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You can receive paid sick leave if you are appointed to work at least 20 hours per week for at least 4.5 months. Students who are in positions where student status is a requirement don't earn sick leave.
You get sick leave credit on your first day of employment and on the first day of every month after. If you're on any type of paid leave on the first the month, you will receive credit for that month, but you can't use it until you return to work.
If you work full-time, you earn eight hours of sick leave for each month or fraction of a month. If you are part-time, you earn sick leave in proportion to your appointment. The amount of sick leave is determined by the percent time of your appointment on the first day of each month.
Using Sick Leave
You can use your sick leave after you have reported to work on your first day of employment. Tell your manager you are using it as soon as possible on the first day you're out. Be careful when using your sick leave so you will have enough stored up to cover any future illnesses or injuries.
Unused sick leave carries forward into the next fiscal year. There isn't a limit to the number of hours you can carry from year to year.
When to use sick leave
- for your own medical condition
- an absence required for medical, dental or visual exams or treatment
- physical therapy
- laboratory work or tests ordered by a licensed practitioner
- school-sponsored educational activities, such as a parent-teacher conference, tutoring, a volunteer program, a field trip, a classroom program, a school committee meeting, an academic competition, or an athletic, music or theater program, up to 8 hours per fiscal year
- When you must provide care to the following people because of sickness, injury or confinement due to pregnancy:
- your spouse
- your child
- your parent
- another immediate family member who lives in your household and is related by kinship, adoption or marriage
- a foster child who is certified by the Texas Department of Child Protective and Regulatory Services
- for the adoption of a child under three years of age, up to six weeks after placement
Sick Leave due to Incapacity Related to Pregnancy and Delivery
The university does not have a separate maternity leave policy. An employee's incapacity due to pregnancy, for purposes of using sick leave, means an inability to perform duties caused or contributed to pregnancy, miscarriage, abortion, childbirth or recovery. The employee seeking to use sick leave to cover the incapacity must provide a licensed practitioner's certification that the incapacity causes the employee to be unable to work. This sick leave may be eligible for coverage under the Family and Medical Leave Act (FML) and if so, will run concurrently. Sick leave may not be used once an employee has recovered from the temporary incapacity related to pregnancy. Usually, what this means is that you may use sick leave for prenatal appointments, complications during pregnancy and after the birth of a baby for up to six weeks for vaginal delivery or up to eight weeks for cesarean delivery. If you have serious complications after delivery, then sick leave may be used for the time period to recover from those complications. If sick leave exhausts prior to your period of recovery from birth, you may be eligible to continue on leave using unpaid FML or Parental Leave, as applicable.
Return to Work Certification
When an absence from work is caused by your own medical condition, a return to work certification is required and should be submitted to your supervisor when you are out for more than three consecutive days. You should submit the certification either before or on your return to work date. A Return to Work Release form is available to help you meet the certification requirements when the condition is your own. The form is designed to protect an employee's privacy and to help document for your department's consideration any relevant work limitations, if any. If an alternate return to work certification form is used, e.g. a doctor's note, please instruct your doctor not to include a diagnosis or treatment information. For absences less than 3 consecutive days, your manager may request a return to work certification but it is not required. In some situations, instead of a return to work certification, your supervisor may allow you to provide a written statement of the facts that includes the dates of your incapacity due to illness or injury. You do not need to disclose your diagnosis to your supervisor.
When an absence from work is to care for a family member as defined in the Sick Leave Policy, a certification from a licensed practitioner is required and should be submitted to your supervisor when you are out for more than three consecutive days. You should submit the certification either before or on your return to work date. Absences lasting longer than three days or are expected to happen on an intermittent basis for the same reason over a period of time may also be eligible for coverage under the Family and Medical Leave Act (FML). For absences less than 3 consecutive days, your manager may request a return to work certification but it is not required. In some situations, instead of a return to work certification, your supervisor may allow you to provide a written statement of the facts that includes the dates you were required to be absent. You do not need to disclose the diagnosis of your family member's condition to your supervisor.
When you leave the university
Sick leave is paid out only in the event of your death. If you had at least six months of continuous state service when you died, your estate will receive payment for half of your sick leave balance up to 336 hours.
If you're re-employed by another state agency within 12 months, your sick leave balance will be reinstated.
Your balance will also be reinstated if you take another job on campus, if it's a leave-eligible position with a break in service between 30 calendar days and 12 months. If you directly transfer, with no break in service, to another position on campus your sick leave will also transfer.