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In order to provide protection against worry and financial problems when an employee is ill, or the employee's presence is needed for the care of a family member, paid medical/family days accumulate at the rate of one day per month of service to a maximum of 130 working days.
A regular employee working less than full-time or an academic year schedule is eligible for medical/family days on a prorated basis. A new employee hired on or before the 15th of the month will be given credit for a month's service in computing paid medical/family days. Exempt employees are expected to calculate and track their own time along with their supervisor. Forms for tracking time used are available through the employee's supervisor and/or the Office of Human Resources.
If an employee uses some or all of his or her paid medical/family days during a fiscal year, he or she must accrue new medical/family days to replace those used. The College reserves the right to require the employee to obtain a statement from his or her physician, or to ask for a physical examination by a College-designated physician, prior to the employee's return to work.
Department heads are responsible for the administration of the medical/family day policy. Employees who are absent due to their own illness or that of a family member for five or more consecutive work days are required to submit a physician's certification upon request. Patterns of absence that indicate abuse of the policy can be reason for requiring a second medical opinion at College expense, requiring a medical certification for each absence and/or for taking disciplinary action. Extended absence due to illness and/or inability to meet the requirements of the job can be reason to initiate application for disability benefits or prompt other action as deemed necessary by the department and/or the College.
Unused accumulated medical/family days are not paid at the time of separation and are not restored at the time of re-employment.
Medical/family days may be used for the employee's illness, illness of a family member, birth or adoption of a child, physician's appointment, or to supplement Short Term Disability (STD). Family members for the purpose of medical/family leave usage include spouse/domestic partner, child, parent or other family member for whom the employee is the primary caregiver. If possible, the use of medical/family days for foreseeable absences should be arranged in advance for Family Medical Leave Act (FMLA) record keeping.