Common use of Sick Leave Procedure Clause in Contracts

Sick Leave Procedure. Faculty members who must be absent because of sick leave shall notify their administrator as soon as practicable under the circumstances; generally at least within one hour of reporting time. Faculty members shall file with their administrator a completed absence form within three (3) working days following the period of sick leave absence. The faculty member shall only be required to reflect on the absence form the actual number of contact hours, office hours, or other scheduled hours missed during the faculty member’s absence. A faculty member who misses one full week of work shall reflect forty (40) hours on the absence form. The administrator shall approve or deny the form and notify the faculty member. Disciplinary action may be taken if a faculty member fails to file or falsifies an absence report as provided in this section. Immediate family, for the purpose of this section, includes: parent, sibling, grandparent, child, spouse, parents-in-law, children-in-law, sibling-in-law, grandchild, stepparents, stepchildren, a legal guardian or other person who stands in the place of a parent, other persons residing in the home of the faculty member, or a domestic partner. To use sick leave for the death, illness, or injury of a domestic partner, a completed and notarized Affidavit of Domestic Partnership form must be on file with the Human Resources Department. An authorized administrator may request information from a faculty member requesting sick leave to determine whether the sick leave request should be approved. A health care provider’s statement, if available, will be provided. If a faculty member’s sick leave meets the conditions of the College’s Family and Medical Leave Policy, the absence will also be counted as Family and Medical Leave. A faculty member who taught during three (3) of the past five (5) summer terms, or who has notified their department Chairperson by the time that summer teaching assignments are made in the department that they intend to teach summer term, shall be permitted to use Family and Medical Leave and available sick leave to cover short-term or long-term absences due to illness or injury occurring over all or part of a summer term. If a faculty member is taking Family and Medical Leave for a reason that meets the criteria for taking sick leave the faculty member shall, while on FML, utilize their accumulated sick leave balance. If a faculty member’s absence due to a reason covered by the FML Policy exceeds the faculty member’s earned sick leave, vacation, and personal leave, the faculty member will continue to be eligible for leave pursuant to the FML Policy and Procedure, but will not be paid for the balance of the FML absence. There may be times when a faculty member has utilized FML available to them in a given year but needs additional leave because of a serious medical condition. As long as the faculty member has a sufficient accumulated leave balance to cover the additional leave needed, the faculty member will be entitled to reinstatement at the end of said leave, under the same conditions that reinstatement is available under the FML Policy and Procedures. Sick leave may not be taken in increments of less than one-half hour. If a faculty member is absent from work and on sick leave, that faculty member continues to earn sick leave credit as if they were at work. The Human Resources Department shall maintain a record of the balance of sick leave available to each faculty member and provide that information on the faculty member’s semi-monthly paycheck stub. It is the responsibility of a faculty member who was previously employed by another public agency to obtain documentation as to the amount of sick leave that can be transferred to the College. The Human Resources Department will provide assistance in arranging for the transfer.

Sick Leave Procedure. ‌ Faculty members who must be absent because of sick leave shall notify their administrator as soon as practicable under the circumstances; generally at least within one hour of reporting time. Faculty members shall file with their administrator a completed absence form within three (3) working days following the period of sick leave absence. The faculty member shall only be required to reflect on the absence form the actual number of contact hours, office hours, or other scheduled hours missed during the faculty member’s absence. A faculty member who misses one full week of work shall reflect forty (40) hours on the absence form. The administrator shall approve or deny the form and notify the faculty member. Disciplinary action may be taken if a faculty member fails to file or falsifies an absence report as provided in this section. Immediate family, for the purpose of this section, includes: parent, sibling, grandparent, child, spouse, parents-in-law, children-in-law, sibling-in-law, grandchild, stepparents, stepchildren, a legal guardian or other person who stands in the place of a parent, other persons residing in the home of the faculty member, or a domestic partner. To use sick leave for the death, illness, or injury of a domestic partner, a completed and notarized Affidavit of Domestic Partnership form must be on file with the Human Resources Department. An authorized administrator may request information from a faculty member requesting sick leave to determine whether the sick leave request should be approved. A health care provider’s statement, if available, will be provided. If a faculty member’s sick leave meets the conditions of the College’s Family and Medical Leave Policy, the absence will also be counted as Family and Medical Leave. A faculty member who taught during three (3) of the past five (5) summer terms, or who has notified their his/her department Chairperson by the time that summer teaching assignments are made in the department that they intend s/he intends to teach summer term, shall be permitted to use Family and Medical Leave and available sick leave to cover short-term or long-term absences due to illness or injury occurring over all or part of a summer term. If a faculty member is taking Family and Medical Leave for a reason that meets the criteria for taking sick leave (under the Sick Leave Policy and Procedure in effect as of the signing of this Agreement), the faculty member shall, while on FML, utilize their his/her accumulated sick leave balancebalance (under the FML Procedure in effect at the signing of this Agreement). If a faculty member’s absence due to a reason covered by the FML Policy exceeds the faculty member’s earned sick leave, vacation, and personal leave, the faculty member will continue to be eligible for leave pursuant to the FML Policy and Procedure, Procedure but will not be paid for the balance of the FML absence. There may be times when a faculty member has utilized FML available to them him or her in a given year but needs additional leave because of a serious medical condition. As long as the faculty member has a sufficient accumulated leave balance to cover the additional leave needed, the faculty member will be entitled to reinstatement at the end of said leave, under the same conditions that reinstatement is available under the FML Policy and ProceduresProcedures in effect at the signing of this Agreement. Sick leave may not be taken in increments of less than one-half hour. If a faculty member is absent from work and on sick leave, that faculty member continues to earn sick leave credit as if they s/he were at work. The Human Resources Department shall maintain a record of the balance of sick leave available to each faculty member and provide that information on the faculty member’s semi-monthly paycheck stub. It is the responsibility of a faculty member who was previously employed by another public agency to obtain documentation as to the amount of sick leave that can be transferred to the College. The Human Resources Department will provide assistance in arranging for the transfer.

