Types of Leaves

Serious health condition means an illness, injury, impairment, or physical or mental condition that involves an incapacity or inability to work, go to school, or perform other regular daily activities. Please refer to Yale’s Staff Workplace Policies for a detailed definition of Serious Health Condition.

Important: On 1/1/2022, the Connecticut Paid Family and Medical leave (PFML) launched. This state-run program provides income replacement for those on an approved own health medical leave, but individuals must apply to the State of Connecticut in order to receive the benefit. Submit a claim on the CT Paid Leave website.

Note that individuals who work in a state other than Connecticut which has implemented a PFML program must apply for state benefits through that state’s process.

An approval for leave by The Standard does not mean you will be approved for income replacement by the state of Connecticut. Note that the state requires you to apply for pay benefits 30 days in advance of foreseeable leaves, and as soon as practicable for unforeseen leaves. 

Staff must identify, up front, if they would like to use paid time off accruals or not. When you apply for a leave, The Standard will ask if you would like to use your paid time off accruals and they will communicate this decision to Yale’s Absence team. For continuous leaves, accruals can be used in full days or half days, and will be applied in the default order as outlined within the “Income Replacement Programs” section of the website. If you would prefer not to use your paid time off, you must communicate that to The Standard. For intermittent or reduced schedule leaves, accruals can be used, or not. If you are receiving partial pay or no pay from Yale, you may be eligible for income from the state PFML program. Please note that staff on a leave may not receive more than 100% of salary from the combination of PFML, Yale pay and/or any other source of income (STD insurance).

Note that once you make the election on how to use your accruals, it cannot be reversed. As part of the PFML process, the state requires employers to identify staff use of accruals on the Employer Verification form. Changes made to accrual usage after being reported would result in inaccurate reporting to the state and cannot occur.

M&Ps may be eligible for University-paid benefits, such as short-term disability.

If you qualify for University-paid short-term disability, the University will reduce Yale-provided compensation by the amount of funding you are eligible to receive through the PFML program, when applicable. In other words, Yale-provided compensation will only supplement the state benefit to bring a staff member to 100% of their regular weekly pay. M&Ps receiving University-paid STD must apply for PFML income replacement through the state’s process as soon as possible, but no later than within the first month of taking a leave of absence. Once approved, the state will pay its portion of income replacement directly to the staff member. In no case may a staff member on a leave receive more than 100% of salary.

A note for M&Ps with multiple state claims in one year’s timeframe: When you apply for University-paid Short-term disability, and you have already collected state PFML within the same year, you must provide a proof of earnings statement from the state, to Yale’s Benefits department. This is to ensure that the offsets for a STD claim are correctly allocated. In the absence of documentation, Yale will assume you are collecting state PFML for the full duration of 12 weeks, and reduce Yale-paid earnings accordingly. Upon receipt of a state benefits statement, Yale will adjust your earnings accordingly. If any overpayments occur, Yale reserves the right to recoup those funds. Coordination with State-paid leave programs is complicated, and we appreciate your patience as we navigate through the process.

Note, the state of Connecticut requires that staff members be allowed to keep 10 days of accruals in their bank but staff members may choose to use all of their accruals. If you have elected to use your all of your paid time off accruals, please contact the Absence Management office at employee.services@yale.edu.

Additional Notes

• Paid time off accruals can be used in full or half days (continuous leaves).
• If you are approved for a University-paid benefit, such as the M&P’s short-term disability program, please apply for state Paid Family and Medical leave as soon as possible. Income will be reduced by the PFML amount.
• Accruals will be applied in the default order if used for a continuous leave, unless otherwise requested as noted in the Pay While on Leave section. 
• 10 days of accruals may be retained, or all accruals may be used upon request
• Leaves may be continuous, intermittent or reduced schedule.
• Leave is designated and tracked as Federal FMLA, and/or Connecticut FMLA if the leave meets the law’s respective eligibility requirements.
• Those not eligible for FMLA may be eligible for a continuous absence under the University recognized “non-FMLA” leave policy.
• Staff members who have exhausted FMLA or who are otherwise not eligible for FMLA, but have a need to take intermittent or reduced schedule time away from work may contact the Office of Institutional Equity and Accessibility to pursue a reasonable accommodation by emailing: equity@yale.edu.

