Sick Leave FAQ
- New Employee
- Current Employee
Let’s face it, we all get sick sometimes. The Office of Talent, Culture, and Engagement can help employees feel better by understanding Sick Leave: how much they have to work with, when to use it, why, and how.
Sick leave with pay may be taken when sickness, injury, or pregnancy and confinement prevent the employee's performance of duty or when the employee is needed to care and assist a member of the immediate family who is actually ill, who is living in the same household and is related by kinship, adoption, or marriage, including foster children certified by the Texas Department of Family and Protective Services (DFPS). An employee who is the father of a child may use his sick leave in conjunction with the child's birth, only if the child is actually ill; or to care for his spouse while she is recovering from labor at delivery. A Physician's statement is required, if absent more than three days. An employee may use sick leave in conjunction with FLMA for the adoption of a child under three years of age, regardless of whether or not the child is actually ill at the time of adoption.
Sick leave will be accrued at the rate of eight hours per month for full time employees. Part time regular employees will accrue a proportionate amount of sick leave based upon the percentage of employment. Employees shall receive their full sick leave entitlement for each month or partial month actually worked regardless of the date of employment or termination. There is no maximum amount of paid sick leave that may be accrued.
In the event of the death of an employee who has accrued sick leave balance, the estate will be paid for one half of the accrued sick leave balance or for three hundred thirty six hours of sick leave, whichever is less, provided the employee has had continuous employment with the university or an agency/institution of the State of Texas for at least six months. Employee Leave Services will prepare the voucher for the payment to the estate.