Sick Time Policy
Overview
All employees are sick occasionally, and some experience severe illness or injury. Through careful use of their paid sick time, conscientious employees can protect their income while they are unable to work due to their own illnesses, doctor’s appointments, or care for employees’ spouses or dependent children who are ill.
Core Requirements
Full-time employees receive up to nine paid sick days per year to cover illnesses. Part-time employees receive sick time on a pro-rated basis, calculated based on their schedules.
This policy applies to full-time and part-time non-bargaining unit employees.
Employee Responsibility
 | Employees must notify their supervisors when they are too ill to report to work. Department reporting requirements differ due to operational need, and all employees are responsible for understanding and complying with the call-in requirements for their positions. |
| Paid sick time is a valuable benefit. It is each employee’s responsibility to use it carefully and honestly. Using sick time as if it were a vacation day may mean you have no paid time available when you really are sick. It also will result in discipline if you are caught. |
Leadership Responsibility
| Sick time must be coded in the time and attendance system. |
| Work closely with Workers’ Compensation or Leave Coordinators regarding those employees who are on leave. |
Policy Provisions & Procedures
Full-time employees are able to use paid sick time after completing 60 days of employment from their full-time hire dates. Part-time employees are able to use paid sick time after completing 120 days of employment from their part-time hire dates.
Employees may use sick time to cover the illness or serious health condition of themselves, a dependent child, or a spouse. Employees who are absent under an approved Family Medical Leave (FML) may use sick time to cover absences due to the serious health condition of a qualifying relative under the FML policy.
With a supervisor’s approval, employees may use sick time for doctor or dental appointments. Employees should make every effort to schedule these appointments outside their normal work schedules.
Accrued sick time may be carried over from year to year with no maximum sick time accrual.
Unused sick time is not paid out upon termination of employment.
Sick time may not be used before it is earned.
Sick time generally should not be used during a Workers’ Compensation leave, as the employee will receive benefits through Workers’ Compensation; and use of sick time would result in double payment. Supervisors should contact the Workers’ Compensation Coordinator for assistance before coding sick time for their employees on Workers’ Compensation.
Sick time may be coordinated with Short-Term and Long-Term Disability benefits that an employee may be receiving. Supervisors should contact the Leave Coordinator for assistance before coding sick time for their employees on leave.
Accrual Rates
Full-time employees accrue nine paid sick days per year; at a rate of 2.77 hours per pay period. This accrual rate is pro-rated for part-time employees, based on their scheduled hours. To earn the accrual for a particular pay period, employees must be paid for at least 55% of their regularly scheduled hours. This compensation could include hours worked, vacation, paid sick time, paid holidays, or paid incentive days.
Updated October 5, 2004