Caregiver Leave is a voluntary unpaid leave of absence to care for a relative with a serious health condition. This leave is granted only under the provisions of the FMLA. Please refer to Yale’s Staff Workplace Policies for a detailed definition of Caregiver Leave.

Important: On 1/1/2022, the Connecticut Paid Family and Medical leave (PFML) launched. This state-run program provides income replacement for those on an approved caregiver leave, but individuals must apply to the State of Connecticut in order to receive the benefit. Submit a Claim.

Note that individuals who work in a state other than Connecticut which has implemented a PFML program must apply for state benefits through that state’s process.

An approval for leave by The Standard does not mean you will be approved for income replacement by the state of Connecticut. Note that the state requires you to apply for pay benefits 30 days in advance of foreseeable leaves, and as soon as practicable for unforeseen leaves. 

Staff must identify, up front, if they would like to use paid time off accruals or not. When you apply for a leave, The Standard will ask if you would like to use your paid time off accruals and they will communicate this decision to Yale’s Absence team. For continuous leaves, accruals can be used in full days or half days, and will be applied in the default order as outlined within the “Income Replacement Programs” section of the website. If you would prefer not to use your paid time off, you must communicate that to The Standard. For intermittent or reduced schedule leaves, accruals can be used, or not. If you are receiving partial pay or no pay from Yale, you may be eligible for income from the state PFML program. Please note that staff on a leave may not receive more than 100% of salary from the combination of PFML, Yale pay and/or any other source of income (STD insurance).

Note that once you make the election on how to use your accruals, it cannot be reversed. As part of the PFML process, the state requires employers to identify staff use of accruals on the Employer Verification form. Changes made to accrual usage after being reported would result in inaccurate reporting to the state and cannot occur. 

Once approved, the state will pay its portion of income replacement directly to the staff member. In no case may a staff member on a leave receive more than 100% of salary.

Note, the state of Connecticut requires that staff members be allowed to keep 10 days of accruals in their bank but staff members may choose to use all of their accruals. If you have elected to use your all of your paid time off accruals, please contact the Absence Management office at employee.services@yale.edu.

Additional Notes

• Paid time off accruals can be used in full or half days (continuous leaves).
• Accruals will be applied in the default order if used for a continuous leave, unless otherwise requested as noted in the Pay While on Leave section.
• 10 days of accruals may be retained, or all accruals may be used upon request
• Leaves may be continuous, intermittent or reduced schedule.
• Caregiver leaves are only permitted under FMLA (not the University recognized “non-FMLA” policy). If you are not eligible for FMLA but still need to take time away for a caregiver situation, please consult with your HR Business Partner about options.

Maternity leave is comprised of two separate, distinct leaves: Pregnancy Leave (for birth and recovery) and Child Rearing (for bonding with your newborn or newly adopted child).

Important: On 1/1/2022, the Connecticut Paid Family and Medical leave (PFML) launched. This state-run program provides income replacement for those on an approved pregnancy/childbirth leave, but individuals must apply to the State of Connecticut in order to receive the benefit. Submit a Claim.

Note that individuals who work in a state other than Connecticut which has implemented a PFML program must apply for state benefits through that state’s process.

An approval for leave by The Standard does not mean you will be approved for income replacement by the state of Connecticut. Note that the state requires you to apply for pay benefits 30 days in advance of foreseeable leaves, and as soon as practicable for unforeseen leaves. 

Staff must identify, up front, if they would like to use paid time off accruals or not.  When you apply for a leave, The Standard will ask if you would like to use your paid time off accruals and they will communicate this decision to Yale’s Absence team. For continuous leaves, accruals can be used in full days or half days, and will be applied in the default order as outlined within the “Income Replacement Programs” section of the website. If you would prefer not to use your paid time off, you must communicate that to The Standard.  For intermittent or reduced schedule leaves, accruals can be used, or not.  If you are receiving partial pay or no pay from Yale, you may be eligible for income from the state PFML program.  Please note that staff on a leave may not receive more than 100% of salary from the combination of PFML, Yale pay and/or any other source of income (STD insurance).

