|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 begin accruing sick leave benefits on their first day of work at the following rates:
- Year one - 4.5 days (prorated based on scheduled hours per pay period standard equivalent for year one is 33.75 hours based on a 75 hour pay period)
- After one year - 9.0 days per year (prorated based on scheduled hours per pay period standard equivalent is 67.5 hours based on a 75 hour pay period
- After three years - 12.0 days (prorated based on scheduled hours per pay period standard equivalent is 90 hours based on a 75 hour pay period)
An eligible employee may use sick leave benefits for an absence due to his or her own illness, injury or medical care.
Up to twenty (20) working days of sick leave per calendar year 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 twenty consecutive work days 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.