Sick Leave Procedure. ‌ Faculty members who must be absent because of sick leave shall notify their administrator as soon as practicable under the circumstances; generally at least within one hour of reporting time. Faculty members shall file with their administrator a completed absence form within three (3) working days following the period of sick leave absence. The faculty member shall only be required to reflect on the absence form the actual number of contact hours, office hours, or other scheduled hours missed during the faculty member’s absence. A faculty member who misses one full week of work shall reflect forty (40) hours on the absence form. The administrator shall approve or deny the form and notify the faculty member. Disciplinary action may be taken if a faculty member fails to file or falsifies an absence report as provided in this section. Immediate family, for the purpose of this section, includes: parent, sibling, grandparent, child, spouse, parents-in-law, children-in-law, sibling-in-law, grandchild, stepparents, stepchildren, a legal guardian or other person who stands in the place of a parent, other persons residing in the home of the faculty member, or a domestic partner. To use sick leave for the death, illness, or injury of a domestic partner, a completed and notarized Affidavit of Domestic Partnership form must be on file with the Human Resources Department. An authorized administrator may request information from a faculty member requesting sick leave to determine whether the sick leave request should be approved. A health care provider’s statement, if available, will be provided. If a faculty member’s sick leave meets the conditions of the College’s Family and Medical Leave Policy, the absence will also be counted as Family and Medical Leave. A faculty member who taught during three (3) of the past five (5) summer terms, or who has notified their department Chairperson by the time that summer teaching assignments are made in the department that they intend to teach summer term, shall be permitted to use Family and Medical Leave and available sick leave to cover short-term or long-term absences due to illness or injury occurring over all or part of a summer term. If a faculty member is taking Family and Medical Leave for a reason that meets the criteria for taking sick leave the faculty member shall, while on FML, utilize their accumulated sick leave balance. If a faculty member’s absence due to a reason covered by the FML Policy exceeds the faculty member’s earned sick leave, vacation, and personal leave, the faculty member will continue to be eligible for leave pursuant to the FML Policy and Procedure, but will not be paid for the balance of the FML absence. There may be times when a faculty member has utilized FML available to them in a given year but needs additional leave because of a serious medical condition. As long as the faculty member has a sufficient accumulated leave balance to cover the additional leave needed, the faculty member will be entitled to reinstatement at the end of said leave, under the same conditions that reinstatement is available under the FML Policy and Procedures. Sick leave may not be taken in increments of less than one-half hour. If a faculty member is absent from work and on sick leave, that faculty member continues to earn sick leave credit as if they were at work. The Human Resources Department shall maintain a record of the balance of sick leave available to each faculty member and provide that information on the faculty member’s semi-monthly paycheck stub. It is the responsibility of a faculty member who was previously employed by another public agency to obtain documentation as to the amount of sick leave that can be transferred to the College. The Human Resources Department will provide assistance in arranging for the transfer.

