|Policy No.:||4-4||This policy applies to:|
|Policy Name:||Sick Leave||
Regular full-time employees of Loyola University New Orleans are provided paid sick leave benefits for periods of temporary absence due to illness, injury, or medical care.
Eligible employees receive sick leave benefits on their first day of work at the following rates:
|Length of Service||Sick Leave Accrual|
|0-4 Years||9 working days *|
|5+ Years||12 working days|
*first fiscal year prorated based on hire date
Employees will be allotted the sick leave benefit for the upcoming fiscal year each August. The amount of sick leave benefit employees receive will increase at the beginning of the first fiscal year on or after their 5 year anniversary.
An eligible employee may use sick leave benefits for an absence due to his or her own illness, injury or medical care.
Calculations are prorated based on scheduled hours per pay period proportional to the standard 75 hour pay period: Standard equivalent - 9 working days = 67.5 hours and 12 working days = 90 hours
Sick leave may be used for the care of the employee’s spouse, child or parent who is ill or injured and needs medical care.
Paid sick leave can be used in minimum increments of 30 minutes for non-exempt employees. Employees who are unable to report to work must notify their direct supervisor before the scheduled start of their workday if possible. The direct supervisor must also be contacted on each additional day of absence unless other arrangements are made in advance with the supervisor.
Exempt employees are required to use sick leave only when a full day is missed. Partial day absences are not deducted from sick leave for exempt employees with the exception of Intermittent FMLA. Exempt employees are expected to use partial day leave responsibly and in consultation with their supervisor. Abuse of this provision will be viewed as a disciplinary concern and addressed accordingly.
If an employee is absent for more than five consecutive work days due to personal illness or injury, or to care for a family member, the supervisor may require a physician's statement verifying the disability or the need for the employee to care for the family member, and the estimated duration of the leave. An employee who is out for more than ten consecutive working days for personal illness must provide a doctor’s “fitness for duty” letter to Human Resources, in order to assure that he/she is not a danger to him/herself or to co-workers.
If an employee is absent for more than two consecutive work weeks due to personal illness or injury and exhausts his/her sick leave and vacation, he or she may be eligible for Extended Sick Leave benefits.
Employees who abuse University leave policies and procedures may be subject to disciplinary action up to and including termination.
For a qualifying condition, FMLA leave will run concurrently with sick leave.
Sick leave does not accrue while an employee is out on sick leave. Holidays falling during a sick leave absence are recorded and paid as holidays and not paid from sick leave.
Unused sick leave benefits will not be paid to employees while they are employed or upon termination of employment.