Disability & Leave of absence for 2021

There are many questions and considerations when an employee is out on leave. Some case scenarios may be clear cut, others not. In addition to speaking to your manager and your site HR office, visit the "policies, procedures and forms" section on the intranet. Below is a brief, yet current overview of the LOA process:

  1. Notify your manager of your request for personal leave of absence, short term disability, or family medical leave
  2. Call the Northwell Health Leave of Absence Claim Center through myAbsence at 855-789-9355 (for short term disability or family medical leave ONLY)
  3. Be prepared to provide the following information:
    1. Your address, phone number, employee ID or SSN
    2. Reason for leave
    3. Work location
    4. Physician information
    5. Information about any previous leave
  4. Complete your portion of the Release of Information form that you received from the Northwell Leave of Absence Health Claim Center and have your health care provider complete his/her portion of the Attending Physician Statement of the Certification form.
  5. Return all documents within fifteen days of your first date of absence, or date claim reported (whichever is greater)

Additional questions? Email disability@northwell.edu

New York State (NYS) Disability: This benefit pays you 50% of your weekly pay, up to $170 per week, begins on 8th day - for a max of 26 weeks during a period of 52 consecutive weeks.

Short-term disability benefits vary by benefit group as noted below.


Benefit Group 1 and 1A (365): You’ll receive salary continuation for 26 weeks – a disability form must be approved by our vendor. You’re automatically enrolled at no cost. Team members receiving salary continuation do not receive NYS disability.


Benefit Group 2 (365): You‘ll receive salary continuation for 12 weeks. You’re automatically enrolled at no cost. Team members receiving salary continuation do not receive NYS disability.

After 12 weeks the basic short-term disability plan will begin and can continue for up to 14 weeks. This plan is equal to 50% of your base salary including NYS disability, up to a maximum of $692.31/week, supplemented by PTO. You’re automatically enrolled at no cost.

If you’d like to elect to buy-up to the 60% Plan, you will receive 60% of your base pay including NYS disability benefit, max $2,000/week for weeks 12-26. This is non-taxable.


Benefit Group 3 (365) and Benefit Groups 1, 2 and 3 Non-365: The benefit is equal to 50% of your base pay including NYS disability benefit, up to a maximum of $692.31/week. The first two weeks of disability leave will be subtracted from PTO. 50% will begin on the 15th calendar day and cover up to 26 weeks. You’re automatically enrolled at no cost.

If you’d like to elect to buy-up to the 60% Plan, you’ll receive 60% of your base pay including NYS disability benefit, up to a maximum $2,000/week. The first two weeks will be subtracted from PTO, disability will begin on the 15th calendar day and cover up to 26 weeks.

Applies to all benefit groups: To the extent that an employee is not paid their full salary by short-term disability, long-term disability, salary continuation, or any other compensation program, they will receive compensation through their accrued time. Once all PTO banks have been depleted, any remainder of the leave of absence will be unpaid.

Important note about disability benefit payments in 2021

During the period of an authorized Leave of Absence (LOA) while you continue to receive a paycheck, your benefit deductions will continue for no more than six months. If you are no longer receiving a paycheck, or if your paycheck is no longer sufficient to cover your pay period benefit deductions, you will be responsible for submitting a payment to Northwell for the total cost of your benefits. If you are out on a LOA for more than six months and/or approved for long-term disability, you will need to elect COBRA to continue health coverage.

Note: If the employer is paying the premium, the benefit is taxable. If you are paying the premium, the benefit is not taxable.


Click here to watch our 2021 disability video

Click here for additional information on when and how to submit a claim with myAbsence (Coming soon)


You are considered on leave if you are out of work for more than seven consecutive days (not on prearranged Paid Time Off). Your leave is covered by the Family Medical Act (FMLA) if you have been employed with the health system for one year and worked at least 1,250 hours during the (12) months immediately preceding the request for leave. FMLA covers:

  1. 12 work weeks of leave, with job protection, for
    1. Birth, adoption or foster care of a child
    2. Care for spouse, child or parent who has a serious health condition
    3. Your own serious health condition
    4. If your spouse or child or parent is a covered military member on “covered active duty”
  2. Military Caregiver Leave - 26 work weeks of leave during a single 12-month period to:
    • Care for a covered service member (spouse, child, parent) with a serious injury or illness
Paid Family Leave Law In Effect January 1, 2018

New York State enacted a Paid Family Leave law to eligible employees, effective January 1, 2018. New York State Paid Family Leave (or NYS PFL) benefits will be phased in over a four-year period. This law provides wage replacement for employees to:

  • bond with a newborn, newly adopted, or newly fostered child,
  • care for a close relative with a serious health condition, or
  • help relieve family pressures when someone is called to active military duty

In 2021, NYS PFL benefits offers 12 weeks of leave paying you at 67% of your pay up to the New York State average weekly wage, with a maximum of $971.61 per week.

Payroll Deductions and Waivers

Beginning January 1, 2021, payroll will begin deducting 0.511% of eligible team member's* average weekly wage up to the maximum of $385.34 annually.

*Note: Although NYS PFL is generally funded through payroll deduction, there are certain exceptions for unionized employees.

Employees who are not eligible for PFL will be provided the option of filing a waiver of PFL benefits. This waiver, once signed and timely returned to paidfamilyleave@northwell.edu, will exempt a non-eligible employee from having the PFL weekly deduction applied to his or her wages.

Benefit Group 1, 1A and 2 (365): This benefit is equal to 50% of your base pay, up to a maximum of $10,000 per month. You pay taxes on employer-paid premium so that benefits are tax free. You’re automatically enrolled at no cost.

If you’d like to buy-up to the 60% Plan, you will receive 60% of your base pay, up to a maximum of $20,000 per month. You must elect this benefit and are responsible for the cost.


Benefit Group 3 (365) and Benefit Groups 1, 2 and 3 Non-365: This is a voluntary 50% plan, with benefits equal to 50% of your base pay, up to a maximum of $10,000 per month. You’re automatically enrolled in this benefit, and are responsible for the cost. You must opt out within your first 30 days of employment or during open enrollment if you do not want the benefit.

If you would like to buy-up to the 60% Plan, you will receive 60% of your base pay, up to a maximum of $10,000 per month. You must elect this benefit and are responsible to pay for its cost.

Applies to all benefit groups: To the extent that an employee is not paid their full salary by short-term disability, long-term disability, salary continuation, or any other compensation program, they will receive compensation through their accrued time. Once all PTO banks have been depleted, any remainder of the leave of absence will be unpaid

Important note about disability benefit payments in 2021

During the period of an authorized Leave of Absence (LOA) while you continue to receive a paycheck, your benefit deductions will continue for no more than six months. If you are no longer receiving a paycheck, or if your paycheck is no longer sufficient to cover your pay period benefit deductions, you will be responsible for submitting a payment to Northwell for the total cost of your benefits. If you are out on a LOA for more than six months and/or approved for long-term disability, you will need to elect COBRA to continue health coverage.

Note: If the employer is paying the premium, the benefit is taxable. If you are paying the premium, the benefit is not taxable.


Click here to watch our 2021 disability video

Click here for additional information on when and how to submit a claim with myAbsence (Coming soon)