CCRI provides paid sick leave benefits to all eligible employees. An employee is entitled to sick leave in accordance with the provisions of his/her collective bargaining agreement. Employees who are unable to report to work should notify their direct supervisor before the scheduled start of their workday if possible.
Administration may require a physician’s certificate, health care provider’s certificate or other satisfactory evidence for each sick leave with or without pay covering an absence of three (3) or more consecutive work days, excessive absenteeism or patterned absenteeism.
In accordance with the ESPA collective bargaining agreement, for each discharge of leave of three (3) to less than five (5) consecutive days, the employee’s appointing authority shall require, and the employee shall provide, a properly completed Employee Certification of Necessary Absence Form (Affidavit).
For each discharge of leave of five (5) or more consecutive days, the employee’s appointing authority shall require, and the employee shall provide properly completed employee and physician portions of the appropriate United States Department of Labor form (currently WH 380-E, WH 380-F, WH-384 or WH-385). These forms can be found on the Department of Labors web site at http://www.dol.gov/whd/forms/
Prior to any Non-Classified or Classified employee returning to work from a significant absence due to a medical situation that lasts 10 or more working days, the employee must submit a document from the physician to Human Resources, releasing the employee to return to work. The physician’s document must indicate the date that the employee may return to work and describe what restrictions, if any, there will be regarding the duties normally assigned to the employee. This will enable the College to accommodate the needs of the returning staff member and, at the same time, avoid any potential liability that might arise because of the lack of necessary information.
Sick leave is accrued on a biweekly pay period basis throughout the calendar year. The collective bargaining agreement or the Board of Education Personnel Policy Manual determines the accrual rate.
The collective bargaining agreement outlines the maximum accrual. At year end, only the maximum accrual may be carried forward; and any remaining balance will be forfeited.
Unused sick leave benefits are only paid to employees (or their families) in cases of retirement or death in accordance with the prescribed formula (see collective bargaining agreement).