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, the employee's own dental or medical appointments, 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 20 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.
The first pay period following the completion of two years of continuous employment from the employee's effective date of hire, a part-time employee will begin accruing sick leave at the rate of .0230769 of an hour for each hour in pay status, excluding overtime hours. Sick leave must be taken in one-hour increments. Current sick leave available is printed on the paycheck stub. Only sick leave earned and reported on the paycheck stub may be used. Sick leave may accumulate to a maximum of 720 hours. A maximum of 720 hours of sick leave may be used during a 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. For more information see Part Time Sick Leave Accrual.
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.
Paid sick leave may be used for maternity related conditions when a part-time employee is medically unable to work, and such time off is treated the same as any other sick leave.