Human Resources and Employee Relations

TTC's Policies and Procedures > Human Resources and Employee Relations > 8-13-6 Leave, Sick & Other With Pay

8-13-6 Leave, Sick & Other With Pay

TITLE	NUMBER	APPROVED DATE
LEAVE, SICK AND OTHER WITH PAY	8-13-6	5-20-96
BASED ON POLICY NUMBER AND TITLE
SBTCE PROCEDURE 8-3-102.1 SICK LEAVE

Sick Leave
1. Entitlement:
  Permanent employees are credited with sick leave at the rate of one and one-fourth (1-1/4) days for each calendar month of full-time employment. Permanent part-time employees who work at least 20 hours per week receive a prorated amount of sick leave. The maximum accumulation of sick leave shall not exceed 195 days at the end of any calendar month. The maximum accumulation of sick leave which is carried forward at the beginning of each calendar year shall not exceed 180 days or 1440 hours.
2. Use of Sick Leave
  The absence of an employee for the following stated reasons shall be charged against earned sick leave credits:
  1. Any illness, injury, or other temporary disability including pregnancy and child delivery which incapacitates the employee to perform his/her duties;
  2. An exposure to contagious disease substantiated by a physician's statement testifying presence on duty would jeopardize the health of fellow employees or the public;
  3. Appointment for medical, dental, or psychological examination or treatment.
  4. Care of sick family. Leave is administered on a calendar year basis. Effective July 1, 2002, employees will be allowed to use up to ten (10) days of family sick leave in calendar year 2002 to care for immediate family members. In regard to calendar year 2003, employees will only be able to use ten (10) days of family sick leave through June 30th of 2003. Unless the legislature makes ten (10) days of family sick leave a permanent change, the number of days will revert back to eight (8) days on July 1, 2003. Immediate family includes your spouse, your children, and the following related to you or your spouse: mother, father, brother, sister, grandparent, or legal guardian, and grandchildren. After family sick days have been used, an employee would have to use annual leave.
  5. Care of newly placed adoptive child. An adoptive parent may use up to six weeks of accrued sick leave to take time off for the purpose of caring for the child after placement. The employee may request this use of sick leave only if the employee is the person who is primarily responsible for furnishing the care and nurture of the child.
3. Notification
  An employee who is absent due to illness will notify his immediate supervisor not later than the beginning of the workday. Notification prior to absence must be made for elective surgery, diagnostic observation, and other appointments known in advance. Supervisors may require a certificate from a practicing physician as supporting evidence of illness in excess of three days, or when employees are suspected of misusing sick leave.
4. Sickness During Annual Leave
  When sickness occurs during a period of annual leave and lasts three or more consecutive days, sick leave may be granted to cover the length of illness. A physician's certificate may be required. This application for sick leave must be made within two days after expiration of annual leave. If sick leave is exhausted, the employee may be placed on leave without pay or may use any accrued annual leave.
Other Leave With Pay
1. Limitation of Absence
  Any period of leave without pay or a combination of leave with pay and leave without pay for other than educational leave cannot exceed 180 calendar days and ordinarily is not authorized until all other applicable balances of accrued leave have been used. (See TTC Procedure 8-13-2, "Leave, Temporary Disability" for exception clause for disability leave.)
2. Workers' Compensation
  Any occupational injuries or illnesses should be reported to Public Safety or Human Resources for referral to the appropriate doctor or hospital for treatment. For additional information, contact Human Resources and refer to TTC Procedure 8-13-4, "Workers' Compensation."
3. Court Leave
  A full-time employee who is summoned as a juror or subpoenaed as a witness by a Federal Court, a State court, or a political subdivision thereof, will be granted court leave with pay for the period of absence. If the employee is excused by the court from duty as a witness or juror for any period of time, he is expected to return to work. If the employee fails to return to work immediately, the time excused from court service will be charged against annual leave.
4. Military Leave
  Every employee of the College who is a member of the United States Armed Forces Reserve, including the National Guard, shall, upon presentation of a copy of the employee's official orders or appropriate military certification, be entitled to leave without loss of pay, time or efficiency rating for a period of time not exceeding 15 work days in any one calendar year during periods in which the employee is engaged in annual field training or other Departments of Armed Forces. Any military leave for training in excess of 15 work days, if granted, must be authorized and may be at the employee's option charged against accrued annual leave or charged as leave without pay. In the event such person is called upon to serve during an emergency, he/she will be entitled to leave of absence with pay for a period not to exceed 30 additional workdays.
  
  When an employee is ordered to take a physical examination to determine his/her fitness for extended duty, he/she will be granted leave of absence with pay not to exceed one workday.
5. Application for Military Leave
  Application for military leave must be supported by a copy of the military orders or other written evidence of duty from appropriate military authorities. These orders must be attached to the applicable monthly time sheet.
6. Absence to Vote
  An employee who lives at such distance from assigned work location as to preclude voting outside of working hours may be authorized a maximum of two hours of leave with pay for this purpose. Such absence should not exceed the time actually required to vote. An employee may not be granted administrative leave to work at the polls during an election.