Procedure No. - 20.070
SICK LEAVE AND BEREAVEMENT LEAVE
Date Issued: 11/15/91
Date Effective: 11/30/91
Issued By: Human Resources
Policy: The university and each employee share a common concern for, on the one hand,
the work that needs to be done, and on the other, the well-being of those who perform the
work. Thus, it is expected that each employee comes to work when his/her health permits
and remains at home when it does not.
Guidelines:
Permanent full-time employees shall be eligible for sick leave after 30 calendar days with
the university. The employee shall earn and accumulate leave based on the guidelines
established in the respective collective bargaining agreements.
Employees may accumulate a maximum number of sick days based on the numbers
agreed upon in the collective bargaining unit agreements.
Procedures:
The employee is responsible for reporting to his/her supervisor as early as possible that
he/she will be unable to report for work because of personal illness, injury, or illness
and/or death in the immediate family. Unless physically impossible, this reporting should
be accomplished either one (1) hour before or within the first hour of working hours for the
first day of such sick leave. If an employee fails to comply with this requirement, the
employee will be considered on leave without pay until it can be demonstrated to the
satisfaction of his/her supervisor that it was physically impossible to have complied.
Each departmental person in charge of time sheets is responsible for keeping informal
departmental records of an employee's absences and of sick leave earned and taken. this
information is provided to the Human Resources Office on the weekly time sheet for each
department. Human Resources is then responsible for keeping accurate records of the
time used for sick leave. Paid sick leave may be granted if the time has actually been
accrued or it may be granted for permanent employees who anticipate its accrual through
the year. An employee may not use ore than the total anticipated sick leave for the year. A

supervisor should inform the Human Resources Office whenever an employee is absent for
an extended period, either paid or unpaid.
Leave:
Eligible employees shall be granted leave when, because of personal illness, injury, or
quarantine, they are unable to perform their assigned duties.
If sick leave is claimed for three or more consecutive days, a physician's statement will be
required so that the employee may continue to claim sick leave rights. For absences of less
than three days, a physician's statement may be required where the university has some
reason for justification. The supervisors should evaluate each case individually and
determine the most appropriate action.
Up to five days of absence in any fiscal year may be charged to a staff member's accrued
sick time when the illness of someone in the staff member's immediate family or
household, who is regularly dependent on his/her care, requires the employees absence
from work. Immediate family is defined as the following persons residing in the employee's
household: husband, wife, child, or parent of the employee. A medical statement may be
required for approval.
Employees may use up to five days of sick leave for the death of a spouse, parent, stepparent, child, or stepchild and up to three days may be used for the death of a brother,
sister, grandparent, grandchild, son or daughter in-law, brother or sister in-law, parent inlaw, grandparent in-law, aunt, uncle, or any other relative residing in the employee's
household.
Sick leave may be charged by an employee participating in a public or private alcohol or
substance abuse treatment and rehabilitation program. A certificate from the physician
must be presented to the Human Resources Department for verification of the employee's
participation in such a program.
Temporary Employees:
Temporary employees are not eligible for sick leave benefits unless they have worked for
750 regular hours by the end of the last full pay period in each calendar year. If they have
worked for this amount of time, they will begin to accrue time based on the earnings

structure in their respective collective bargaining units. This does not apply to furloughed
employees who have returned to work and are functioning in a temporary capacity. The
furloughed employee will be treated as a full-time permanent employee.