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, are unable to perform their assigned duties. Accumulated sick leave should not be considered as earned time off with pay and may not be granted for any reason other than for an absence due to 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 hours used for medical or dental appointments or for the care of a family member shall not exceed 40 hours in any fiscal year. Paid sick leave applies only if the employee is actively employed at the time of illness or injury. Abuse of sick leave 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 720 paid sick leave hours to cover potential periods of extended illness or injury. An employee needs approximately 520 hours 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 reporting period following satisfactory completion of the probationary period. Only paid sick leave hours accrued and reported on the paycheck stub may be used. Paid sick leave must be used during a fiscal year. Your sick leave balance can be found on Self Serve Banner under Employee Leave Balances.  For accrual rates, see NonExempt Sick Leave Accrual.

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.