Twelve-month, full-time employees earn paid sick leave based on an annual allotment of 12 days (96 hours). Full-time employees employed for less than 12 months are allotted paid sick leave on a pro-rated basis. Absences of 3 consecutive days or more will require a healthcare provider’s certification.
New employees are allotted paid sick leave on a pro rata basis from their hire date until the end of the fiscal year.
Sick leave does not accumulate or carry over from one year to the next. Unused sick leave is not paid out upon separation or termination from employment.
Sick leave may only be used for the employee’s own health condition .An employee may not use sick leave to care for a child, spouse, or any other person.
Whenever it becomes evident that a health condition will exceed 3 consecutive days, the Family and Medical Leave Act (FMLA) may apply (see the Family and Medical Leave Policy). If the health condition exceeds 7 consecutive days, short term disability may apply.
If a recognized College holiday falls during the time when an employee is using sick leave, the employee will be paid for the holiday and will not be charged for sick leave for that day (unless the employee is on short or long term disability, in which case holiday pay will not be paid).If an employee needs to use sick leave during a previously approved vacation period or discretionary day, the employee may do so if they provide a statement from their healthcare provider and a revised leave report form; otherwise, the time will continue to be charged as vacation or discretionary day. Eligibility of all leave will continue while on a paid leave due to illness or injury. If an employee becomes ill while serving as a juror and is excused by the court, an employee may use sick leave for their absence.
An employee who misuses sick leave will not be paid for that time and may be subject to further discipline up to and including termination.