201.11-0 Sick Pay Plan

Applies to: Short-term sick time pay
All staff, with the exception of Paid Time Off [PTO] eligible employees.

Extended sick time pay: All staff, including PTO eligible employees, with one or more year of continuous service.
Issued by (dept.): Academic and Staff HR Services
SPG number: 201.11-0

Procedure A: Reporting Absences

Employee:

Report the absence to supervisor or follow unit specific notification procedure prior to the beginning of the shift. The notice will include the reason for and expected duration of the absence.

Supervisor:

If the illness or injury is in excess of 10 consecutive working days, refer employee to Work Connections. 

Procedure B: Sick Time Pay Records Maintenance

Employee:

  • Non-exempt: Report absences on bi-weekly time report.
  • Exempt: Report absence on monthly attendance report.

Department Timekeeper/Payroll Office:

Maintain sick time usage record.

Procedure C: Frequent or Regular Absences

Employee:

Review Leave of Absence Toolkit.  
Discuss with a Human Resources Representative who may then involve other university offices as appropriate.

Supervisor:

Review Leave of Absence Toolkit and Resources for Managing absences Due to Injury or Illness.  
Discuss with a Human Resources Representative who may then involve other university offices as appropriate.

Procedure D: When it's necessary to replace an absent employee with a regular employee

Supervisor:

Discuss with the appropriate Human Resources office prior to replacing an employee using sick time pay with a regular employee. Under most circumstances, a temporary employee is used to replace a regular employee using sick time pay.

Procedure E:  Return to work after a long term absence 

Employee:

Review Return to Work Resources. Notify supervisor in advance of expected date of return. Ensure Work Connections has communicated the return to work clearance.

Supervisor:

Review Return to Work Resources. If there are restrictions, determine whether the restrictions can be accommodated. If not, call the appropriate Human Resources office or the ADA office for assistance in determining a course of action.