Note that once you make the election on how to use your accruals, it cannot be reversed.  As part of the PFML process, the state requires employers to identify staff use of accruals on the Employer Verification form.  Changes made to accrual usage after being reported would result in inaccurate reporting to the state and cannot occur. 

For M&P staff receiving University-paid short-term disability or parental pay, Yale will coordinate pay with the state and reduce income when applicable. In this instance, primary income comes from the state of Connecticut. Secondary income comes from Yale. While you are receiving income replacement that is University-paid, pay will be reduced by the amount of funding that you are eligible to receive from the state. The University will only supplement any benefits received through the PFML program with Yale-provided compensation, when applicable, so that the employee receives 100% of their regular weekly pay. M&P staff receiving short-term disability or parental pay must apply for PFML income replacement through the state’s process as soon as possible, but no later than within the first month of taking a leave of absence. Once approved, the state will pay its portion of income replacement directly to the staff member. In no case may a staff member on a leave receive more than 100% of salary.

A note for M&Ps with multiple state claims in one year’s timeframe: When you apply for University-paid Short-term disability, and you have already collected state PFML within the same year, you must provide a proof of earnings statement from the state, to Yale’s Benefits department. This is to ensure that the offsets for a STD claim are correctly allocated. In the absence of documentation, Yale will assume you are collecting state PFML for the full duration of 12 weeks, and reduce Yale-paid earnings accordingly. Upon receipt of a state benefits statement, Yale will adjust your earnings accordingly.If any overpayments occur, Yale reserves the right to recoup those funds. Coordination with State-paid leave programs is complicated, and we appreciate your patience as we navigate through the process.

Note, the state of Connecticut requires that staff members be allowed to keep 10 days of accruals in their bank but staff members may choose to use all of their accruals. If you have elected to use your all of your paid time off accruals, please contact the Absence Management office at employee.services@yale.edu.

Child Rearing leave is continuous leave available to eligible staff members who wish to devote their time to caring for a newborn or newly-adopted child within the first year after birth or adoption.

• This leave may be taken on a reduced schedule, which is a consistent number of hours per day or days per week (with department approval). Provided the total duration of time is within the 26 weeks.
• This leave cannot be taken intermittently. Once you return to work full-time, the leave has ended even if you did not utilize the full 26 weeks.
• For those on maternity leave, child rearing is a separate leave that begins after the maternity leave ends. This leave may immediately follow maternity leave or may be taken later, as long as it is taken and completed by the time the child turns 1 or within 1 year of adoption.

Important: On 1/1/2022, the Connecticut Paid Family and Medical leave (PFML) launched. This state-run program provides income replacement for those on an approved bonding leave, but individuals must apply to the State of Connecticut in order to receive the benefit. Submit a Claim.

Note that individuals who work in a state other than Connecticut which has implemented a PFML program must apply for state benefits through that state’s process.

An approval for leave by The Standard does not mean you will be approved for income replacement by the state of Connecticut.  Note that the state requires you to apply for pay benefits 30 days in advance of foreseeable leaves, and as soon as practicable for unforeseen leaves. 

Staff must identify, up front, if they would like to use paid time off accruals or not.  When you apply for a leave, The Standard will ask if you would like to use your paid time off accruals and they will communicate this decision to Yale’s Absence team. For continuous leaves, accruals can be used in full days or half days, and will be applied in the default order as outlined within the “Income Replacement Programs” section of the website. If you would prefer not to use your paid time off, you must communicate that to The Standard.  For intermittent or reduced schedule leaves, accruals can be used, or not.  If you are receiving partial pay or no pay from Yale, you may be eligible for income from the state PFML program.  Please note that staff on a leave may not receive more than 100% of salary from the combination of PFML, Yale pay and/or any other source of income (STD insurance).

