LEAVES OF ABSENCE WITH PAY
Following completion of one (1) month of continuous service, a full-time employee shall accrue eight (8) hours of credit for sick leave with pay. Thereafter, for each additional month of service, eight (8) hours of credit for sick leave with pay shall be accrued.
Each full-time employee shall be considered to work not more than forty (40) hours each week. Employees who are appointed less than full-time shall accrue credit for sick leave with pay on a pro rata basis.
Sick leave may be accumulated without limits, and no additional sick leave with pay beyond that accumulated shall be granted except as provided for in Provision 14.7.
An employee shall be responsible for reporting an absence to the appropriate administrator as soon as possible in compliance with SFSU Head Start Program policies.
An employee shall be responsible for completing and signing the absence form and returning the absence form to the appropriate administrator upon reporting to work.
An employee may be required to provide a physician's statement or other appropriate verification for absences after three (3) consecutive days charged to sick leave. An employee shall not normally be required to provide such a statement or verification for an absence of three (3) consecutive days or less charged to sick leave.
Catastrophic Leave Donation Program
Any CSU employee who accrues vacation or sick leave credits may voluntarily donate either of those credits to any other CSU employee on the same campus, if the recipient employee has exhausted all accrued leave credits, i.e., sick leave, vacation and CTO, due to a catastrophic illness or injury. Catastrophic illness or injury is an illness or injury that has totally incapacitated the employee from work.
The following provisions shall apply:
- An employee, his/her representative or the employee's family member must request the employee's participation and provide appropriate verification of illness or injury as determined by the campus President. The President shall then determine the employee's eligibility to receive donations based upon the definition provided above.
- An incapacitated employee may elect to defer a request to participate during a period of Industrial Disability Leave eligibility.
- Employees may donate a maximum of forty (40) hours leave credits per fiscal year in increments of one hour or more. Donations are irrevocable.
- Donated leave credits may be used to supplement Industrial Disability Leave, Non-Industrial Disability Leave or Temporary Disability payments from the State Compensation Insurance Fund upon application for these benefit(s) by an eligible employee. The total amount of leave credits donated and used may not exceed an amount sufficient to ensure the continuance of the employee's regular monthly rate of compensation.
- The total donated leave credits shall normally not exceed an amount necessary to continue the employee for three (3) calendar months calculated from the first day of catastrophic leave. The President may approve an additional three-month period in exceptional cases. The leave should not be deemed donated until actually transferred by the campus record keeper to the record of the employee receiving leave credits.
- For employees whose appointments have not been renewed, donated time may not be used beyond the employee 's appointment expiration date in effect at the beginning of the disability.
- Only vacation and sick leave credits may be donated.
- Donated leave credits may not be used to receive service credit following a service or disability retirement .
- Any CSU union may solicit leave donations from bargaining unit employees for direct transfer to employees eligible to receive such leave credits.
- Catastrophic illness or injury may also include an incapacitated member of the employee's immediate family if this results in the employee being required to take time off for an extended period of time in order to care for the family member and the employee has exhausted both all of his/her accrued vacation credits and all of his/her accrued sick leave credits which may be used for family care in accordance with the appropriate collective bargaining agreement. Only donated vacation credits may be used for such family care catastrophic leave. Immediate family member shall be defined in accordance with the definition contained in the sick leave provisions of the collective bargaining agreement covering the recipient employee.
- The provisions of this program shall be subject to the grievance procedure contained in the collective bargaining agreement covering the grieving employee
Absences Chargeable to Sick Leave
The appropriate administrator may authorize sick leave only when an employee is absent because of:
- illnesses, injury, or disability related to pregnancy;
- exposure to contagious disease;
- dental, eye, other physical or medical examinations or treatments by a licensed practitioner;
- emergency family care due to illness or injury in the immediate family. Up to five (5) days of accrued sick leave credit may be used for emergency family care during any one (1) calendar year. The appropriate administrator may authorize an additional five (5) days of accrued sick leave credit for family emergency care during one (1) calendar year.
An employee may request the use of accrued sick leave credit for emergency family care beyond the maximum set forth above. Such requests must be accompanied by a physician's statement of need, or other appropriate verification.
- death of a person in the immediate family.
Upon written request, the appropriate administrator may authorize the use of accrued sick leave for funeral leave.
The granting or denial of such additional use of sick leave in provisions 14.8 (d) and (e) shall be the prerogative of the appropriate administrator and shall not be subject to Article 7, Grievance Procedure, of this Agreement.
The term “immediate family” as used in this article shall refer to the employee’s spouse, domestic partner, and the employee’s or his/her spouse’s parent, grandparent, grandchild, son, son-in-law, daughter, daughter-in-law, brother, sister or any relative living in the immediate household of the employee.
The Program Head or designee may direct an employee to take sick leave if he/she determines that the employee has restricted ability to carry out the duties assigned due to illness.
An employee may be required to undergo a medical examination as directed by the Program Head to ascertain the employee's ability to perform required duties. Such an examination will be by a physician selected by the employer. The Program shall bear the costs of such medical examination.
