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EMPLOYER provides paid sick leave to employees to use for medical-related reasons and complies with all state and local paid sick leave laws. This policy addresses how employees earn and can use sick leave for medical-related reasons.
All employees are eligible for paid sick leave to use for medical-related reasons.
REASONS FOR SICK LEAVE
Employees can take sick leave for medical-related reasons such as: employees' own incapacitating illness or injury; care for employees' spouse, child, or parent who is sick or seriously ill; or for medical treatment. Employees also can take sick leave for visits to health-care providers, such as doctors, dentists, or psychiatrists.
Employees can take sick leave for their spouse or for their biological children; adopted children, foster children, and stepchildren; legal wards; or children for whom employees have day-to-day responsibilities to care for or financially support (for example, a person who provides day-to-day financial support for an adopted child or a grandparent who daily cares for a grandchild). Employees also can take sick leave for their biological, adoptive, step, or foster father or mother, or for any person who had day-to-day responsibilities or provided financial support for them as children.
Employees might be eligible for leave under the Family and Medical Leave Act if they need to take leave for the birth of a child (or adoption or placement of a child); because of their own or certain family members' serious health conditions; or to care for a servicemember who becomes seriously ill or injured while serving in the U.S. Armed Forces.
AMOUNT OF SICK LEAVE
Full-time employees earn sick leave at the rate of one day every month. Part-time employees earn sick leave on a prorated basis. Sick leave doesn't accrue during a month when employees are suspended for any length of time or aren't in pay status for five or more workdays. Employees can carry over up to 60 days of sick leave every calendar year.
REQUESTING SICK LEAVE
Employees who know in advance of the need for sick leave, such as for a planned doctor or dentist visit, must provide notice to their supervisors as soon as employees are aware that they need leave. If employees fail to provide such notice, they can be required to explain to their supervisors why the notice wasn't provided.
If employees can't provide advance notice of their need for leave because of a medical emergency or sudden illness or injury, they must notify their supervisors before the beginning of their work schedules or shifts, or as soon as practicable if they are already at the workplace.
Employees who are absent on sick leave for more than three days in a row must give EMPLOYER certification from their health-care provider of their inability to work due to health-related reasons within one business day of returning to work.
PAY AND BENEFITS DURING SICK LEAVE
Employee sick leave is considered paid leave.
Employees who are covered by EMPLOYER's short-term disability benefits program ordinarily are eligible for short-term disability benefits after five workdays of paid sick leave. For more information about these benefits, contact [indicate who handles short-term disability benefits].
VIOLATIONS OF EMPLOYER'S PAID SICK LEAVE POLICY
Employees who take sick leave without notice or don't use the time for intended purposes are regarded has having taken an unexcused absence and are subject discipline, up to termination, according to EMPLOYER's discipline policy.
EMPLOYER requires all new employees to undergo training on complying with EMPLOYER's paid sick leave policy. Thereafter, employees receive annual training on the policy.