I. Scope
This policy applies to management, administrative and support staff
employees of Slippery Rock University of Pennsylvania.
II. Purpose
Its purpose is to establish an attendance policy, provide annual,
sick and personal leave definitions, and establish guidelines
consistent with collective bargaining agreements for policy
administration.
III. Policy
Each employee is an essential component of the
university. Anyone's absence or tardiness lowers efficiency;
therefore, every individual is expected to report to work regularly
and on time. Personal business obligations and commitments
should be
planned to not conflict with work schedules.
Supervisors, in conjunction with the Human Resources Department,
will monitor leave records. Factors to be monitored are the
frequency, reasons, and total time lost due to absences, tardiness
and early departures. The university will pay individuals
upon separation for all earned, unused leave consistent with the
collective bargaining agreements. The excessive use of such leave
prior to separation is unacceptable. Should an employee's
absenteeism or tardiness be excessive, appropriate corrective
or
disciplinary action with just cause may be taken.
This policy defines annual, sick, and personal leave and provides
guidelines for their use. Refer to your collective bargaining
agreement for more specific guidelines as well as definitions of
other leave types. All leave must be reported on a "Request for
Leave" (STD 330) form and approved by the immediate
supervisor.
A. ANNUAL LEAVE
Annual (vacation) leave is time away from the job with
compensation. It is given to provide time to rest and relax during
the course of a year's work.
Annual leave begins to accrue with the first day of work, but is
not available for use until the employee has completed 30 days of
service. Annual leave requests must be submitted in writing
and approved through the appropriate supervisor prior to
use.
An absence that is not scheduled and approved in advance may be
cause for disciplinary action.
We anticipate that you will be able to take your vacation at your
convenience. Should conflicts arise, however, management reserves
the right to approve all vacation
requests based upon maintenance of efficient operations. If
management must limit the number of employees on vacation at the
same time, the employee with the most
seniority (based upon years of service) will be given first
consideration. Consult your collective bargaining agreement for the
proper time to select annual leave.
Excess Annual Leave
Unused, earned annual leave may be accumulated and carried forward
from one calendar year to the next provided that the amount carried
over does not exceed the
maximum amount specified per bargaining unit. If an employee is
required to work on the requested annual leave day and is unable to
reschedule this day during the
calendar year due to work demands, the calendar year will be
extended for seven pay periods for scheduling purposes.
Payment of Earned Unused Annual Leave
Earned annual leave is subject to payment in full upon separation
of employment.
B. SICK LEAVE
Sick leave is time away from the job with compensation. It has been
provided by the university so that an employee's salary may
continue during periods of bona fide sickness, off-the-job injury,
and other family illness. Sick leave begins to accrue with
the first day of work, but is not available for use until the
employee has
completed 30 days of service.
Sick leave shall be granted when, because of personal illness or
off-the-job injury, employees are unable to perform their assigned
duties. Employees are responsible for reporting their illness
or injury to their supervisor prior to their starting time. A voice
mail message on the supervisor's extension is an acceptable means
of
notification.
Employees are responsible for reporting their need for sick leave
on a daily basis. Employees who received pre-approved sick
leave for an extended period due to unique circumstances (i.e.
outpatient surgery, hospitalization, doctor's request, etc.) are
not required to call in each day for the approved time period. If
the approved time
period must be extended, the employee is responsible for notifying
his/her supervisor
immediately.
If employees call to inform their supervisors that they will be
reporting for work late, and fail to arrive by the time originally
stated, an additional call or explanation is required.
A doctor's certificate is required if the employee is sick and
absent three or more consecutive scheduled work days. The
university reserves the right to require a doctor's certificate
where there is reason to believe that the employee has been abusing
the sick leave privilege.
Paid sick leave may not be used for vacation or other similar
purposes.
Sick leave may be granted for an employee's routine appointment
with a physician, dentist, hospital, or optometrist, provided it is
not possible for the employee to
schedule the appointment on his/her own time. The request for such
time off shall be made as far in advance as possible. Routine
appointments usually are of less than
a half-day duration; therefore, an employee is expected to return
to the job as soon as the appointment is completed.
Sick family leave is to be used for the serious illness of a member
of the employee's immediate family which requires the employee's
absence from work. Refer to your
bargaining unit contract for a definition of "immediate family" and
for sick family leave entitlement. Management reserves the
right to request proof of family sickness if there is reason to
believe an employee has been abusing the sick family leave
privilege.
Sick bereavement leave is to be used as time off for a death in the
family. Refer to collective bargaining agreement for definition of
family and the number of days
available.
Each supervisor is responsible for reviewing the use of sick leave
by each employee under his/her supervision. Employees shall
be held strictly accountable for leave requests concerning sick
leave. Misrepresentation shall subject the employee to disciplinary
action.
Excess Sick Leave
Earned unused sick leave may be accumulated and carried forward
from one calendar year to the next provided the amount carried over
does not exceed the maximum
amount specified per bargaining unit.
Payment of Earned Unused Sick Leave
Payment for earned unused sick leave is available for employees who
meet certain retirement criteria. Refer to bargaining unit
contracts for specific payment schedules.
C. PERSONAL LEAVE
Personal leave is time away from the job with compensation for
personal reasons. Personal leave shall be scheduled and granted per
the employee's request,
subject to management's ability to maintain efficient
operations.
Carryover
Earned unused personal leave shall not be carried over from one
calendar year to the next. If an employee is required to work on
the requested personal leave day and
is unable to reschedule this day during the calendar year due to
work demands, the calendar year will be extended for seven pay
periods for scheduling purposes.
Payment of Earned Unused Personal Leave
Personal leave earned is subject to payment in full upon separation
of employment.
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