Wilkes University provides paid sick time to all eligible employees. Paid sick time is intended to provide income protection in the event of the employee's own illness or injury. Employees may also use up to five total sick days per calendar year to care for an immediate family member with serious health conditions. For purposes of this policy, immediate family members include parents, spouses, children, employee's siblings and grandparents, great grandparents, mothers-in-law, fathers-in-law, stepparents, stepchildren, domestic partners, and legal dependents.
Employees are encouraged to schedule medical appointments outside of their normal work hours. If this is not possible, sick time may be used to replace regularly scheduled work hours if employees miss work time due to a medical appointment. All sick time is paid at base pay rate at the time of absence and does not include any special forms of compensation.
Eligibility
Employees in the following employment classification(s) are eligible to earn and use sick time as described in this policy:
- Full-time staff - Minimum 40 hours per week for 12 months
- Part-time staff (Minimum 1,000 work hours for 12 months)
- Introductory staff employees
Sick leave benefits are calculated on the basis of a "fiscal year" (June 1 through May 31). Paid sick leave can be used in minimum increments of one hour. Unused sick time accumulates until termination of employment with Wilkes University and is not compensable upon termination.
Accruals
New non-exempt UPD staff employees whose first start date is not the first day of the month will be eligible to accrue sick time beginning in the following month.
Full-time staff employees scheduled to work a minimum of 40 hours per week for twelve months will accrue sick leave benefits at the rate of 6.67 hours per month.
Employees who work an average of 20 hours/week for 12 months and have a minimum of 1,000 recorded work hours in the prior fiscal year will be eligible to receive 12 hours of paid sick time.
Procedures
Employees who are unable to report to work due to illness or injury should notify their direct supervisor as soon as possible prior to their scheduled start time. In an emergency situation when the employee is unable to report off in a timely fashion, they or someone so designated should notify the supervisor as soon as possible. Employees or their designee should also contact the direct supervisor on each additional day of absence, unless the employee has submitted a physician's certification indicating the expected duration of the illness. If an employee fails to contact their supervisor on each and every day of absence (unless on an approved medical leave), the absence will be considered unexcused and may result in loss of pay for missed time and/or disciplinary action, up to and including termination of employment. Excessive and/or unexcused sick time may result in disciplinary action, up to and including termination of employment.
Employees who are absent for three or more consecutive days due to illness/injury, may be required to provide a physician's statement to verify the existence of the illness/injury and the beginning and expected end dates of absence related to the illness/injury. Such verification may also be requested for other absences and may be required as a condition to receiving paid sick time.
Family Medical Leave Act (FMLA)
Employees using greater than three sick days for their own illness may be eligible for protection under the Family and Medical Leave Act (FMLA). In addition, employee absences related to the care of a family member with a serious health condition may also be covered under provisions of FMLA. Employees must contact the Benefits Coordinator for more information related to FMLA coverage and requirements.