Human Resources Manual
| Policy No.: | 4-4 | This policy applies to: | |
| Policy Name: | Sick Leave |  |
Non-exempt staff |
| Effective Date: | 08/01/04 | |
Exempt staff |
| Revised: | 05/01/05 | Faculty | |
Policy
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 accrue sick leave benefits at the following rates:
- Three months to one year 4.5 days
- After one year 9.0 days per year
- After three years 12.0 days
An eligible employee may use sick leave benefits for an absence due to his or her own illness, injury or medical care.
Family 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. This includes but is not limited to fathers caring for a newborn child and parents adopting a child.
Procedure
Paid sick leave can be used in minimum increments of 30 minutes for non-exempt employees. Exempt employees are required to use sick leave only when a full day is missed. 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.
Partial day absences are not deducted from sick leave for exempt employees. (Exception: intermittent FMLA may be deducted in partial days for 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.
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 request 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.
For a qualifying condition, FMLA leave will run concurrently with sick leave.
Sick leave and vacation do not accrue while an employee is out on sick leave. Holidays falling during a sick leave absence are paid as holidays and not deducted from sick leave.
Unused sick leave benefits will not be paid to employees while they are employed or upon termination of employment.
