Sick Leave
Eligibility Regular employees who are appointed to work twenty hours or more per week for at least six months are eligible to accrue paid sick leave from the first day of employment.
Accrual Sick leave accrues at the rate of 8 hours per month of full-time service. Regular part-time employees accrue a proportionate amount of sick leave based upon the percentage of employment. Credit for one month's accrual will be posted to each regular employee's leave record on the first day of employment and the first day of each month thereafter. A maximum of 640 hours (80 working days) may be accumulated.
No employee may accrue sick leave while s/he is in an ineligible status (e.g., any leave without pay, less than 20-hour per week appointments, during months of a less than 12- month appointment when work is not scheduled, etc.).
Non-regular employees (i.e., those who are appointed to work less than 20 hours per week and/or for less than six months) are not eligible to accrue sick leave. However, should an otherwise eligible temporary employee's appointment be extended to more than six months without a break in service, the employee will be credited retroactively with accrued sick leave effective the first day of the otherwise benefits-eligible temporary appointment.
Records It is the responsibility of each employee to accurately record leave time taken on his/her time sheet and submit it in a timely fashion. The supervisor is responsible for ensuring the accuracy of the time sheet and approving it in accordance with payroll deadlines. It is the responsibility of the Office of Human Resources to record leave accrual on a central record for each eligible employee..
Utilization Sick leave cannot be used until it has been accrued by the employee and, when used, it will be charged against the employee's accrued leave in increments of 15 minutes. Sick leave may be used for:
1. The personal illness or disability of the employee or the employee's immediate family members regularly residing in his/her household when the employee's presence is required;
2. Quarantine resulting from exposure to a contagious disease;
3. Medical, dental, optical, or other health appointments made and kept by employees during normal working hours.
Please note that employees must make a good faith effort to schedule any necessary medical treatments during non-working hours unless there is a medical reason for not doing so. If an appointment must be made during work hours, employees must work until the appointment and return after the appointment. The university may contact the health care provider or ask the employee to provide documentation that appointments and/or treatment were not available outside the employee’s normal work hours.
Employees appointed for less than 12 months per year may use sick leave during their months of work only.
To be eligible for sick leave with pay for a continuous period of more than 24 hours for a full-time employee (pro-rated for a part-time employee), the employee must submit to his/her supervisor a health-care provider’s statement indicating the period of time the employee has been under his/her care and a release to return to work or some other written statement of facts which is acceptable to the Director of Human Resources or appropriate Vice President. This release is to be provided to the supervisor on the employee's first day back. Failure to provide this release promptly may result in the employee being sent home (on annual leave if available or leave without pay). This release must accompany the timesheet that reflects the sick leave usage or the time missed will be reported as annual leave, if available, or leave without pay. After appropriate counseling, an employee suspected of abusing sick leave privileges or who has numerous medical-related absences may be required to provide a health-care provider’s statement for any absence because of illness.
Should an employee have no accrued sick leave, absence because of illness, injury, or health appointments must be charged to eligible accrued annual leave, if any; otherwise, the time will be charged to leave without pay.
Sick leave used for Family Medical Leave (FMLA) purposes will count toward the 12-week maximum absence per year described in the Family Medical Leave policy.
Attendance Bonus Full-time regular employees who do not use sick leave, unpaid leave (UL) or have absences related to illness during the first six months of the year or during the second six months of the year will earn an extra 8 hours of annual leave to be posted to their annual leave balance the first day of the month following the month in which six months of such service is completed. Part-time regular staff employees will earn a pro-rated amount of bonus annual leave. Because of changes in federal regulations, effective March 1, 2009, FMLA qualified absences are counted as absences under this policy. Part-time regular employees satisfying this criterion will earn a proportionate amount of bonus time based upon the percentage of employment. The addition of bonus time to the annual leave balance does not reduce the sick leave balance.
Service Separation Upon termination of employment for any reason all accrued, unused sick leave is forfeited.
Accrual Sick leave accrues at the rate of 8 hours per month of full-time service. Regular part-time employees accrue a proportionate amount of sick leave based upon the percentage of employment. Credit for one month's accrual will be posted to each regular employee's leave record on the first day of employment and the first day of each month thereafter. A maximum of 640 hours (80 working days) may be accumulated.
No employee may accrue sick leave while s/he is in an ineligible status (e.g., any leave without pay, less than 20-hour per week appointments, during months of a less than 12- month appointment when work is not scheduled, etc.).
Non-regular employees (i.e., those who are appointed to work less than 20 hours per week and/or for less than six months) are not eligible to accrue sick leave. However, should an otherwise eligible temporary employee's appointment be extended to more than six months without a break in service, the employee will be credited retroactively with accrued sick leave effective the first day of the otherwise benefits-eligible temporary appointment.
Records It is the responsibility of each employee to accurately record leave time taken on his/her time sheet and submit it in a timely fashion. The supervisor is responsible for ensuring the accuracy of the time sheet and approving it in accordance with payroll deadlines. It is the responsibility of the Office of Human Resources to record leave accrual on a central record for each eligible employee..
Utilization Sick leave cannot be used until it has been accrued by the employee and, when used, it will be charged against the employee's accrued leave in increments of 15 minutes. Sick leave may be used for:
1. The personal illness or disability of the employee or the employee's immediate family members regularly residing in his/her household when the employee's presence is required;
2. Quarantine resulting from exposure to a contagious disease;
3. Medical, dental, optical, or other health appointments made and kept by employees during normal working hours.
Please note that employees must make a good faith effort to schedule any necessary medical treatments during non-working hours unless there is a medical reason for not doing so. If an appointment must be made during work hours, employees must work until the appointment and return after the appointment. The university may contact the health care provider or ask the employee to provide documentation that appointments and/or treatment were not available outside the employee’s normal work hours.
Employees appointed for less than 12 months per year may use sick leave during their months of work only.
To be eligible for sick leave with pay for a continuous period of more than 24 hours for a full-time employee (pro-rated for a part-time employee), the employee must submit to his/her supervisor a health-care provider’s statement indicating the period of time the employee has been under his/her care and a release to return to work or some other written statement of facts which is acceptable to the Director of Human Resources or appropriate Vice President. This release is to be provided to the supervisor on the employee's first day back. Failure to provide this release promptly may result in the employee being sent home (on annual leave if available or leave without pay). This release must accompany the timesheet that reflects the sick leave usage or the time missed will be reported as annual leave, if available, or leave without pay. After appropriate counseling, an employee suspected of abusing sick leave privileges or who has numerous medical-related absences may be required to provide a health-care provider’s statement for any absence because of illness.
Should an employee have no accrued sick leave, absence because of illness, injury, or health appointments must be charged to eligible accrued annual leave, if any; otherwise, the time will be charged to leave without pay.
Sick leave used for Family Medical Leave (FMLA) purposes will count toward the 12-week maximum absence per year described in the Family Medical Leave policy.
Attendance Bonus Full-time regular employees who do not use sick leave, unpaid leave (UL) or have absences related to illness during the first six months of the year or during the second six months of the year will earn an extra 8 hours of annual leave to be posted to their annual leave balance the first day of the month following the month in which six months of such service is completed. Part-time regular staff employees will earn a pro-rated amount of bonus annual leave. Because of changes in federal regulations, effective March 1, 2009, FMLA qualified absences are counted as absences under this policy. Part-time regular employees satisfying this criterion will earn a proportionate amount of bonus time based upon the percentage of employment. The addition of bonus time to the annual leave balance does not reduce the sick leave balance.
Service Separation Upon termination of employment for any reason all accrued, unused sick leave is forfeited.