Paid Sick and Safe Leave for Summer Camp Staff 

The Camp provides its New York Summer Camp Seasonal Staff with paid sick and safe leave in accordance with the requirements of the New York Sick and Safe Leave Law (“NYSSLL”). 

Obtaining and Using of Sick and Safe Leave 

The Camp provides a grant of 12 hours of paid sick and safe leave to Summer Camp Seasonal Staff at the beginning of each benefit year. For purposes of this policy, the benefit year is June 24 through June 23. If an employee works more hours than reasonably anticipated in a benefit year such that they would be entitled under the NYSSLL to receive more than 12 hours of paid sick and safe leave in a benefit year, an employee will be provided additional leave in accordance with applicable law. Sick and safe leave can be used as soon as an employee receives it. 

For each use of paid sick and safe leave, Summer Camp Seasonal Staff must take leave in increments of 4 hours. The Camp does not offer pay in lieu of actual use of sick and safe leave.  

Reasons Sick and Safe Leave May Be Used 

Summer Camp Seasonal Staff may use paid sick and safe leave for the following reasons when they are scheduled to work (an employee may not use paid sick and safe leave when not scheduled to work): 

  • For an employee’s mental or physical illness, injury or health condition or need for medical diagnosis, care or treatment of a mental or physical illness, injury or health condition or need for preventive medical care; 
  • To care for an eligible family member who needs medical diagnosis, care or treatment of a mental or physical illness, injury or health condition or who needs preventive medical care; or  
  • If the employee or an eligible family member is the victim of domestic violence, a family offense matter, sexual offense, stalking or human trafficking and time off is needed to:  

 

  • Obtain services from a domestic violence shelter, rape crisis center or other services program; 
  • Participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or family member; 
  • Meet with an attorney or other social service provider to obtain information and advice on, and prepare for or participate in, any criminal or civil proceeding; 
  • File a complaint or domestic incident report with law enforcement; 
  • Meet with a district attorney’s office; 
  • Enroll children in a new school; or 
  • Take other actions necessary to ensure the health or safety of the employee or family member or to protect those who associate or work with the employee. 

 

Eligible family members include an employee’s spouse or domestic partner; parent, including a biological, foster, step- or adoptive parent, a parent-in-law or parent of a domestic partner, a legal guardian or a person who stood in loco parentis when the employee was a minor child; child or child of a domestic partner, including a biological, adopted or foster child, a stepchild, a legal ward or a child of an employee standing in loco parentis; sibling; grandchild; or grandparent. 

Discipline for Unprotected Use of Sick and Safe Leave 

 

Discipline – up to and including termination – may be taken against an employee who uses paid sick and safe leave for a purpose not covered by, or in a manner not consistent with, the NYSSLL. Summer Camp Seasonal Staff may not treat paid sick and safe leave as vacation and/or use it for reasons not permitted by this policy. 

Requesting Sick and Safe Leave/Documentation 

To provide notice of the need to use sick and safe leave, Summer Camp Seasonal Staff should tell their supervisor they intend to use paid sick and safe leave and also complete Sick and Safe Leave Submission Form available at https://forms.gle/1KhP6hxwMfqS26PeA, or otherwise contact Hillary Goldblatt at [email protected] or at (516) 822-3535 x 363 before or after regular camp hours, including situations when the need for paid sick and safe leave is unexpected or unforeseeable and a supervisor cannot be notified beforehand. 

In accordance with the NYSSLL, the Camp does not require that Summer Camp Seasonal Staff provide confidential information, including the nature of an illness, its prognosis, treatment or other related information or any details or information relating to absence from work due to domestic violence, a sexual offense, stalking or human trafficking.  

If sick and safe leave is used for three or more consecutive and previously scheduled workdays or shifts, the Camp may require the employee to provide reasonable documentation confirming their eligibility to take sick and safe leave. Such documentation should be either: 

  • An attestation from a licensed medical provider supporting the existence of a need for sick and safe leave, the amount of leave needed, and a date that the employee may return to work; or 
  • An attestation from the employee of their eligibility for leave. 

Such attestations need not explain the nature of any illness or details related to any domestic violence, sexual offense, family offense, human trafficking or stalking that necessitated the use of sick and safe leave. The employee or medical professional providing the attestation also need not disclose the reason for leave, except when required by a law other than the NYSSLL. 

Separation from Employment 

Compensation for available, unused paid sick and safe leave is not provided upon separation from employment for any reason.