Earned Sick Leave Policy
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Paid Sick Leave may be used for any of the following circumstances:
For an employee’s need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency or when it has been determined by the health authorities having jurisdiction or by a health care provider that the employee’s or employee’s family member’s presence in the community would jeopardize the health of others because of the employee’s or family member’s exposure to a communicable disease.
a) Biological, adopted, or foster child, stepchild, legal ward, a child of a domestic
partner, or a child to whom the employee stands in loco parentis.
b) Biological parent, foster parent, stepparent, or adoptive parent or a legal guardian
of an employee, an employee’s spouse, domestic partner, or a person who stood in loco
parentis when the employee was a minor child.
c) A person to whom the employee is legally married under the laws of any state or
a domestic partner.
d) A grandparent.
e) A grandchild.
f) A biological, foster, or adopted sibling.
g) Any other individual related by blood or affinity whose close association with
the employee is the equivalent of a family relationship.
ESTA leave is limited to seventy-two hours per year. For purposes of this policy, a year will be defined as the twelve-month period consistent with an employee’s anniversary year of employment. Sick time will begin to accrue on the first day of employment, but cannot be accessed until after 120 days of employment. Employees will carry over unused sick leave at the end of their anniversary year of employment, but use is limited to seventy-two (72) hours per anniversary year. Any unused sick leave is forfeited and is not paid out when employment ends for any reason.
Upon rehire, the College shall reinstate any accrued but unused sick time that the former employee had at the time of leave if the employee is re-hired within two (2) months from the last day worked.
Employees must report their leave usage. Employees should follow their regular notification and call-in procedures to notify their immediate supervisor about their intent to use paid sick leave.
Paid sick leave must be taken in not less than one (1) hour intervals.
An employee is not required to provide the reason for the leave, nor to provide documentation (unless otherwise required by the FMLA) as proof or in support of the leave of three (3) consecutive days or less. After four (4) consecutive days or more, the College may require reasonable documentation to support the leave in a timely manner. Reasonable documentation of illness includes a note from a healthcare professional that indicates that the leave is necessary for a covered purpose. In the case of leave for violence, a police report, signed statement or court document indicating the reason for leave will be considered reasonable documentation. If documentation is required, the College shall pay any costs charged to the employee by the healthcare provider for providing the specific documentation. The employee shall provide documentation of the incurred costs.
If the use of leave is foreseeable, the employee should provide seven (7) days' notice to their immediate supervisor. If leave is unforeseeable, employees should notify their immediate supervisor as soon as practicable.
Failure to comply with the procedures herein may result in discipline, up to and including discharge.
Neither the College or any other person shall interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right protected under this policy, which is intended to confer the rights and benefits due under the Earned Sick Time Act (ESTA).
The College shall not take a retaliatory personnel action or discriminate against an employee because the employee has exercised a right protected under this policy and the Earned Sick Time Act.
For those employees who schedule their own hours, the College will not take adverse personnel action against individuals who do not schedule a minimum number of working hours.
“Retaliatory personnel action” could mean any of the following:
An employee affected by an alleged violation of the ESTA, at any time not later than 3 years after the alleged violation may file a claim with the:
Additional information is available from: State of Michigan, Labor & Economic Opportunity, Earned Sick Time Act (FAQ’s), State of Michigan's LARA Website and OCC Procedure to File a Complaint.
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