Eligible staff may
use accrued sick leave or other paid time off to care for a sick family
member (see description of qualifying family members under "Definitions").
The following is a summary of both the University's and the employee's
rights and obligations under the Family Care policy.
To be eligible for
paid leave under the Family Care policy, a person must be classified as
a regular employee who accrues paid sick and vacation leave.
A leave is qualified
(see "Definitions" below) when an employee is required to care for a child
of the employee with a health condition or a spouse, parent, parent-in-law,
or grandparent of the employee who has a serious health condition or
condition: A health condition that is a sudden, generally
unexpected occurrence or set of circumstances related to one's health
demanding immediate action, and is typically very short term in nature.
That Requires Treatment or Supervision:
(a) Any medical
condition requiring treatment or medication that the child cannot
(b) Any medical
or mental health condition that would endanger the child's safety
or recovery without the presence of a parent or guardian; or
(c) Any condition
warranting treatment or preventive health care such as physical, dental,
optical or immunization services, when a parent must be present to
authorize and when sick leave may otherwise be used for the employee's
preventive health care.
of self-care: When the individual requires active assistance
or supervision to provide daily self-care in several of the "activities
of daily living" (ADL) or "instrumental activities of daily living"
(IADL). Activities of daily living include adaptive activities such
as caring appropriately for one's grooming and hygiene, bathing, dressing
and eating. Instrumental activities of daily living include cooking,
cleaning, shopping, taking public transportation, paying bills, maintaining
a residence, using telephones and directories, using a post office,
mental disability: means a physical or mental impairment that
limits one or more activities of daily living or instrumental activities
of daily living.
Condition: An illness, injury, impairment, or physical or mental
condition that involves any period of incapacity or treatment connected
with inpatient care (i.e., an overnight stay) in a hospital, hospice,
or residential medical care facility, and any period of incapacity or
subsequent treatment or recovery in connection with such inpatient care;
or that involves continuing treatment by or under the supervision of
a health care provider or a provider of health care services and which
includes any period of incapacity (i.e., inability to work, attend school
or perform other regular daily activities).
A biological, adopted, or foster child, a stepchild, a legal ward, or
a child of a person standing in loco parentis, who is under 18 years
of age or 18 years of age or older and incapable of self-care because
of a mental or physical disability.
A parent of a parent of an employee.
The biological parent of an employee or an individual who stands
or stood in loco parentis to an employee when the employee was a child.
A parent of the spouse of an employee.
A husband or wife.
from a health care provider may be required in order to determine the
applicability of this policy. Failure to provide such certification may
result in the non payment of sick or vacation leave.
Temporary and short
hour staff are not eligible for paid leave. Except where there is a conflict
with the Family Care policy, sick and vacation leave accrual and usage
is governed by the University's Paid Leave of Absence policies. For qualifying
leaves, employees may use a portion or all of their accrued sick or vacation
leave at their choosing. Paid leave may not exceed existing balances.
A poster has been
placed in the Office of Human Resources which includes further details
regarding eligibility and other requirements of the law. Additional information
can be obtained by contacting the Office of Human Resources.