In cases where an employee has a written full medical release without restriction to return to work and the appropriate administrator believes that the employee is unable to perform the duties of the position, the appropriate administrator shall consult with Human Resources. If the employee is unable to be at work while the decision is being reviewed, the employee must be placed on paid administrative leave.
Under no circumstances may an employee be granted sick leave for days during layoff periods or during a leave of absence without pay. An employee may not be granted sick leave during periods when the Head Start Program or location is closed.
A female employee on maternity leave pursuant to Article 15, Leaves of Absence Without Pay, shall be entitled to use earned sick leave for the period of time covering date of childbirth and immediate physical recovery there from. Earned sick leave shall be charged for workdays in such a period of time. Normally, fifteen (15) days of earned sick leave may be charged. A physician's verification of disability shall be required for the use of earned sick leave in excess of fifteen (15) days, pursuant to this provision.
The Program Head may authorize unpaid sick leave or the use of vacation for an employee who has exhausted accumulated sick leave.
For each death of an immediate family member as defined in Provision 14.9, upon request to the appropriate administrator, the employee shall be granted two (2) days leave with pay for local funeral and three (3) days funeral leave for travel over 500 miles for the funeral or burial.
A leave granted in accordance with Provision 14.14 may be supplemented in accordance with sick leave provisions of this Article.
Employees who serve on jury shall receive their salary, except that any employee who serves on jury duty in a federal court shall receive their regular salary only if all amounts received from the federal court are remitted to the CSU. Payment for travel expenses and subsistence received by the employee need not be remitted. Payment shall only be made for those days the employee was required to be at the court for jury duty.
An hourly employee shall be eligible for time off with pay for jury duty only for those hours scheduled to work.
Once an employee receives initial notification of jury duty, the appropriate administrator must be notified.
The employee is required to notify the appropriate administrator in writing prior to taking leave for jury duty. Verification of actual service for jury duty shall be provided by the employee when requested by the appropriate administrator.
Leave to Vote
An employee who would otherwise be unable to vote outside of his/her regular working hours may be granted up to two (2) hours of work time without loss of pay to vote at a general, direct primary, or presidential primary election.
An employee shall be required to request such leave time from the appropriate administrator at least two working days prior to the election.
Absence as a Witness
Employees serving as court-subpoenaed witnesses or expert witnesses in the interest of the CSU shall seek the payment of witness fees. Whenever possible, employees shall confer with the attorney requesting their appearance to determine whether certified copies of appropriate documents would be suitable and would eliminate the need for a court appearance.
An employee who is absent as a court-subpoenaed witness or expert witness in the interest of the CSU shall be paid the normal salary for the corresponding period of absence. No portion of the employee's salary shall be forfeited as the result of such an appearance; however, all court fees (except personal travel and/or subsistence payments) shall be remitted to the CSU. If an exceptional circumstance occurs such that the employee does not remit such fees, an amount equal to the fees shall be deducted from the employee's salary. No vacation or compensatory time off (CTO) shall be used in such cases.
An employee who receives court fees in excess of regular earnings may keep the excess and need remit only an amount equal to the compensation paid the employee while on leave. If the employee chooses to retain the entire fee, then the time taken off shall be charged as vacation or CTO, and if no vacation time or CTO is available, the employee shall be docked for the period of absence.
Any employee serving as a court-subpoenaed witness on a holiday or while on vacation or on compensatory time off (CTO) shall serve on their own time.
Any employee who is a party to a suit or an expert witness not serving in the interest of the CSU shall appear on their own time. The employee shall be charged vacation or CTO, and if no vacation time or CTO is available, the employee shall be docked for the period of absence.
Emergency military leave, temporary military leave, and indefinite military leave shall be granted to eligible employees in accordance with state and federal law.
Supplement to Industrial Disability Leave (IDL)
Upon written notification to Program Human Resources, an eligible employee may elect to supplement IDL payments with charges to accrued sick leave. Such an election shall be made no later than fifteen (15) days after the report of the injury for which the IDL is being paid.
Such supplement shall continue until the employee has exhausted accrued sick leave or until the employee provides to the CSU written notification to discontinue the supplement. Such a notice shall be provided fifteen (15) days prior to the effective date of such a discontinuation.
Such a supplement to IDL payments shall not result in the employee receiving a payment in excess of his/her regular salary or wage.
All payments received by an employee while on IDL shall be subject to mandatory and authorized voluntary deductions.
Maternity/paternity/adoption leave shall refer to a leave for the purpose of a parent preparing for the arrival and care of a new infant.
An employee shall be entitled to up to thirty (30) calendar days of maternity/paternity/adoption leave subject to the requirements of Provision 15.12, with pay, which shall commence within sixty (60) days of the arrival of a new child. Such leave shall be taken consecutively, unless mutually agreed otherwise by the employee and the appropriate administrator. Maternity, paternity, adoption leave is normally taken in daily increments. Such leave shall be in addition to available sick leave and to available vacation. Paid maternity/paternity/adoption leave runs concurrently with any other related leaves for which the employee is eligible.