Embedded Files
The new FCNY TIAA employee portal is now available! Check it out to manage your 401(k) contributions, investments, and more.
Home > Leaves of Absence > Parental Leave
Parental Leave at the fund for the city of new york
Parental Leave at the fund for the city of new york
We’re delighted to support you during one of life’s most important journeys—welcoming a new addition to your family!
Our parental leave policies are designed to provide the time and resources you need to bond with your child, care for your growing family, and transition into this exciting chapter with confidence and support.
Here, you'll find everything you need to navigate the parental leave process, from eligibility and benefits information to step-by-step guidance for requesting leave.
We encourage you to reach out to the FCNY HR department with any questions or to schedule a time to speak about your parental leave options. Please email us at hrfcny@fcny.org.
FCNY Child Care LEave
Fund for the City of New York offers employees up to 20 child care days (four weeks total) for eligible caregivers. A primary caregiver is eligible for 20 child care days and a secondary caregiver is eligible for 10 child care days. It is up to the employee to communicate whether they are a primary or secondary caregiver.
Employees are eligible for child care days upon their one year anniversary. Child care days must be used within the first 12 months of the child’s birth/placement of the child.
Child care days run concurrently with FMLA leave, Paid Family Leave, and/or Disability Leave.
Parental Leave and FMLA
Family and Medical Leave Act (FMLA) Overview
The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave in a 12-month period for qualifying family or medical reasons, such as the birth or adoption of a child or to care for a seriously ill family member. To be eligible, employees must have worked for the Fund for the City of New York (FCNY) for at least 12 months and have logged at least 1,250 hours of service during the 12 months prior to the start of their leave. While FMLA guarantees job protection during this leave, it does not provide any cash benefits.
At FCNY, employees are eligible for an additional four weeks of unpaid FMLA leave, extending their total available leave to 16 weeks.
Job Protection Beyond 16 Weeks
While FCNY provides an additional four weeks of FMLA leave, employees may request an extra 10 weeks of unpaid leave beyond that, the latter comes with less job stability. After the first 12 weeks, there is no guarantee that your position will remain available upon your return. Employees are encouraged to plan accordingly and consult with Human Resources to fully understand their leave options and any potential implications
Parental Leave and PFL
Paid Family Leave (PFL) provides employees with partial wage replacement while they take time off to bond with a new child, care for a seriously ill family member, or address certain military family needs. While this benefit can help supplement your income during qualifying events, the specific details, including the percentage of pay covered and eligibility requirements, depend on your state’s PFL program.
Employees in New York can take advantage of the state’s robust PFL program. Requirements and benefits vary in other states. If you have questions or need assistance understanding your PFL options, please contact the HR team for personalized guidance. For more information on the New York State Paid Family Leave program, click here. We're here to help you navigate the process and access the support you need.
Parental Leave and Disability
Some states, including New York, offer temporary disability benefits that may be applicable if you experience a birth event. Benefits are usually payable up to four weeks before the expected date of delivery, and up to either six or eight weeks after giving birth (depending on the type of delivery).
Eligible employees in New York can apply for the cash-only benefit which is calculated as 50% of your average weekly wage over the prior eight week period, up to a maximum benefit of $170 per week. Additional information on the state benefit can be found here.
It’s important to remember that you cannot collect disability benefits and PFL benefits at the same time and the combined total time on disability leave and PFL in any 52 week period may not exceed 26 weeks.
Parental Leave process roadmap
Parental Leave process roadmap
Let your manager and HR know that you will be taking a leave of absence. Please email HR at hrfcny@fcny.org.
Complete your leave request in the employee leave portal. (Instructions below)
HR will reach out to you to go over your leave options and let you know what forms will be needed to certify your leave.
Complete any necessary forms and/or applications for programs such as Paid Family Leave or Short-Term disability benefits, if needed.
While on leave, check in with HR if there are any changes to your return date or any questions that we can answer for you.
Let HR know when you return to work by emailing us at hrfcny@fcny.org.
To initiate your FMLA leave request, please open a browser of your choice and enter the link to the JJ Keller Leave Manager into the address bar: https://employeecenter.fmlamanager.com. As a reminder, its best practice to make your supervisor aware of your need to request leave prior to initiate the leave request in the system.
Once you are on the site, click the “Create Account” button. Enter your company e-mail address and click continue. Enter company code E4D002 and click continue. Create a password and click save and continue.
For security purposes, JJ Keller Leave Manager will need to authenticate your request. You will receive an email with a one-time passcode. Please enter the one-time passcode and click continue.
