Sick leave is for use when an employee is physically incapacitated to do his or her job, or for such related reasons as exposure to a contagious disease that would endanger the health of co-workers, presence of contagious disease in an employee’s immediate family which requires his or her personal care, or for dental, optical, or medical examination or treatment.

(a) Earning Rates.

(1) Full-time Employee. Employees earn sick leave at the rate of 4 hours or Y2 workday for each full biweekly pay period. Sick leave is earned from the first pay period of employment.

(2) Part-time Employees. These employees earn sick leave at the rate described under the category 4 column of the pro rata table in this chapter.

(b) Maximum Accumulation. Unused sick leave is accumulated without limit.

(c) Granting. Sick leave is a right, provided the requirements of this subsection are met. ASPA officials have the authority and responsibility to determine that the nature of the employee’s illness was such as to incapacitate him or her for his or her job and that other reasons for which sick leave is granted are valid. It is mandatory that an employee ttlrnish documentary evidence in the form of a medical certificate for periods of sick leave in excess of 3 consecutive workdays. However, management may require that the employee furnish such certificate for sick leave involving any length of time. The employee who becomes ill is responsible for notifying his or her supervisor as soon as possible. Required medical certificates shall be submitted together with leave request forms and time sheets as specified by the above reference.

(d) Advances. An employee may draw upon anticipated sick leave credits if current credits become exhausted. The request shall be made to the Executive Director within these requirements and limitations:

(1) The advance will be made based upon anticipated accrual of credits up to 30 leave days. If the employee has a planned termination date which will affect the accrual, the number of days which can be advanced will be reduced accordingly.

(2) The advance will not be authorized automatically. The following factors will be considered prior to approval:

(A) Has the employee been wise and careful in the use of leave in the past?

(B) Does the doctor show the employee will be able to return to work in a reasonable time?

(C) Are the best interests of the agency and the employee served through this action?

(D) What are these special circumstances which warrant continuing this person’s pay on the chance he or she will return to work and earn the sick leave credit? Length of service, performance record, essential nature of services, and circumstances beyond their control should be cited (pregnancy cases do not generally qualify).

History: Rule 11-84, eff 19 Dec 84, (part).