Effective July 1, 2019
The University provides eligible employees with up to 12 days annually of paid sick time off if you are unable to work for any of the following reasons:
- For your own physical or mental illness, injury, or medical condition (inclusive of FMLA qualifying conditions);
- To obtain diagnosis, care, or preventative care, including dental care; or
- To care for a child, parent, spouse or domestic partner (as defined under the Family and Medical Leave Act) who has an illness, injury, medical condition, or needs to obtain diagnosis, care or preventive care.
Regular full-time and part-time employees are eligible to accrue sick time beginning at date of hire or rehire and are eligible to use sick time after completing 6 months of continuous service.
Sick time is accrued per hour paid (.046154 for every hour paid) and is available for use as of the end date of the pay period. The maximum annual accrual is 12 days and the overall maximum is 50 days (e.g. 40 hours per week equals a maximum annual accrual of 400 hours). Hours paid on which sick time accruals are calculated include regular, sick, vacation, holiday, funeral leave, and jury duty, but do not include overtime. Non-exempt employees do not accrue sick time on more than 80 hours of pay in a pay period. Sick time does not accrue during unpaid time off.
Sick time will not accrue in excess of the 50-day maximum (prorated as stated below for part-time status). As sick time is used and the accrual reduces to below 50 days, time begins to accrue again at the normal rate up to the maximum.
Part-time benefits-eligible employees (employees regularly scheduled to work at least 20 hours per week, but less than 37.5 hours per week) are eligible to accrue prorated sick time. This prorated benefit is a percentage of the full-time benefit, and is based upon the number of hours paid per pay period, including any paid vacation and/or sick time. The maximum balance is based on the employee’s standard hours in effect each pay period. For example, if the employee’s FTE percent is 50% then they are eligible for up to 50% of the full time annual accrual maximum (e.g., 20 hours per week equals a maximum annual accrual of 200 hours).
Employees Hired Before July 1, 2019: As of June 30, 2019, sick time balances above 50 days will be frozen and will remain available for use. Sick time will not accrue until the balance falls below 50 days. Thereafter, sick time will not accrue in excess of the 50-day maximum (prorated as stated below for part-time status). Under the Short-Term Medical Disability plan (STMD), the employees with accrued sick time balances greater than 50 days as of June 30, 2019 are required to use frozen accrued sick time down to 50 days or less for prior to income replacement provided by Unum. See the STMD policy for more information about those benefits.
Change in Employment Status: If a full-time employee changes to part-time status, the accrued sick time balance remains intact and is available while in part-time status. However, additional sick time will not accrue until the balance falls below the part-time maximum.
Accruals for each fiscal year going forward are limited to the part-time maximum balance which is calculated on the employee’s standard hours. Once an employee reaches the new maximum balance, no additional time will accrue until the available time is taken.
EMPLOYEE ROLES AND RESPONSIBILITIES
If an employee is absent from work due to illness or injury, the employee must notify the manager prior to the start of their regular scheduled workday and be in compliance with applicable departmental attendance policies. Not meeting required standards may result in the denial of sick pay for the absence and/or disciplinary action.
If the employee becomes ill or incapacitated during a scheduled vacation, the time is reported as vacation time.
Paid sick time is a privilege extended by the University. Employees who abuse this privilege may be subject to disciplinary action up to and including termination of employment.
If the employee is out or expects to be out due to a medical or caregiving reason, the employee should call Unum to initiate a claim. FMLA, STMD or Caregiver/Parental leave may apply.
Employees are expected to return to work as soon as medically possible.
Terminating employees are not compensated for unused sick time.
The University reserves the right to request a doctor’s verification of treatment. An employee may be required to provide a return to work statement from a physician.
Effective July 1, 2019, employees will no longer earn personal days based on the accumulation of sick time. Employees who earned personal holidays prior to the July 1, 2019 the policy change must use those days by June 30, 2020.
The University reserves the right to modify this policy in whole or part at any time.