Paid Sick Leave – Exempt Staff Personnel

The university sick leave policy is intended to encourage the accumulation of sick leave to cover extended illness. It is recognized that employees may become ill or injured, and, therefore, unable to perform their assigned duties. Accumulated sick leave should not be considered as earned time off with pay and may not be granted in this manner. Abuse of the privilege may be deemed justification for discharge of the employee.

It is urged that all employees be impressed with the value of accumulating a balance of up to 90 paid sick leave days to cover potential periods of extended illness or injury. An employee needs approximately 65 days of accumulated sick leave to cover the 60-calendar day waiting period plus 30 calendar days for processing time before receiving a check for long-term disability benefits under the university's salary continuance program. Additional processing time may be needed by the salary continuance insurance company for certain health care situations.

Paid sick leave is accrued beginning on the employee's effective date of employment; but for a new employee, it is not available for use until the beginning of the calendar month following satisfactory completion of the probationary period. Paid sick leave may be accumulated up to a maximum balance of 90 workdays. Paid sick leave must be used in half-day or full-day increments. Sick leave balance can be found on Self Serve Banner under Employee Leave Balances.  For accrual information, see Exempt Paid Sick Leave Accrual.

Paid sick leave applies only if the employee is actively employed at the time of illness or injury. Paid sick leave is to be used only for the illness or injury of the employee, including maternity-related conditions, or for the care of a family member during an illness or injury of that family member. The total paid sick leave used for the care of a family member shall not exceed 5 days in any fiscal year.

If absent from work because of illness or injury, an employee must notify his or her supervisor according to departmental regulations for reporting absences. Failure to notify his or her supervisor within the departmental prescribed time may result in disapproval of sick leave benefits and/or disciplinary action up to and including discharge. If there is no specific departmental regulation, the employee is required to notify his or her supervisor no later than 30 minutes after the beginning of the work shift.

The university may require for any sick leave, and particularly sick leave requested on the day before or after a paid holiday or vacation period, a medical statement from a health care provider confirming the illness of the employee before granting sick leave benefits. At its sole discretion, the university reserves the right to assign the unused sick leave balance or any portion thereof toward time taken off which would otherwise qualify for sick leave. Whenever an employee is on sick leave, including sick leave for maternity-related conditions, the employee may be required to submit to the university periodic statements from the employee's health care provider. Failure to provide requested evidence may result in disapproval of sick leave benefits and/or disciplinary action up to and including discharge.

Sick leave payments will cease whenever an employee enters a layoff status.