Expanded Sick Time Policy Announced
Yale is pleased to announce an expansion of the sick time policy that allows staff to use accrued sick time for the care of an eligible family member. Until now, caring for ill children or parents required that a staff member use his or her personal or vacation time that had been accumulated through the University’s paid time off benefits.
Eligible family members are defined as: child, spouse, parent, parent-in law and same sex domestic partner. Sick time may be used for those family members in the following circumstances:
The care of an eligible family member who is ill or injured
Accompanying an eligible family member to a medical or dental procedure or checkup related to illness or injury
Attending to an eligible family member who is hospitalized
If the time off is for the care of a family member with a serious health condition, such absence may be covered under provisions of the CT Family and Medical Leave Act (FMLA). Please contact your human resource generalist for further information about the use of the Family and Medical Leave Act (FMLA).
Some FAQ’s about the use of the expanded sick time policy:
1. Q.Am I required to use sick time for the illness of family members or may I continue to use my personal and vacation time?
3. Q. As a supervisor, how do I handle the situation if I am concerned that an employee is abusing the extended family sick time policy?
A. No, you are not required to use sick time for family illness. Many employees choose to save or "bank" their sick time in case they have a major illness. The University's Long-term Disability Plan does not pay benefits until you have been out of work for six months. Others may choose to save their sick time for pregnancy disability or child rearing leave.
2. Q. Can I get my personal or vacation time previously used to care for ill family members re-credited as sick time?
A. No. The policy is not retroactive; it takes effect November 1, 2005 and pertains to the usage of accrued sick time going forward.
A. You would handle it in the same way as other concerns about an abuse of sick time. Alert the person that in the future, a note from a health care provider would be required.
4. Q. As a supervisor, how do I manage this new policy with my staff?
A. We suggest that you set up a meeting with your staff members to discuss how this new policy will work with your existing departmental policy for notification of the need for unscheduled time off. For example, if your departmental policy is that staff are required to call in at least an hour before their scheduled shift, and to leave a message on your voice mail indicating that they are ill and cannot come to work, you would require them to use the same procedure if they have to take their sick child to the doctor.
5. Q. I am a supervisor. Under what conditions can I request confirmation of a personal illness, injury, or medical/dental appointment, or the need for family care, under the use of “family sick time?”
A. A supervisor may require confirmation of a personal illness, injury, or medical/dental appointment, or the need for family care, through a licensed provider’s statement, when any of the following apply:
- An employee has been absent on three or more consecutive days
- The employee has a pattern of absenteeism
- The employee has received prior disciplinary action for absenteeism during the prior twelve months
- The supervisor has substantial cause to believe that the claim is false