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PPM 3-21a, Sick and Family Leave (Faculty) |
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Responsible Office: President |
1.0 PURPOSE
This policy outlines sick and family leave benefits for faculty.
2.0 REFERENCES
2.1 PPM 3-2, Employee Definitions
2.2 PPM 3-29, Leaves of Absence Without Pay
2.3 PPM 3-29a, Family and Medical Leave
2.4 PPM 3-45, Fringe Benefits
2.5 PPM 8-3, Academic Rank
2.6 PPM 8-6, Faculty Appointments
2.7 PPM 8-23, Probationary Period for Tenure
2.8 PPMs 9-9 through 9-18
2.9 State Board of Higher Education Policy R821
3.0 DEFINITIONS
3.1 Salaried faculty - a salaried employee holding academic rank or title as defined in PPMs 3-2 and 8-6.
3.2 Non-salaried faculty - a non-salaried employee paid for hours worked or by project who does not qualify for benefits defined in PPM 3-45, except as noted therein. This includes adjunct faculty, affiliate faculty, clinical faculty, concurrent faculty and research faculty, or other faculty paid by hours worked, by project, or other term contract.
4.0 POLICY
4.1 Salaried faculty members do not accrue vacation or sick leave. Therefore, subject to the approval of the Department Chair, Dean, and Human Resources, all salaried faculty will be compensated at full pay and benefits for a period of up to 12 weeks annually, whether the leave is intermittent or continuous, for the following reasons: (1) personal illness, (2) birth of a child, (3) adoption of a child, or (4) absences from work due to an extended illness of a spouse, dependent child, or parent
4.1.1 The annual period will be calculated in the same manner as PPM 3-29a.
4.1.2 Holidays, semester breaks, and other times when faculty generally are not expected to report for work do not count against the faculty’s leave entitlement.
4.1.3 The University reserves the right to require substantiation of absences.
4.1.4 A physician’s statement indicating the condition of the employee and fitness for duty may be required.
4.1.5 If a salaried faculty member’s non-Family and Medical Leave (FMLA) protected pattern of leave/attendance creates an undue burden or hardship then their employment may be terminated subject to the due process provisions of Sections 9-9 through 9-18 of the PPM.
4.1.6 Extensions of the probationary period for tenure are allowed as approved under PPM 8-23.
4.1.7 Record of sick leave is to be maintained by the Department Chair or appropriate administrator and will be reported to Human Resources or Payroll as required by those departments.
4.2 Married Couples. In the event that both members of a married couple are employed by the University, and at least one is a salaried faculty, the leave benefit to provide child care related to a new-born or an adoption will be taken only by one or the other, or one benefit will be shared between them.
4.3 Teaching Responsibilities. The Department Chair, in cooperation with the Dean, shall assure that the salaried faculty member's teaching responsibilities shall be covered appropriately.
4.4 Additional Time.
4.4.1 A salaried faculty member may take additional time off, in excess of the12 weeks paid leave through (1) leave without pay, (2) reassignment of duties with reduced pay, or (3) reassignment of duties at full pay. The type of additional leave needs to be negotiated with the Department Chair and Dean and approved by Human Resources. After four weeks of leave without pay, the salaried faculty member will no longer be eligible for paid benefits, until they return to work.
4.4.2 The University has the option of terminating a salaried faculty member's right to the position after one year of leave subject to the due process provisions of Sections 9-9 through 9-18 of the PPM. Salaried faculty members can reapply for subsequent positions for which they are qualified as posted by the university.
4.4.3 At the conclusion of 12 weeks of continual leave caused by the salaried faculty member's own illness, the salaried faculty member must apply for long-term disability.
4.5 FMLA. Sick and Family Paid Leave in this section may also qualify as leave taken under FMLA. FMLA is protected leave as defined and administered by Human Resources and in accordance with PPM 3-29a. Department Chairs and Deans must consult Human Resources to ensure FMLA leave requirements are satisfied.
4.6 Unused Leave. Unused Sick and Family Paid leave is not paid out and is forfeited upon separation from employment.
4.7 Law. The provisions of this policy shall not supersede any federal or state law that provides greater employee leave benefits and/or rights than are offered in this policy.
Revision History
Creation Date: 5-16-79
Amended: 3-10-09; 1-23-25