Following completion of one (1) qualifying pay period, a full-time employee shall accrue eight (8) hours of credit for sick leave with pay. Thereafter, for each additional qualifying pay period, eight (8) hours of credit for sick leave with pay shall be accrued.
Employees who are appointed less than full time shall accrue credit for sick leave with pay on a pro-rata basis.
Sick leave may be accumulated without limits, and no additional sick leave with pay beyond that accumulated shall be granted, except as provided for in provision 19.24.
An employee shall be responsible for promptly reporting an absence to the appropriate administrator.
An employee shall be responsible for promptly completing and signing the campus absence form and returning the absence form to the appropriate administrator or his/her designee.
An employee may be required to provide a physician's statement or other appropriate verification when absent five (5) or more consecutive days due to illness/injury.
When the appropriate administrator has reasonable cause to believe there has been an abuse of sick leave, an employee may be notified that he/she is required to provide a physician's statement or other appropriate verification for any future absences.
Under no circumstances may an employee be granted sick leave for days during which the employee is laid off, or on a leave of absence without pay, or during periods when the campus or department is closed and the employee is not required to work.
An employee on vacation who becomes ill or injured and submits a physician's statement or other appropriate verification may request his/her vacation leave for such days be converted and charged to his/her accumulated sick leave. Such requests shall not be granted during any period after notice of pending separation.
Absences Chargeable to Sick Leave
The use of sick leave may be authorized by the President only when an employee is absent because of:
"Immediate family" shall mean a close relative or person residing in the immediate household of the employee, except domestic employees and roomers.
Sick leave for family care is primarily for emergency situations. Up to five (5) days of accrued sick leave credit may be used for family care during any one (1) calendar year. The appropriate administrator may authorize the use of additional sick leave for family care.
The President may authorize up to forty (40) hours of accrued sick leave for bereavement pursuant to provision 19.10.E. When one (1) or more deaths occur in a calendar year, up to forty (40) hours of accrued sick leave credit may be authorized for each death.
Any disability caused by, or contributed to by, pregnancy is a justification for the use of sick leave and should be handled in the same way as illness or injury. A female employee in work status is entitled to use sick leave for childbirth and any period immediately preceding or immediately following the birth of the child provided the employee presents a physician's verification that she is medically unable to work.
A female employee on a maternity leave pursuant to Article 22, Leaves of Absence Without Pay, of this Agreement shall be entitled upon return to work status to use earned sick leave for the period of time she was disabled immediately prior to and immediately following childbirth. Earned sick leave shall only be charged for workdays in such a period of time. A physician's verification that the employee was medically unable to work is required for the use of this sick leave.
Upon request by an employee, the President may authorize the use of unpaid sick leave or the use of vacation for an employee who has exhausted his/her accumulated sick leave.
An employee may be required to undergo a medical examination as directed by the President if the President questions the employee's ability to perform his/her required duties. When such an examination is by a physician selected by the Employer, the CSU shall bear the cost of such medical examination. Time required to travel to and from the physician's office and time spent at the physician's office shall be considered time worked.
In the event an employee disagrees with the medical findings of the CSU-selected physician, the employee shall have the right to examination by a physician of his/her choice. The employee shall be required to bear the cost of such examination. The President shall consider the medical report from the employee's physician.
When an employee has restricted ability to carry out his/her duties due to illness as indicated by medical evidence, or when an appropriate administrator observes an employee unable to perform his/her duties, the President may direct an employee to take sick leave.
Supplement to Industrial Disability Leave
Upon written notification to the CSU by an eligible employee, he/she may elect to supplement Industrial Disability Leave (IDL) payments with charges to his/her accrued sick leave. Such an election shall be made no later than fifteen (15) days after the report of the injury for which IDL is being paid.
Such supplement shall continue until the employee has exhausted his/her accrued sick leave or until the employee provides to the CSU written notification he/she wishes to discontinue the supplement. Such a notice shall be provided fifteen (15) days prior to the effective date of such a discontinuation.
Such a supplement to IDL payments shall not result in the employee receiving a payment in excess of his/her regular salary or wage.
All payments received by an employee while on IDL shall be subject to mandatory and authorized voluntary deductions.
Catastrophic Leave Donation Program
Any CSU employee who accrues vacation or sick leave credits may voluntarily donate either of those credits to any other CSU employee on the same campus if the recipient employee has exhausted all accrued leave credits, i.e., sick leave, vacation, and CTO due to a catastrophic illness or injury. Catastrophic illness or injury is an illness or injury that has totally incapacitated the employee from work.
The following provisions shall apply: