Replaces and supersedes all previous versions of this policy.
Seton Hall University recognizes that employees may need time off from work due to illness. The University provides paid sick leave to employees to guard against loss of earnings due to illness, injury or disability as described below.
All regular full-time and part-time benefits eligible Administrative and Non Bargaining Unit Staff employees.
Accrued sick leave can only be used for the employee’s own illness or injury. Newly hired employees are not entitled to take paid sick leave during the first three (3) months of employment.
Regular full-time employees shall earn 12 days of sick leave each year, accrued at the rate of one (1) day for each full month of service.
Regular part-time employees scheduled to work 20 hours or more per week shall earn sick leave on a prorated basis equivalent to the full-time equivalent (FTE) work schedule. For example, an employee scheduled to work 21 hours per week (60% full-time equivalent) will earn 4.2 hours (60% times 7 hours) of sick leave each month worked.
Any exceptions must have the advance written approval of the Department of Human Resources.
Absences due to occupational illness or injury (Workers’ Compensation) may be charged against an employee’s unused sick leave if the time out is not reimbursed by Workers’ Compensation insurance.
Employees who are absent due to the illness or injury of a family member may, with their supervisor’s approval, use unused accrued vacation time. Employees may also be eligible for leave under the Family and Medical Leave Act (FMLA). For more information, contact the Benefits Office.
Sick leave may be accumulated up to a maximum of 24 days (168 hours).
Administrative employees who exhaust their accrued sick time will not be paid for each day that they exceed their accrued time.
Administrative employees will not be paid for any unused sick leave upon resignation, retirement or termination of employment.
Regular full-time Non-Bargaining Unit Staff employees may accumulate sick leave up to a maximum of eighty (80) days (560 hours). Non-Bargaining Unit Staff employees will be paid for unused sick leave not to exceed thirty (30) days (210 hours) upon retirement as defined below.
Staff employees who exhaust their accrued sick time will not be paid for any hours that exceed their accrued time.
Employees covered by collective Bargaining agreements between the University and Office & Professional Employees International Union, Local 153 AFL-CIO and International Union of Operating Engineers, Local Union 68-68A should consult their respective contracts regarding sick time entitlements and procedures.
Retirement – is defined as being age 55 or older and having at least 10 years of benefits eligible service with the University
Employees are required to call their supervisors within the first hour of the workday to advise him/her of their absence due to illness and to keep the supervisor advised as to the probable date of return to work. Failure to notify a supervisor of absences may result
in disciplinary action unless the employee is prevented from doing so by reason of extreme emergency.
Supervisors must notify the Benefits Office as soon as they know that an employee will be on sick leave for more than seven (7) calendar days. The Benefits Office will forward the required disability forms to the employee for completion.
The Benefits Office will coordinate compensation for the employee during disability leave. The University may not authorize sick leave pay until the required medical documentation has been received by the Benefits Office.
Supervisors must ensure that Administrative employees and staff employees record sick time taken on their monthly or biweekly electronic timesheet. If the employee has not returned to work when timesheets are required to be submitted, the supervisor must complete and approve the timesheet and forward it electronically to the Payroll Office in accordance with Payroll guidelines.
This policy became effective February 15, 2010.
Responsibility for the interpretation and administration of this policy resides solely with the Department of Human Resources. The University reserves the right to amend this policy at any time.
February 15, 2010