Note that once you make the election on how to use your accruals, it cannot be reversed.  As part of the PFML process, the state requires employers to identify staff use of accruals on the Employer Verification form.  Changes made to accrual usage after being reported would result in inaccurate reporting to the state and cannot occur. 

For M&P staff receiving University-paid parental pay, Yale will coordinate pay with the state and reduce income where applicable. In this instance, primary income comes from the state of Connecticut. Secondary income comes from Yale. While you are receiving income replacement that is University-paid, pay will be reduced by the amount of funding that the staff member is eligible to receive from the state. The University will only supplement PFML benefits with Yale-provided compensation, when applicable, so that the employee receives 100% of their regular weekly pay. M&P staff receiving parental pay must apply for PFML income replacement through the state’s process as soon as possible, but no later than within the first month of taking a leave of absence. Once approved, the state will pay its portion of income replacement directly to the staff member. In no case may a staff member on a leave receive more than 100% of salary.

A note for M&Ps with multiple state claims in one year’s timeframe: When you apply for University-paid parental pay and you have already collected state PFML within the same year, you must provide a proof of earnings statement from the state, to Yale’s Benefits department. This is to ensure that the offsets for parental pay are correctly allocated. In the absence of documentation, Yale will assume you are collecting state PFML for the full duration of 12 weeks, and reduce Yale-paid earnings accordingly. Upon receipt of a state benefits statement, Yale will adjust your earnings accordingly. If any overpayments occur, Yale reserves the right to recoup those funds. Coordination with State-paid leave programs is complicated, and we appreciate your patience as we navigate through the process.

Note, the state of Connecticut requires that staff members be allowed to keep 10 days of accruals in their bank but staff members may choose to use all of their accruals. If you have elected to use your all of your paid time off accruals, please contact the Absence Management office at employee.services@yale.edu.

With Child Rearing leave:

• Child rearing leave covers birth and adoptive parents.
• Note regarding foster parents:  Fostering periods are covered under FMLA as a leave for bonding, but child rearing leave is specifically connected with birth or a finalized adoption.  CT PFML is applicable for birth, adoption or foster.

Eligibility

• Child Rearing is granted for all post-probationary staff.  If eligible, time away from work is tracked and designated under FMLA and/or the University recognized Non-FMLA leave policy.
• All parents are eligible for 26-weeks of child rearing under University policy, in addition to maternity leave (if applicable).

Did you know?

• Yale grants an additional 12 weeks of child rearing leave time, beyond the CT FMLA allotment of 12 weeks (See example on the FMLA page).
• Yale grants child rearing leaves even for those who do not meet the eligibility criteria under FMLA.
• If both parents work at Yale, each is entitled to child rearing leave.

A Qualifying Exigency leave is an unpaid leave of absence granted to an eligible staff member because of any “qualifying exigency” arising out of the fact that a covered staff member’s spouse, child or parent is on or has been called to active duty in the Armed Forces. Please review Yale’s Staff Workplace Policies page for further details on Military Exigency Leave.

This leave is granted to address:

• Short notice deployment, military events and related activities
• Childcare and school activities
• Financial and legal arrangements
• Counseling
• A covered service member’s rest and recuperation
• Post deployment activities
• Additional activities agreed to by the staff member and employer

Effective January 1, 2022, Connecticut Paid Family Medical Leave provides income replacement benefits to eligible individuals who are taking military exigency leave. Individuals must apply to the State of Connecticut through their processes, in order to receive the benefit. Submit a Claim.

A Military Caregiver leave is an unpaid leave of absence granted to an eligible staff member who is the spouse, son, daughter, parent, or next of kin of a covered service member who is recovering from a serious illness or injury sustained in the line of duty on active duty. This illness or injury includes:

• Undergoing medical treatment, recuperation or therapy
• In outpatient status
• On the temporary disability-retired list for a serious illness or injury occurred in the line of duty

Effective January 1, 2022, Connecticut Paid Family Medical Leave provides income replacement benefits to eligible individuals who are taking military caregiver leave. Individuals must apply to the State of Connecticut through their processes, in order to receive the benefit. Submit a Claim.