Loyola University Chicago

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Loyola University Chicago

Human Resources

Sick Leave

POLICY

The University provides paid sick leave allotment for regular full-time and part-time staff employees who are scheduled to work at least 20 hours per week.

PURPOSE

The sick leave policy is designed to provide income protection for employees’ illness or non-occupational injury when they are temporarily absent from work.

APPLICABILITY

This policy applies to regular employees of Loyola University Chicago (LUC) who are scheduled to work at least twenty (20) hours per week ) and are primarily located at the Lakeside campuses; and LUC employees who are primarily located at the Maywood campus (e.g. University – Health Sciences Division [SSOM & NSON] or Credit Union, etc.) Staff employees who are paid monthly are not covered by this policy.

INFORMATION/GUIDELINES

The amount of leave varies according the employee classification:

Faculty and University Administrators

Full-time benefits-eligible Faculty and University Administrators who have completed six months of employment receive 100% of pre-disability earnings during the first 14 weeks of any illness or disability when prevents them from working.  Weeks 15 through 26 are paid at 80% of pre-disability earnings.

Long-Term Disability:  Upon hire, full-time benefits-eligible Faculty and University Administrators are eligible for 66 2/3% of pre-disability earnings after 180 calendar days of any illness or disability which prevents them from working.  Length of benefit varies.

 

Exempt Staff

Sick Leave:  Full-time benefits-eligible exempt staff will be allotted 10 days of sick leave at the beginning of the calendar year.  Exempt employees hired before June 1 will be allotted 10 days of sick leave upon completion of the 90-day review period; those hired after June 1 will receive five days of sick leave upon completion of the 90-day review period.  Maximum accrual is 60 days.

Short-Term Disability:  Full-time benefits-eligible exempt staff who have completed six months of employment receive 100% of pre-disability earnings for up to 12 weeks of any illness or disability when prevents them from working. 

Long-Term Disability:  Upon hire, full-time benefits-eligible exempt staff members are eligible for 66 2/3% of pre-disability earnings after 90 calendar days of any illness or disability which prevents them from working.  Length of benefit varies.

 

Non-Exempt/Professional Hourly Staff

Sick Leave:  Full-time benefits-eligible non-exempt and professional-hourly staff accrue sick leave each month from the date of hire at a rate of 10 days per calendar year.  Those that are newly hired my use sick leave after the 90-day review period.  Maximum accrual is 60 days.

Short-Term Disability:  Full-time benefits-eligible non-exempt and professional-hourly staff who have completed six months of employment receive 100% of pre-disability earnings for up to 12 weeks of any illness or disability when prevents them from working. 

Long-Term Disability:  Upon hire, full-time benefits-eligible non-exempt and professional-hourly staff members are eligible for 66 2/3% of pre-disability earnings after 90 calendar days of any illness or disability which prevents them from working.  Length of benefit varies.

Regular Part-Time Employees

Regular, part-time non-exempt and professional-hourly employees accrue sick leave each month according to the following schedule:
Scheduled Hours
Per Week:

20 hours but less than
than 24 hous

24 hours but less
than 32 hours

32 hours but less
than full time

Days per year (and maximum accrual)

5 days (maximum
accrual 30 days

6 days (maximum
accrual 36 days)

7 days (maximum
accrual 42 days)

 

Exempt employees may take part of the workday off, with supervisory approval, for medical or dental appointments and be paid for the entire day. Full-time, non-exempt and professional hourly employees may take up to eight hours per calendar year (in increments approved by the supervisor) for such appointments with no deductions from their sick leave bank.

Payment for sick leave is authorized by the supervisor and, at the supervisor's discretion, verification of the employee's illness may be requested. In case of absence for three or more consecutive workdays, an employee should submit a physician's note to the supervisor as soon as possible (but no later than ten days) estimating the period of disability. Additional time off may be counted as leave authorized by the Family and Medical Leave Act (FMLA).

When an employee below the level of Administrative Department Head retires and is at least 62 years of age with ten or more years of service, he/she will be paid accumulated sick leave up to a maximum of sixty days.



Loyola

Office of Human Resources
820 N. Michigan Ave., Chicago, IL 60611
312.915.6175 ยท hr-wtc@luc.edu

Notice of Non-discriminatory Policy