Sick Leave & FMLA
Based on the 2024–2029 Collective Bargaining Agreement
Sick Leave
Q: How do I earn sick leave?
Answer:
Sick leave accrues at 3.4 hours per pay period.
To earn sick leave in a pay period, you must work at least 70% of your available hours during that pay period.
Q: Is there a maximum sick leave bank?
Answer:
Yes. Sick leave may accumulate up to a maximum of 864 hours.
The Division Manager posts sick leave bank totals every six (6) months.
Q: When does sick leave pay begin?
Answer:
Sick leave is paid on the first scheduled day of absence if:
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You have at least 100 hours accumulated, or
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You are hospitalized on the first day of absence.
Otherwise, sick leave pay begins on the second scheduled day of absence.
Q: Can I use sick leave for a family member?
Answer:
Yes. Sick leave may be used for a serious illness of a spouse or child with proper physician certification.
Q: When am I required to provide a doctor’s note?
Answer:
A doctor’s statement is required:
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After three (3) or more consecutive days of absence, or
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Sooner if the Employer believes abuse may be occurring.
Failure to provide documentation may result in loss of pay and recovery of previously paid sick leave.
Q: How do I properly report a sick day?
Answer:
You must notify the Division Manager at least 30 minutes before your scheduled report time.
You must notify management each workday during your absence.
If you become sick during your shift, you must notify management immediately.
Failure to follow call-in procedures may result in discipline under the Miss Policy.
Sick/Elective Days
Q: How many sick/elective days do I receive?
Answer:
Through 2025, employees receive four (4) sick/elective days per calendar year.
Beginning in 2026, three (3) fixed sick/elective days are provided annually on:
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January 1
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May 1
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September 1
These days are not bankable and do not roll over.
Unused days are paid out by December 31, with payment issued within 60 days after January 1.
Q: Do sick/elective days count as an “instance” under the absenteeism policy?
Answer:
No. Sick/elective days are not charged as an instance of absence.
Q: Can I use a sick day before or after a holiday?
Answer:
Using a sick day immediately before, on, or after a holiday may result in loss of holiday pay unless proper physician documentation is provided upon return to work.
Q: Can I use a sick day to extend my vacation?
Answer:
No, unless:
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Pre-approved before vacation begins, or
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A physician statement is submitted immediately upon return.
Otherwise, it may be considered abuse.
FMLA (Family and Medical Leave Act)
Q: Does FMLA protect my job?
Answer:
Yes. FMLA provides protected leave for qualifying medical and family reasons, subject to eligibility requirements.
Q: Do I have to use paid leave while on FMLA?
Answer:
Yes. Paid leave (except vacation) must be exhausted during FMLA leave.
Sick/elective and floating personal leave days substitute for unpaid FMLA.
Paid FMLA time counts toward your annual FMLA allotment.
Q: Does FMLA excuse me from call-in requirements?
Answer:
No. You must still follow proper notification procedures while on FMLA leave.
Failure to follow call-in procedures may result in discipline under the Miss Policy.
Q: Does FMLA time count as an absence instance?
Answer:
FMLA leave is not charged as an absence under the absenteeism policy when properly designated and approved.
Disability Leave
Q: What happens if I am out long-term due to illness or injury?
Answer:
After 12 months of service:
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Short-term disability begins after seven (7) workdays off.
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Benefit: $60 per day.
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Duration: Up to 182 days (26 weeks).
If unable to return after 26 weeks, the employee may be placed inactive without pay for an additional 26 weeks.
After a total of 52 weeks, employment may be terminated if unable to return.
Important Notes
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Always follow call-in procedures.
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Maintain proper documentation for extended absences.
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Keep track of your sick leave bank.
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Refer to Article 16 and Article 17 for full details.