5.4 Sick Leave

Purpose

To provide paid time off for employees who, because of illness or accident of the employee, employee’s spouse, children or parents, are absent from work for limited periods.

Scope

This policy applies to full-time staff of Rochester University.

Allotment

Sick time is accrued semi-monthly at the rate stated in the table below.

• The entire annual allotment may roll forward to the following year if unused, up to the maximum allowance of 192 hours

Policy

• Sick leave may be granted and pay received for an absence within the following limits:
  • Illness of employee, employee’s spouse, children, parents, spouse’s parents, or birth of employee’s child
  • Physician appointments for employee, employee’s spouse, children, parents or spouse’s parents.
• Sick leave is tracked and renews on June 1 each year
• Time paid for sick leave does not count as time worked in calculating overtime for the week.
• Part-time employees are not eligible for sick leave
• Sick leave may not be taken in lieu of, or in addition to, vacation time. In the event sick time is exhausted, further absences must be charged to accrued vacation or to an approved unpaid leave of absence.
• Serious health conditions or maternity leave may qualify an employee for leave under the Family and Medical Leave Act (FMLA). See details in the following section.
• College payment for sick leave will be proportionately reduced if the time off is caused by occupational disease or accident compensated by Worker’s Compensation pay.
• The College may require an employee to support a request for sick leave benefits with medical certification. Failure to provide a statement from a medical professional may result in denial of benefits.
• Accumulated sick leave will not be paid upon termination. Negative balances will be deducted from the last paycheck.

Procedure

• Department Managers will maintain a record of the sick leave taken by each employee.
• During sick leave, an employee must maintain daily contact (before 8:30 AM or make other suitable arrangements) with the supervisor in order for the supervisor to know the employee’s estimated return to work date. Sick leave benefits are contingent upon regular contact with the supervisor.
• Rochester University may require a written release from a medical professional in order for the employee to return to work.
• Sick time must be taken in full hour increments.