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CWUR 6-60-110 Sick Leave Accrual Plan

(1) Sick Leave Usage

(A) When accrued paid sick leave has been exhausted under this section, approved absence will be charged to other available paid leave before charging absence to leave without pay.

(B) Accruals shall be credited as of the last day of the month and may not be used until the first day of the following month. If accrued sick leave is not sufficient to cover an authorized absence, the balance of the absence shall be taken without pay. Sick leave credits shall not accrue during a period of professional leave or leave of absence without pay which exceeds eighty (80) hours in any calendar month.

(2) Reporting and Verification

(A) Employees shall report their absence prior to or at the beginning of any period of sick leave use and daily thereafter, unless prearranged, and shall report all sick leave usage on the standard university form.

(B) For absences from work longer than three days, exempt employees may be required by the supervisor to provide a written verification of illness from a health care provider.

(C) Upon returning to work, the employee may be required by the supervisor to submit a written verification from a health care provider releasing the employee to return to work.

1. Verification may be required when employees request sick leave to seek assistance if the employee or employee’s family member, is a victim of domestic violence, sexual assault, or stalking, verification may include:

a. A police report indicating that the employee or the employee’s family member was a victim of domestic violence, sexual assault, or stalking;
b. A court order protecting or separating the employee or employee’s family member from the perpetrator of the act of domestic violence, sexual assault, or stalking;
c. Evidence from the court or prosecuting attorney that the employee or the employee’s family member appeared, or is scheduled to appear, in court in connection with an incident of domestic violence, sexual assault, or stalking;
d. An employee’s written statement that the employee or the employee’s family member is a victim of domestic violence, sexual assault, or stalking;
e.Documentation that the employee or the employee's family member is a victim of domestic violence, sexual assault, or stalking, from any of the following persons from whom the employee or employee's family member sought assistance in addressing the domestic violence, sexual assault, or stalking: an advocate for victims of domestic violence, sexual assault, or stalking; an attorney; a member of the clergy; or a medical or other professional.

2. An employee who seeks to take sick leave due to the deployment or return from deployment of a military spouse must provide their supervisor with notice within 5 business days of receiving official notice of an impending call or order to active duty or a leave from the deployment of the employee’s intention to take leave.

[2/2010: Responsibility: Exempt Employee Association Governing Board/Chief of Staff; Authority: President’s Office; Reviewed/Endorsed by: Cabinet/PAC; Review/Effective Date: 9-5-12; Approved by: James L. Gaudino, President]