RVU provides paid sick leave to all eligible employees for periods of temporary absence as explained below.
- Accrual
- Full-time employees who work thirty (30) or more hours per week accrue 3.69 hours of sick leave per pay period up to a maximum of 480 hours.
- Part-time employees who work twenty (20) to twenty-nine (29) hours per week accrue 1.84 hours per pay period up to a maximum of 240 hours.
- Part-time employees who work less than twenty (20) hours per week accrue 1 hour for every 30 hours worked up to a maximum of 48 hours.
Employees begin accruing sick time upon hire and may begin using their sick leave as it is accrued. Unused sick hours are carried over from year to year up to the maximum allowed. Employees will not accrue additional sick time until their balance falls below the maximum accrual.
Should an employee’s hours change from full-time to part-time, or part-time to full-time, their maximum accrual will also be modified according to the number of hours they are expected to work.
- Using Sick Leave
Paid sick leave may be used if an employee:- has a mental or physical illness, injury, or health condition that prevents them from working.
- needs to obtain medical care, or a medical diagnosis, care, or treatment, of any mental or physical illness, injury, or health condition.
- needs to care for a family member who has a mental or physical illness, injury, or health condition.
- or the employee’s family member has been a victim of domestic abuse, sexual assault, or criminal harassment, and needs leave for related medical attention, mental health care or other counseling, victim services (including legal services), or relocation; or
- is unable to work due to a public health emergency and a public official closed either (A) the employee’s place of business, or (B) the school or place of care of the employee’s child, requiring the employee’s absence from work to care for the child.
Paid sick leave may be used in one-hour increments. Employees who cannot come to work because of an illness, injury, or medical care for self or family members, are required to notify their manager each day of their absence before the beginning of their shift. In the event an employee is absent four (4) or more consecutive days, medical or legal certification is required. This certification must be submitted to Human Resources, include the reason an employee was unable to work, and provide the beginning and expected ending dates of the restriction.
RVU does not retaliate against an employee for requesting or using paid sick leave.
- Sick Pay
Sick leave will be calculated based on the employee’s base pay rate at the time of absence. Sick leave hours do not count as hours worked for the purpose of calculating overtime.
Sick leave is intended solely to provide income protection in the event of illness, injury, medical care, domestic violence, or emergency closure and may not be used for any other absence.
Unused sick leave benefits will not be paid to employees if their work hours are reduced while they are employed, or upon the termination of employment.
Additional rules may apply in the case of a public health emergency.
CO employees see State supplement.