Sick Leave Procedure. Faculty members who must be absent because of sick leave shall notify their administrator as soon as practicable under the circumstances; generally at least within one hour of reporting time. Faculty members shall file with their administrator a completed absence form within three (3) working days following the period of sick leave absence. The faculty member shall only be required to reflect on the absence form the actual number of contact hours, office hours, or other scheduled hours missed during the faculty member’s absence. A faculty member who misses one full week of work shall reflect forty (40) hours on the absence form. The administrator shall approve or deny the form and notify the faculty member. Disciplinary action may be taken if a faculty member fails to file or falsifies an absence report as provided in this section. Immediate family, for the purpose of this section, includes: parent, sibling, grandparent, child, spouse, parents-in-law, children-in-law, sibling-in-law, grandchild, stepparents, stepchildren, a legal guardian or other person who stands in the place of a parent, other persons residing in the home of the faculty member, or a domestic partner. To use sick leave for the death, illness, or injury of a domestic partner, a completed and notarized Affidavit of Domestic Partnership form must be on file with the Human Resources Department. An authorized administrator may request information from a faculty member requesting sick leave to determine whether the sick leave request should be approved. A health care provider’s statement, if available, will be provided. If a faculty member’s sick leave meets the conditions of the College’s Family and Medical Leave Policy, the absence will also be counted as Family and Medical Leave. A faculty member who taught during three (3) of the past five (5) summer terms, or who has notified their his/her department Chairperson by the time that summer teaching assignments are made in the department that they intend s/he intends to teach summer term, shall be permitted to use Family and Medical Leave and available sick leave to cover short-term or long-term absences due to illness or injury occurring over all or part of a summer term. If a faculty member is taking Family and Medical Leave for a reason that meets the criteria for taking sick leave (under the Sick Leave Policy and Procedure in effect as of the signing of this Agreement), the faculty member shall, while on FML, utilize their his/her accumulated sick leave balancebalance (under the FML Procedure in effect at the signing of this Agreement). If a faculty member’s absence due to a reason covered by the FML Policy exceeds the faculty member’s earned sick leave, vacation, and personal leave, the faculty member will continue to be eligible for leave pursuant to the FML Policy and Procedure, Procedure but will not be paid for the balance of the FML absence. There may be times when a faculty member has utilized FML available to them him or her in a given year but needs additional leave because of a serious medical condition. As long as the faculty member has a sufficient accumulated leave balance to cover the additional leave needed, the faculty member will be entitled to reinstatement at the end of said leave, under the same conditions that reinstatement is available under the FML Policy and ProceduresProcedures in effect at the signing of this Agreement. Sick leave may not be taken in increments of less than one-half hour. If a faculty member is absent from work and on sick leave, that faculty member continues to earn sick leave credit as if they s/he were at work. The Human Resources Department shall maintain a record of the balance of sick leave available to each faculty member and provide that information on the faculty member’s semi-monthly paycheck stub. It is the responsibility of a faculty member who was previously employed by another public agency to obtain documentation as to the amount of sick leave that can be transferred to the College. The Human Resources Department will provide assistance in arranging for the transfer.

Sick Leave Procedure. Faculty members who must be absent because of sick leave shall notify their administrator as soon as practicable under the circumstancespossible; generally at least within one hour of reporting time. Faculty members shall file with their administrator a completed absence form within three (3) working days following the period of sick leave absence. The faculty member shall only be required to reflect on the absence form the actual number of contact hours, office hours, or other scheduled hours missed during the faculty member’s absence. A faculty member who misses one full week of work shall reflect forty (40) 40 hours on the absence form. The administrator shall approve or deny the form and notify the faculty member. Disciplinary action may be taken if a faculty member fails to file or falsifies an absence report as provided in this section. Immediate family, for the purpose of this section, includes: parent, sibling, grandparent, child, spouse, parents-in-law, children-in-law, sibling-in-law, grandchild, stepparents, stepchildren, a legal guardian or other person who stands in the place of a parent, other persons residing in the home of the faculty member, or a domestic partner. To use sick leave for the death, illness, or injury of a domestic partner, a completed and notarized Affidavit of Domestic Partnership form must be on file with the Human Resources Department. If medical attention is required, the faculty member must present a health care provider’s statement confirming the nature of the illness. An authorized administrator may request information from a faculty member requesting sick leave to determine whether the sick leave request should be approved. A health care provider’s statement, if available, will be provided. If a faculty member’s sick leave meets the conditions of the College’s Family and Medical Leave Policy, the absence will also be counted as Family and Medical Leave. A faculty member who taught during three (3) of the past five (5) summer terms, or who has notified their his/her department Chairperson chairperson by the time that summer teaching assignments are made in the department that they intend he/she intends to teach summer term, shall be permitted to use Family and Medical Leave and available sick leave to cover short-term or long-term absences due to illness or injury occurring over all or part of a summer term. If a faculty member is taking Family and Medical Leave for a reason that meets the criteria for taking sick leave (under the Sick Leave Policy and Procedure in effect as of the signing of this Agreement), the faculty member shall, while on FML, utilize their his/her accumulated sick leave balancebalance (under the FML Procedure in effect at the signing of this Agreement). If a faculty member’s absence due to a reason covered by the FML Policy exceeds the faculty member’s earned sick leave, vacation, and personal leave, the faculty member will continue to be eligible for leave pursuant to the FML Policy and Procedure, Procedure but will not be paid for the balance of the FML absence. There may be times when a faculty member has utilized FML available to them him or her in a given year but needs additional leave because of a serious medical condition. As long as the faculty member has a sufficient accumulated leave balance to cover the additional leave needed, the faculty member will be entitled to reinstatement at the end of said leave, under the same conditions that reinstatement is available under the FML Policy and ProceduresProcedures in effect at the signing of this Agreement. Sick leave may not be taken in increments of less than one-half one hour. If a faculty member is absent from work and on sick leave, that faculty member continues to earn sick leave credit as if they he/she were at work. The Human Resources Department shall maintain a record of the balance of sick leave available to each faculty member and provide that information on the faculty member’s semi-monthly paycheck stub. It is the responsibility of a faculty member who was previously employed by another public agency to obtain documentation as to the amount of sick leave that can be transferred to the College. The Human Resources Department will provide assistance in arranging for the transfer.