5.4 Sick Days (this policy does not apply to faculty)
The College recognizes that inability to work because of illness or injury may cause economic hardship. The College also recognizes that employees may require time off to secure necessary treatment for their own or their family members’ disabilities. For these reasons, the College provides paid sick days to full-time regular employees. Sick time is also available for time off during public health emergencies, as well as for the employee or the employee’s family member to seek assistance related to family offense matters, sex offenses, stalking, or human trafficking.
Sick days can be used in full-day or half-day increments.
Eligible employees accrue sick days at the rate of one day per month. Employees may, at the College’s discretion, be permitted to “borrow” not-yet-accrued sick days, if needed.
Unused sick days may be carried over from one calendar year to the next, up to a maximum of 36 sick days. Once an employee has 36 sick days in his/her sick day “bank,” he/she will no longer accrue additional sick days until he/she has used one or more of his/her accrued sick days. No payments are made for accrued unused sick days upon termination of employment.
The procedure to follow when you are absent and other important guidelines are set forth in the discussion of attendance earlier in this Manual. Please familiarize yourself with these guidelines.
Employees may also be eligible for short-term disability benefits if they are ill or injured and unable to work. The College maintains short-term disability plans in accordance with applicable state law. Please check with our Office of Human Resources to ascertain whether you are eligible for short-term disability benefits.
Similarly, when caring for ill family members, employees may also be eligible for paid family leave benefits. The College maintains paid family leave benefits plans in accordance with applicable law. Please check with our Office of Human Resources to ascertain whether you are eligible for paid family leave benefits.
The College may require evidence of illness, at its discretion. Abuse of sick days may result in discipline, up to and including termination of employment. Generally, sick days may not be used once the employee has given notice of his/her resignation (please contact the Office of Human Resources regarding this restriction if you need to take a sick day during your notice period).
5.4.1 Sick Time Policy for Non-Faculty, Non-Full-Time Employees
All non-faculty employees who are not subject to the College’s Sick Days policy, but who work for the College at least 80 hours a year are eligible to earn one hour of sick time for every 30 hours worked. Such employees may earn up to a maximum of 40 hours of sick time each year. Unused sick time may be carried over from one year to the next, but is not paid at the end of the year, or on termination of employment. Employees may not use more than 40 hours of sick time in any particular year.
Sick time may be used for the following reasons:
- Due to an employee’s physical or mental illness, injury, or health condition, or need for medical diagnosis, treatment, or preventative care;
- For the same purposes when caring for a spouse, domestic partner, children, parents (including in-laws), grandparents, grandchildren and siblings (including step-siblings), any other individual related by blood to the and any other individual whose close association with the employee is the equivalent of a family relationship;
- For the employee or the employee’s family member to seek assistance related to family offense matters, sex offenses, stalking, or human trafficking; or
- Due to the closure of the College’s facilities, or a child’s school or childcare provider in case of declared public health emergency.
Employees may use sick time in full- or half-day increments.
Employees are expected to give their supervisor as much notice as possible. The procedure to follow when you are absent and other important guidelines are set forth in the attendance section of this manual. The College may require evidence of an illness when an employee is absent more than three consecutive workdays. Abuse of sick days may result in discipline, up to and including termination of employment.
Approved December 14, 2017