Paid Sick, Family Care, and Bereavement Leave for Coaches

  • Sick leave is to be used for absences from work when an employee becomes too ill to work or must be absent for valid sick-related reasons. Sick leave can be requested and approved for absences related to an employee's own illness or injury as well as medical appointments, and may also be used for absences related to care for a family member and as bereavement leave for the death of a family member. 

    Earning Paid Sick Leave

    • Regular full-time coaches earn paid sick leave at a rate of 15 days for each 47-week service period. 
    • Part-time coaches earn paid sick leave on a pro-rated basis.
    • Coaches who have earned a minimum of 50 days of paid sick leave must contribute one day of sick leave per year to the APSCUF Sick Leave Bank.

    Using Paid Sick Leave

    • Requests to use paid sick leave must be made through Employee Self-Service (ESS).
    • Employees must have at least 30 calendar days of service before paid sick leave can be used.
    • Employees with less than one year of service may only request and be approved to use paid sick leave that has been earned as of the date of the absence.
    • Employees with more than one year of service may request and be approved to use sick leave that is expected to be earned in the current leave calendar year.
    • An eligible coach who has exhausted all accumulated, paid leave may submit a request to use days from the APSCUF Sick Leave Bank.

    Absences for the Employee's Own Illness or Injury — Sick Leave

    • A doctor's certificate is required for sick leave requests for three or more consecutive days. The doctor's certificate must be provided to the employee's supervisor prior to the supervisor approving the leave request and then forwarded to the Office of Human Resources to file in the employee's confidential medical file.
    • If the employee's absence due to illness or injury is expected to last two or more weeks, the absences must be approved as FMLA leave.

    Absences for a Family Member's Illness or Injury — Sick Family Leave

    • Up to five days of an employee's sick leave per leave calendar year may be used for absences to care for a qualifying family member.  If additional leave is needed beyond five days, the employee's absences must be approved as FMLA leave.
    • For sick leave requests to care for an immediate family member, an immediate family member is defined as the following persons: husband, wife, same-sex domestic partner, child, step-child, parent, brother or sister of the coach or child of a coach's same-sex domestic partner.

    Absences for the Death of a Family Member — Sick Bereavement Leave

    • Up to five days of sick leave may also be used as bereavement leave for absences related to the death of an immediate family member, dependent upon the family member's relationship to the employee.
    • Up to five days of sick leave may be used for the death of a spouse, domestic partner, parent, step-parent, child, or step-child.
    • Up to three days of sick leave may be used for the death of a brother, sister, grandparent, step-grandparent, grandchild, step-grandchild, brother-in-law, sister-in-law, son-in-law, daughter-in-law, parent-in-law, grandparent-in-law, aunt, uncle or any relative residing in the coach's household. For absences that exceed the limits above, an employee may request to use annual, personal or unpaid leave subject to management's approval.

    Carry-Over and Payment of Unused Paid Sick Leave

    • Unused sick leave may be carried over from one leave calendar year to the next up to a maximum 300 days.
    • A portion of unused sick leave is only payable upon an employee's retirement from the university and only if certain age and service criteria are met. Employees who resign from employment or are otherwise separated are not eligible to receive a payout for unused sick leave.

    Additional Information on Paid Sick Leave