Sick Leave
Sick Leave
Policy
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Document Number: HR--120 Revision #: 1.0
Document Owner: Executive VP Date Last Updated: 05/23/2014
Primary Author: Director of Human Resources Status: Approved
Date Originally Created: 01/12/2012
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General Description
Description: Information about sick leave relative to HR policy.
Purpose: Delineation of policy.
Scope: All faculty, staff, and administrators
Responsibility: Human Resources
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Requirements
Relevant Knowledge: In order to comply with this policy you should know:
Current University policy
Terms and Definitions: Additional training
Corrective Action
Loss of privilege, general
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Policy Provisions
1. Sick Leave
Cumberland University's Sick Leave is designed to help protect employees and their families from loss of income in times of illness. Sick leave time may be used:
1. When an eligible employee is unable to work because of illness or injury or
2. When an eligible employee has a scheduled medical or dental procedure or checkup.
1.1 Eligibility for Sick Leave
Twelve-month faculty and full-time core staff are eligible to accrue sick time beginning the first full calendar month following the successful completion of the Orientation Period, if applicable. Eligible employees who have accrued 60 sick days may not continue to accrue sick time. Nine-month faculty, part time core staff, term, temporary and/or seasonal employees are not eligible to accrue sick leave.
1.2 Sick Time Accrual Rate
Eligible employees of Cumberland University accrue one (1) day per calendar month, up to 60 days.
1.3 Documentation of Sick Leave
Sick time must be recorded through the MyPaychex system and approved by the supervisor before the last pay in the pay period that the sick day was taken. If for some reason the sick time was not entered in a timely fashion, it will be the supervisor’s responsibility to adjust the employee’s sick time through the MyPaychex time and attendance module. An employee that misses three consecutive days due to their illness or an illness of a dependent child will be required to provide documentation from the primary care provider.
1.4 Payout of Sick Leave
In keeping with the purpose of sick leave, unused sick time is not paid as a terminating benefit of Cumberland University. In no case may accumulated sick leave days be converted to pay.
1.5 Sick Leave for Purposes of Caring for a Newborn, Adopted Child, a Family Member with a Serious Health Condition, or the Employee’s Own Serious Health Condition
If the employee's sick leave is taken, in whole or in part, to care for a newborn or adopted child, a family member with a serious health condition, or as a result of the employee?s own serious health condition, the employee must follow the requirements set forth in the Family & Medical Leave policy. These requirements include prior notice of the need for leave, certification of a serious health condition, and the provision of a fitness for duty certificate in the event of the employee's own serious health condition. Where applicable, employees must exhaust their accrued sick leave as part of their annual Family & Medical Leave entitlement. Employees cannot elect unpaid Family & Medical Leave when vacation and sick leave have not been fully exhausted.
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Performance Evaluation
Performance Metrics: Compliance with standard policy and procedure
Consequences: Further training
Loss of privileges
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Subject Experts
The following may be consulted for additional information.
Director of Human Resources