This Paid Sick Leave Policy provides a means for eligible full-time faculty members to receive salary continuation as outlined below when unable to work due to their bona fide non-occupational illness or injury. Earned paid sick days may also be used by a faculty member who is unable to work due to her pregnancy and/or following childbirth.
Full-time faculty members, including full-time visiting faculty on a greater than one-year appointment, are eligible for sick leave, with salary continuation, as outlined below.
Beginning with the first year of employment, a full-time faculty member is eligible for sick leave, with continuation of base salary, based on length of full-time Franklin & Marshall service, according to the following schedule:
|Years of Full-time Service||Leave at Full Base Salary|
|less than 1 year||4 weeks (20 working days)|
|1 but less than 2 years||8 weeks (40 working days)|
|2 but less than 4 years||10 weeks (50 working days)|
|4 but less than 6 years||16 weeks (80 working days)|
|6 but less than 8 years||21 weeks (105 working days)|
|8 years or more||26 weeks (130 working days)|
When a faculty member has exhausted all his/her paid sick days, eligibility for days will be restored, after the faculty member returns to work, at the rate of 30 days of paid leave, at regular base salary, per fiscal year beginning the next July 1.
The maximum number of paid sick days which may be accumulated is 130 or the equivalent of 6 months.
For purposes of this Paid Sick Leave Policy, a faculty member will be considered to have a covered medical condition if he/she is under the direct care and treatment of a licensed health care provider who certifies that the individual is unable to perform the essential functions of his/her job, or an alternate position the College offers which the individual is otherwise capable of performing, due to non-occupational illness or injury including physical or mental impairment.
Paid sick leave benefits will not be provided due to elective procedures, such as cosmetic surgery, that are not intended to diagnose, treat, or correct a physical or mental impairment.
Applying for Paid Sick Leave
The faculty member and/or the treating health care provider may be asked to provide additional information necessary to determine eligibility for paid sick leave. The College reserves the right to require a faculty member to undergo an independent medical examination and/or to obtain a second opinion, at the College's expense, as a part of the process of evaluating a claim for benefits.
In order to continue to be eligible for paid sick leave, a faculty member may be asked periodically to submit an updated Certification of Physician or Health Care Practitioner form to Human Resources. The College may also require the faculty member to undergo an independent medical evaluation, at the College's expense, to verify his/her continuing inability to work. If the employee does not submit the form or does not undergo an independent medical evaluation as requested by Human Resources, salary continuation may be terminated until appropriate documentation is received.
All medical information that a faculty member and his/her health care provider supply to support the claim for paid sick leave will be kept in the faculty member's confidential medical file. Only those with a business need-to-know will receive information regarding an employee's absence.
Time away from work will be designated as Family & Medical Leave (F&ML) if the faculty member qualifies for such leave based on the College's Family & Medical Leave Policy ( www.fandm.edu/college-policies/article/family-and-medical-leave-policy ). If a faculty member qualifies for both paid sick leave and F&ML, the two benefits will run concurrently. If paid sick leave is exhausted, the faculty member may qualify for additional unpaid time off work per the Family & Medical Leave Policy. Human Resources will supply information and forms necessary to apply for Family & Medical Leave, if applicable.
A full-time faculty member on an approved paid sick / medical leave for a covered medical condition will receive his/her regular base salary according to the schedule above. A full-time faculty member on approved paid sick leave will continue to be eligible for coverage under the College's fringe benefit plans, providing any applicable employee premiums are paid on a timely basis. Active employee premiums for health insurance coverage will be deducted from the faculty member's pay on a monthly basis.
Before a faculty member returns to work from a period of extended sick leave (more than 12 work days), he/she must provide a written statement to Human Resources from his/her attending health care provider, on a form approved by Human Resources (“Return to Work Certification”) which includes:
Such documentation is also required from faculty returning from medical leave designated as Family & Medical Leave.
The College may require a second medical opinion, at its expense, to help assure an individual will be able to safely and effectively perform all the essential functions of his/her position following leave. The faculty member will be required to provide the results of the second medical opinion to Human Resources prior to returning to work.
If a faculty member does not return to work following paid extended sick leave, the last day of approved paid extended sick leave will be considered the individual's termination date, unless the employee qualifies for additional leave under the Family & Medical Leave Act.
A full-time member of the faculty may request to use up to 12 paid sick days per fiscal year from his/her allotment of paid sick leave, in order to:
For purposes of this policy, “eligible family members” include the faculty member's spouse or same-sex domestic partner; children and step or foster children who are under age 18; mother, father, step or foster parent; mother-in-law, and father-in-law. Other family members, such as a sibling or grandchild, may be considered “eligible” if the faculty member must provide care for that family member on a regular basis (i.e. the family member resides with the faculty member or the faculty member serves as the regular caregiver to the family member).
This policy may be modified or revoked at the sole discretion of the College.
Policy Maintained by: Human Resources, Director
Last Reviewed: May 8, 2013