3.3.11 - Sick Time Benefit

Last updated on March 30, 2023

POLICY:  Spoon River College provides eligible employees paid sick leave.

SCOPE:

This policy applies to all eligible employees including the following:

• Full-time administrators and full-time professional support receive sick time as follows:
  

  Fifteen (15) days per year (105 hours)

  Can accumulate to 360 days

• Full-time classified receive sick time as follows:
  

  Fifteen (15) days per year (105 hours)

  Can accumulate to 360 days

• Full-time faculty receive sick time as follows:
  

  Fifteen (15) days per year (105 hours)

  Can accumulate to 360 days

DETAILS:

1. The sick leave year for administrators, professional support, and classified is concurrent with the College’s fiscal year (July 1 – June 30).
2. The sick leave year for faculty is concurrent with the College’s academic year.
3. Sick leave may not be taken until it is earned.
4. Sick time pay must be appropriately reflected on the employee’s electronic timecard.
5. Sick time pay is not considered as time worked for the purpose of overtime calculations.
6. Sick time pay is computed at individual employee’s base rate of pay.
7. Employee must contact his/her immediate supervisor to report the absence. The process/method of reporting an absence (example:  email or telephone) is determined by the supervisor and communicated to all direct reports.  If the immediate supervisor is absent, the employee may contact the next level supervisor or the Human Resources Office.
8. Sick leave covers incapacity due to illness, injury, pregnancy, childbirth, doctors’ appointments, personal care of family member (as defined by Illinois Sick Leave Act), or quarantine to home, of the employee and any member of the family as identified below. Members of the family are defined as:
   • Spouse;
   • Child (birth, adoptive, foster child, step-child);
   • Parents (birth, adoptive, foster parents, step-parents, or an adult who stood in loco parentis to the employee during childhood));
   • Sibling (birth or adoptive, foster sibling or step-sibling);
   • In-laws, (mother, father, son, daughter, brother, sister);
   • Grandparents;
   • Grandchildren;
   • Roommate;
   • Or the relationship to such individual creates an expectation that the employee would care for the person in said situation.

   Should serious illness or hospital confinement befall an employee’s aunt, uncle, niece or nephew, sick leave may be used.

9. Pursuant to the Emergency Child Care Leave, If an employee has exhausted all vacation or paid time off and an employee’s child is subject to a school or daycare closure, sick leave should be used.
10. If deemed necessary, an attending physician’s certificate may be required at the discretion of the College to verify a lengthy, unusual or frequent absence. Excessive or unauthorized absences may result in disciplinary action.
11. If an emergency closure occurs during any period of sick leave used by an employee, sick time will not be charged against the employee.