Staff Sick Leave
Eligibility
All staff employees in categories A and B..
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Benefit
Employees begin to accrue sick leave credit on the first of the month following their hire date. Sick leave
will be earned at the rate of one day each month, up to a maximum of 24 days. Sick leave will be earned
at the following rate:
- 12-Month 37.50 Hour Employees 3.47 hours per pay period for 26 pay periods
- 12-Month 40.00 Hour Employees 3.70 hours per pay period for 26 pay periods
- 10-Month Employees 3.41 hours per pay period for 22 pay periods
- 9-Month Employees 3.38 hours per pay period for 20 pay periods
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Introductory Period
Employees in their introductory period are not eligible to use sick leave, but will be given credit for
accrued sick leave once regular employment status is achieved. If employees still in their introductory
period are absent due to illness or non-work related injury will have their pay adjusted to reflect an unpaid
absence.
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Maximum
The maximum sick days allowed to accrue is 24.
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Utilizing Benefit
All employees who are unable to report to work due to personal or other sick leave conditions are
required to notify their supervisor (or an alternate designated by the supervisor) no later than one hour
prior to their scheduled starting time. Employees who must leave work due to illness or sick leave
conditions should likewise advise their supervisor. In cases of advanced knowledge of a sick leave, such
as pregnancy or preplanned surgery, the supervisor must be notified as soon as possible in order to
prepare for the employee’s absence. All absences for sickness should be indicated on the employee’s
time sheet or time card.
Employees will be required to "call-in" every day that they are on sick leave and let their supervisor know
their recovery progress, unless their illness is of a continuing nature such as confinement to a hospital.
At the option of the employee’s supervisor, a doctor’s certificate may be required for sick leave absences.
An employee who misuses the sick leave benefit will be subject to disciplinary action as outlined in
Chapter 8, "Employee Discipline." Employees are also required to return to work within one day after a
physician certifies that the employee is capable of returning. Failure to return to work under this condition
is cause for disciplinary action up to and including dismissal.
In addition, each time an employee utilizes more than three (3) consecutive sick days, the employee’s
Family and Medical Leave Act (FLMA) benefits will begin and the total amount of the employee’s Family
and Medical Leave Act (FMLA) benefits will be reduced by the amount of sick leave utilized. (Refer to the
Family and Medical Leave Act on this site.)
While on vacation, days on which the employee is confined to a hospital or residence because of a major
illness or injury may be charged to sick leave. A certificate from the treating physician is required in each
case.
As a normal practice, sick leave is to be used by an employee only for his or her own sickness or illness.
However, when a member of an employee’s family (spouse, child, or parent, as defined by the Family
Medical Leave Act) is ill, sick time may be used (refer to the Family and Medical Leave
Act on this site). At the option of the employee’s supervisor, a doctor’s certificate may be required in
such cases. Routine medical and dental appointments should be scheduled outside regular working
hours. If this is impractical, medical and dental appointments scheduled during regular working hours,
with the prior approval of the department head, will be charged to sick leave time.
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Leave after Exhaustion of Benefit
After all accumulated sick leave has been used, an employee must use all accrued vacation,
compensatory time, and bonus day. There will be no negative accrual of sick leave. When all paid benefit
time has been used, a request for a leave of absence without pay or a termination of employment must
be initiated. (See also Short-Term Disability Leave and the Family
and Medical Leave Act on this site).
The College may require that the eligible employee provide status reports at least every thirty (30) days
regarding the employee’s condition.
The College, when circumstances allow, will keep the employee’s position open for the employee to
reassume upon the termination of the leave. However, when the orderly function of the College requires
replacement, the College may fill the position. In such cases, the College will make every effort to find an
equivalent position for the employee elsewhere at the College.
Any employee who has been on leave of absence for any work-related or non work-related illness or
accident for over 180 days, and has not contacted the Human Resources Office to see if a reasonable
accommodation (if applicable) can be made, is terminated automatically. The termination is "no-fault."
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Pregnancy
Illness due to pregnancy is treated the same as any other type of illness for the purposes of this Staff Sick
Leave Policy.
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Benefit Upon Termination
On separation from the College, voluntarily or otherwise, no employee shall be compensated for any
unused sick leave. Should an employee be employed by the College at a later date, they will receive no
sick leave benefits due to prior service.
Should you have any questions about the Sick Leave Policy, please
contact
the Employee Benefits Manager in the Human Resources Office.
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