|Policy Number: 110||Effective Date: 08/01/82|
|Polity Title: Sick Leave||Revised: 07/01/97; 03/15/05|
|Approval Date: 12/11/06||President’s Signature:|
ELIGIBILITY AND ALLOWANCE
A. All eligible staff employees and those administrative faculty employees who work .53 FTE on a regular and continuing basis shall accumulate paid sick leave on a pro-rata basis from date of employment. Eligible employees accumulate sick leave at a rate of 1.5 days for every employment month or a major fraction thereof. Employees working in positions for less than .53 FTE do are not eligible for paid sick leave.
B. There is no limit to the number of sick days that may be accumulated. However, employees on a leave of absence without pay do not accrue sick leave for time in which they are off the payroll.
C. Sick leave may be used by the employee when ill or injured, when a member of the immediate family is seriously ill, or when a death occurs in the immediate family. For purpose of administering this policy the immediate family is defined as: father, mother, son, daughter, brother, sister, husband, wife, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandmother, grandfather, granddaughter, grandson, stepmother, stepfather, stepchildren, or others considered to be members of the household and living under the same roof.
D. Disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery, shall be considered for all job-related purposes as temporary disabilities and shall be treated the same as any other off-the-job illness or disability would be treated for sick leave entitlement. For this reason, employees shall be entitled to sick leave for their temporary disabilities related to pregnancy and childbirth on the same terms and conditions as they or other employees would be entitled for other illnesses and disabilities. In determining whether an employee is unable to work because of a disability related to pregnancy or childbirth the same criteria shall be used as would be used in the case of another type of off-the-job illness or disability.
E. Sick leave for more than five (5) consecutive working days shall not be granted to an employee for illness without satisfactory proof of illness or injury as evidenced by a statement of the attending physician or by other proof satisfactory to the institution. An employee having an extended illness or serious injury shall, before returning to work, obtain a written medical release from the attending physician, and present same to the immediate supervisor upon return to work. The immediate supervisor must forward the medical release to the Human Resources office for filing in the employee’s medical file.
F. The University may require evidence from an employee for verification of an illness or other causes for which leave may be granted under this policy regardless of the duration of the leave.
G. In any case except those involving Catastrophic Leave where all accumulated sick leave has been used and annual leave is available, it shall be the option of an employee:
(1) to use any accumulated annual leave until it has also expired rather than being removed from the payroll or,
(2) to retain the accumulated annual leave for use after return to work, but be taken off the payroll immediately after the accumulated sick leave has expired.
H. On-the-job injuries or occupational illnesses which involve no more than three (3) days of disability leave or absence from work shall not be charged against the employee’s accumulated sick leave as long as they are the next three consecutive work days after the injury or illness occurred. If on-the-job injuries or illnesses require a leave beyond the three-day period, the employee has the option of using earned and accumulated sick and annual leave until both may be exhausted or reserving for future use any earned and accumulated sick and annual leave and receiving only Workers’ Compensation, ie., “Brickstreet, Inc.,” benefits for which adjudged eligible. The employee must make such election on a form provided for such purposes by the Human Resources Office.
I. If ill or unable to work for any reason an employee is required to notify the supervisor immediately. The notification shall be given to the immediate supervisor prior to the employee’s normal starting time and should include the approximate length of absence, if known or expected. Failure to report off work shall be a basis for disciplinary action. Absence from work, without notification of the immediate supervisor for a three consecutive work day period shall be considered job abandonment and voluntary resignation from employment.
J. Students and others employed on a part-time basis through campus and federal work programs are not eligible for sick leave provisions.
K. Accumulated sick leave balances may be transferred with an employee from any West Virginia agency to another institution or agency.
L. An employee who resigns and is later reemployed may have the total accumulated sick leave reinstated, provided the date of reemployment is one year or less from the date of resignation. If a former employee returns to work after more than one year from the date of resignation, no more than thirty (30) days of sick leave may be reinstated.