A regular full-time employee will earn sick leave at the rate of 8 hours for each month or fraction of a month of employment. Regular part-time employees will earn sick leave on a proportionate basis. Sick leave will terminate on the employee's last physical day on the job.
An employee who is on leave on the first day of a month may not use the sick leave accrued for that month until after the employee returns to duty. Regular employees will be entitled to use sick leave subject to the following conditions:
- When sickness, injury, or pregnancy prevents an employee's performance of duty, or
- When the employee is needed to take care for and assist a member of his/her immediate family who is ill.
Eligible Immediate Family Members
For purposes of sick leave, eligible family members include:
- Individuals who reside in the employee's household and are related by kinship, adoption, or marriage;
- Foster children who reside in the employee's household and are under the conservatorship of the Texas Department of Protective and Regulatory Services;
- Minor children, whether living or not living in the employee's household; and
- A child for whom the employee is legal guardian by court appointment.
An employee's use of sick leave to care for and assist family members not described below is strictly limited to the time necessary to provide care and assistance to a spouse, child, or parent of the employee who needs the care and assistance as a direct result of a documented medical condition.
- An employee who must be absent from duty because of sickness, injury, or pregnancy must notify his/her supervisor at the earliest practicable time and in accordance with departmental call-in procedures.
- To be eligible for use of sick leave during a continuous period of more than 3 working days, the employee must provide to his/her supervisor a statement from a health care provider that shows the cause or nature of the condition. In addition, if the employee meets the eligibility requirements for FMLA, the employee must comply with FMLA procedures set forth by the university.
- An employee should make a reasonable effort to schedule health care provider appointments to minimize disruptions to the department's operations and should notify his/her supervisor as soon as possible after the appointment is made.
- Employees are required to report hours worked and leave used in order to meet payroll processing deadlines.
- When an official holiday occurs during a paid sick leave, the holiday will not be charged against sick leave if the employee is eligible for holiday pay in accordance with TTU OP 70.42 Holidays.