Sick Leave

Sick Leave

Sick Leave

SICK LEAVE OF ABSENCE REQUEST FORM

  1. Requested leaves will be considered for eligible employees and will not be unreasonably denied.
  2. Employee is required to submit appropriate medical documentation and a Sick Leave of Absence Request Form (with departmental signatures) directly to the Office of Human Resources – Bunce Hall. Employees submitting a medical note should ensure that the note contains ALL of the following information:
  • the date the employee was seen by the doctor
  • the date(s) the employee was out or will be out
  • the expected date of return
  • the reason for the absence and/or the nature of the illness
  • a statement from the doctor that the employee is unable to carry out expected duties

Any medical excuse not containing the above information will be returned for the necessary details.

  1. Approved leaves may be with or without pay.
  2. When Sick Leave is without pay, the employee is responsible for paying:
    a. The monthly benefit premium for health, prescription drug, and dental benefits for the first three months of leave.
    b. The full cost of health and prescription drug benefits, payable at the beginning each month, if the leave is approved beyond three months. Dental benefits voluntarily continued through COBRA.
  3. The University is not responsible for the employee’s share of health, prescription drug or dental insurance premiums while they are on a leave of absence without pay.
  4. No contributions to pension are made while employee is on leave without pay. Employee may purchase service credits upon return to work.
  5. Life insurance benefits may be affected. If on paid leave, life insurance benefits will continue. If on unpaid leave of absence, life insurance benefits may cease. The employee has the option to convert to individual policy by contacting Prudential Insurance Company at 1‐877‐889‐2070.
  6. On the actual day that the employee is scheduled to return to work, he/she is required to bring to Human Resources documentation from a medical professional regarding the ability to return to work. The documentation must include the return to work date and list restrictions if any (restrictions and/or limitations must be pre‐approved by the employee’s department). If such documentation is not received, the employee’s return to work may be delayed until the documentation is provided