You should see a “Success!” message confirming your account is created. Please re-enter your email and password to login to your JJ Keller Employee Center Dashboard. Upon login, you will be prompted to read and accept the terms of use agreement.
The Employee Center Dashboard is your portal to initiate a new leave, review pending leave requests and/or access documents and messages. Please review the information listed on your “My Profile” page. If any information needs to be updated, please contact hrfcny@fcny.org.
To initiate a new FMLA leave, click the “My Leave Requests” button and then click “Request New Leave”.
Follow the workflow steps to select the reason for leave, schedule the leave days/hours, and then review and submit your request.
Your request will be reviewed by a member of the FCNY HR team who will reach out to schedule a time to discuss your upcoming leave and address any questions.
Your Benefits While on leave
Your Benefits While on leave
Your health benefits will be maintained during your leave under the same conditions as if you continued to work. While you are on paid leave, your benefits will continue to be deducted from your paycheck. If your leave should extend beyond your paid leave, you will be responsible for these insurance payments.
To enroll your child into your benefits including the health insurance plan, you will need to complete a Qualifying Life Event enrollment in the Inova Employee Portal. The birth/adoption of a child is considered a qualifying event, and you may make changes to any of your benefits or enroll in new benefits within 30 days of the birth/adoption date. For compliance purposes, you will need to submit a copy of the birth certificate/proof of birth.
Your Paid time off while on leave
Your Paid time off while on leave
While on paid leave you will continue to accrue paid sick days and vacation days at the standard accrual rates.
Should your leave continue beyond the exhaustion of all of your paid leave days, your leave may continue as unpaid. Please note that while you are on unpaid leave you will not accrue vacation or sick time nor will you be compensated for holidays.
Returning to Work
As you transition back to work, we want to ensure you feel supported every step of the way.
Please remember to contact HR on your first day back to confirm your return and discuss any questions or adjustments related to your schedule, benefits, or role.
To further support you during this transition, we offer access to our Employee Assistance Program (EAP), which provides confidential support for challenges during this transition. Additionally, we provide subsidized childcare coverage through Bright Horizons for emergency childcare needs, giving you peace of mind as you balance work and family.
If you have any concerns or need additional support, don’t hesitate to reach out. We’re here to help and are thrilled to have you back as part of the team!
Lactation policy
The Fund for the City of New York (“FCNY”) and associated Partner Projects provide accommodations to employees who pump during work hours. This includes the following lactation accommodation policy administered by FCNY and associated Partner Projects. This policy will be provided to all current employees and all new employees at the start of their employment.
In accordance with the New York City Human Rights Law, FCNY and associated Partner Projects provide reasonable accommodations for employees’ pregnancy, childbirth, or related medical conditions, including accommodations for lactation.
FCNY and associated Partner Projects will not tolerate discrimination or harassment against any employee based on the request for or usage of lactation accommodations. Any discrimination, harassment, or other violations of this policy should be reported to the FCNY’s Human Resources department, HRFCNY@FCNY.org.
Use of Lactation Room
Employees have the right to request a lactation room as a reasonable accommodation. Depending on the site, FCNY and the associated Partner Project will provide either a dedicated lactation room or a multi-purpose room designated as a lactation room when employees are using the room to express milk. Employees should refer to their specific work site for accommodation rooms list to locate the lactation room for their site.
The designated lactation rooms are clean; shielded from view of others; contain at least one electrical outlet, a surface to place a pump and other personal items, and a chair; are near running water (either a pantry or bathroom); and are free from intrusion while in use.
Employees will be notified that these rooms will be prioritized as lactation rooms and may only be used for expressing milk during the times when employees need the space for that purpose and will post proper signage to ensure that they are free from intrusion and shielded from view of others while being used as lactation rooms.
When more than one employee needs to use a designated lactation room, the FCNY/Partner Project will discuss various options with all employees who use the lactation room to determine what arrangement addresses each employee’s needs such that each employee has access to the lactation room amenities. Options may include: finding an alternative clean space free from intrusion; sharing the space among multiple users; or creating a schedule for use.
Any accommodation will ensure each employee is afforded a reasonable amount of time to express milk.
Even if the lactation room is available, an employee who wishes to pump at their usual workspace will be permitted to do this so long as it does not create an undue hardship for FCNY/the Partner Project.
Employees will have access to a refrigerator to store breast milk.
Additional Resources
Resource Advisor, a member assistance program that's included with your life and/or disability benefit, provides resources and services to support you and your household family members when you need it.
Use AI to explore paid leave options in your state.
Emergency child, adult, and elder care services and discounts on care, camp, and tutoring.
Page updated
Report abuse