periods of employment qualify for an additional one-half day accrual. There is no maximum limit on the amount of paid sick leave that can be accumulated by a regular full-time staff employee.
Paid sick leave continues to accumulate and accrue during periods of leave without pay including the period of payment under Worker's Compensation. Paid sick leave time is not considered as hours of work for the determination of a staff employee's eligibility for overtime pay for hours exceeding forty (40) in a single work week. Use of paid sick leave which occurs during a period the staff employee is on a scheduled paid vacation leave will be allowed as paid sick leave, instead of paid vacation leave, only if the staff employee provides written certification, signed by the attending physician, that confinement for illness was required.
The employee is responsible for notification to the immediate supervisor that time off is necessary due to illness under paid sick leave conditions. Certification of illness by the employee's physician is required if it is necessary for the employee to be off for illness longer than two (2) successive days. Employees must provide the supervisor with the certification of illness in writing within two (2) days of their return to work.
A supervisor may request certification of illness at any time if sick leave abuse is suspected.
The Leave Policy. An employee is eligible to take up to 12 weeks of unpaid family/medical leave within any 12-month period and be restored to the same or an equivalent position upon his/her return from leave provided the employee: (1) has worked for the University for at least 12 months, and for at least 1250 hours in the last 12 months; and (2) is employed at a worksite that has 50 or more employees within 75 miles. KSU calculates the 12 month period on a "rolling" basis, meaning the 12-month period is measured backward, from the date an employee last used any FMLA leave.
Reasons for Leave. An employee may take family/medical leave for any of the following reasons: (1) the birth of a son or daughter and in order to care for such son or daughter; (2) the placement of a son or daughter with for adoption or foster care and in order to care for the newly placed son or daughter; (3) to care for a spouse, son, daughter, or parent ("covered relation") with a serious health condition; or (4) because of a serious health condition which renders the employee unable to perform any of the essential functions of the position.
Leave because of reasons (1) or (2) must be completed within the 12-month period beginning on the date of birth or placement. In addition, spouses employed by the University who request leave because of reasons (1) or (2) or to care for an employee's parent with a serious health condition may only take a combined total of 12 weeks leave during any 12-month period.
Notice of Leave. If the need for family/medical leave is foreseeable, an employee must give the University at least 30 days prior written notice. If this is not possible, the