Leave Policies

Eligible employees who comply with the requirements of the Family and Medical Leave Act (FMLA) and with Rensselaer’s medical certification requirements may be granted a leave of absence under the Act.

This policy applies to Rensselaer employees who have been employed for a minimum of 12 months and who have worked a minimum of 1,250 hours in the 12 months preceding their leave request.

Rensselaer’s Military Leave of Absence Policy guarantees re-employment rights to current employees, and provides make-up pay for the difference between military pay and regular Rensselaer pay for up to eight weeks. In addition, the policy allows for continuation of the employee’s health insurance benefits, and ensures that they accrue service during the period of their absence.

Read More on our Military Leave of Absence Policy

Short-term disability benefits allow eligible Rensselaer employees to receive disability benefits, starting with their fifth business day out of work, that provide four hours per day of pay paid by Rensselaer and four hours of accrued, unused Reserve Time Off (RTO, if applicable)  or Paid Time Off (PTO) per day. If an employee has no accrued RTO or PTO time, Rensselaer will continue to pay four hours per day.

New York State’s Paid Family Leave provides New Yorkers with job-protected, paid leave to bond with a newly born, adopted, or fostered child within the first 12 months, or to care for a family member — such as a spouse, domestic partner, child/stepchild, or anyone for whom they have legal custody — with a serious health condition. This policy also applies to an employee’s parent/stepparent, parent-in-law, grandparent, or grandchild.

Read More on New York State Paid Family Leave

Long-Term Disability (LTD) insurance provides income that would otherwise be lost when an employee is unable to work due to an extended period of disability. LTD coverage replaces 60% of the employee’s monthly income (up to a maximum monthly benefit of $5,000) to age 65 (or later, depending on when the disability begins) if the employee is unable to work after an initial disability of 90 continuous days. The 60% replacement income will be offset by any income the employee receives from other sources, such as Social Security (disability) or Workers’ Compensation. Rensselaer pays 100% of the cost of coverage for any regular full-time employee. 

Rensselaer employees may purchase additional insurance at their time of eligibility, or during Rensselaer’s annual Open Enrollment period. Participants may buy this additional coverage to increase their benefit to 66 2/3% of their basic monthly earnings, to a maximum benefit of $7,500.

Employees who are disabled and expect the disability to continue for more than 90 days must apply for the long-term disability insurance benefit through Human Resources. In order to ensure uninterrupted continuation of income, the employee will need to submit their application to the Division of Human Resources no later than 60 days (the first day of the second month) from the date of the onset of their disability.

For more detailed information, please refer to the Summary Plan Description (pdf).

This leave benefit is for staff of Rensselaer at Work (Hartford) only.  Employees can begin to utilize this benefit in 2022. For more information about eligibility, maximum leave benefit and pay benefit information please refer to the Connecticut Paid Leave website.

  • Fact Sheet for employees
  • How to submit a claim
  • Aflac is the designated administrator for CTPFL. Contact your assigned Case Manager or AFLAC can be reached at (877) 499-8606 with regards to your claim


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