An illness is a cold, flu, aliment, disease, or other sickness that would require the staff member to care for the family member. Generally this is a family member who is disabled and unable to care for themselves as a result of this illness, but does not include convalescent or custodial care related to this illness. An example would be a minor child who has the flu and requires parental supervision.

An injury is bodily harm to a family member that requires the staff member to care for them at home. Generally this is a family member who is disabled and unable to care for themselves as a result of this injury, but does not include convalescent or custodial care related to this injury. Examples include: a broken bone, a sprained joint, and outpatient surgery.

Salary Continuation Guidelines for a Staff Members Illness or Injury

1. Staff members must meet their employment obligation of regular and reasonable attendance.

2. Salary continuation/sick time is primarily intended to protect the income of staff members while disabled.

3. Staff members should consider if the family member can be cared for by other family members, friends, neighbors, etc.

4. Staff members are responsible to follow the established work rules or protocol in their department for any absences during work time (i.e. what number and who to call, notification of other office staff, etc.).

5. Staff members shall notify his or her supervisor of an absence in advance as soon as possible and shall state the expected duration thereof when possible.

6. Supervisors should not request a specific diagnosis but staff members must provide information regarding the need for their absence. For example: dentist appointment, doctor appointment, eye appointment, therapy, medical procedure, etc.

7. If requested by the University, acceptable proof shall be furnished regarding the need for the absence. The University will then determine if the reason qualified for use of salary continuation/sick time.

8. Salary continuation/sick time may not be used beyond what is considered reasonable for the specific situation.

9. When salary continuation is not appropriate, the staff member may discuss other alternative work schedules with their supervisor (i.e. changing work hours, flexible work arrangement, etc.).

10. Staff members engaging in other employment or profit making activities while collecting salary continuation/sick time may lose rights to salary continuation/sick time as well as to continuation as a staff member of the University.

11. Examples of inappropriate salary continuation/sick time usage for illness or injury of a family member would include: an adult family member who has a cold, meal preparation, babysitting duties, nursing home visitations, custodial care of a family member, and out of town travel.