Sick Time
Qualifying Reasons and Eligibility

If the employee is not eligible for Family and Medical Leave, a supervisor can decide whether approval of sick time is appropriate and can be supported (see Business Considerations for Sick Time). Factors to consider for employee eligibility are as follows:

Qualifying Reasons	← and →	Employee Eligibility (all must be present)
Illness Injury Pregnancy Childbirth Obtaining health-related services not available outside of regular work hours Serious illness or communicable disease within the employee’s immediate family, established household, or in situations which place primary care on the employee Death of a family member not covered by bereavement policy (Staff Policy #208 or UHAP Policy #8.02.01)		Current benefits-eligible employee Has an available balance of sick time to cover requested absence Employee has reported medical inability to work prior to the start of the shift or as soon as possible thereafter Employee provides physician’s statement, if required (see Additional Information below.)

When the employee does not qualify for sick time, other absence options can be explored at the supervisor’s discretion – return to main flow chart.

Additional Information:

• Classified Staff serving initial probation may use sick time however it shall be recovered from the final paycheck if the employee terminates for any reason prior to the completion of probation
• Supervisors have the right to expect satisfactory attendance from employees. As such, sick time is a privilege not a right. Supervisors can consider whether an employee is meeting attendance and notification requirements when considering requests for sick time and address those situations where expectations are not met.
• When an employee does not follow the call-in procedure, a supervisor may consider the absence to be unexcused and subject to discipline. In the case of a nonexempt employee, any unexcused absence must be unpaid.
• Consider requesting a physician’s statement when more information is needed to support the application of sick time and/or duration. (Whenever practicable, ask for a physician’s statement as soon as possible following the absence request.)
• Can you grant time off? Business Considerations

Policies:

Classified Staff:
Policy #201.0 on Paid Sick Time

Appointed Personnel:
UHAP Policy 8.02.01 on Sick Leave
UHAP Policy 2.06.05 on Absences from Duty