Negotiations: Article 28, Vacation and Sick Leave

AAUP-WSU wishes to change Article 28, Vacation and Sick Leave. Our Negotiating Team submitted the proposal below to the administration on February 1. Current language proposed for deletion is shown in the strikethrough format, and proposed new language is shown in the red underlined format. For comparison, you may wish to view the entire current CBA and this article in particular.

For more about bargaining now under way toward a successor of our current Collective Bargaining Agreement (CBA), please see our Negotiations page. There, you will find rosters of our Bargaining Council and Negotiating Team, a table showing the status of each article (those in the current CBA and new ones, too), and also reports about each negotiating session.

Thus far, no negotiations have taken place about the proposals below.

AAUP-WSU Proposal for Article 28, Vacation and Sick Leave
28.1 Vacation Eligibility and Accrual Rates. Bargaining Unit Faculty Members with fiscal year appointments earn vacation as follows: Members with less than 25 years of service earn 14.67 hours of vacation per pay period, for a total of 22 days per year. Members with 25 or more years of service earn 16.67 hours of vacation per pay period, for a total of 25 days per year. Beginning August 31, 2000 and each August 31 thereafter, all vacation balances in excess of 352 hours will be reduced to 352 hours. 28.2 Vacation Authorization and Records. Fiscal year Bargaining Unit Faculty Members must request vacation hours consistent with Section 7.4 from their Department Chairs and record all vacation hours used in a given month through completed Sick Leave/Vacation Request Forms. The Department Chair, or other immediate supervisor where appropriate, shall approve all such requests for vacation hours that do not directly conflict with a Member's assigned duties. 28.3 Payment for Unused Vacation. 28.3.1 When a fiscal year Bargaining Unit Faculty Member terminates employment with the University, the unused balance of the Member's vacation will be paid in cash, according to the following calculation: Fiscal year salary ÷ 11 months = monthly salary Monthly salary ÷ 21.667 days = daily pay Daily pay ÷ 8 hours = hourly pay. 28.3.2 The maximum vacation payoff for a fiscal year Bargaining Unit Faculty Member is 44 days or 352 hours. 28.3.3 A fiscal year Bargaining Unit Faculty Member who changes to an academic year appointment will be paid for accrued but unused vacation hours up to the maximum payoff, effective with the change to the academic year appointment. 28.4 Sick Leave Accrual Rates. All Bargaining Unit Faculty Members earn 10 hours (1.25 days) of sick leave per month. Academic year faculty earn sick leave for the months of full -time employment September through June. Bargaining Unit Faculty on academic year contracts who teach during Summer A or Summer B terms will accrue an additional 10 hours (1.25 days) of sick leave and Bargaining Unit Faculty on academic year contracts who teach during Summer C will accrue an additional 20 hours (2.5 days) of sick leave. Sick leave accumulates with no limit to the number of hours of sick leave which may be accrued by a Bargaining Unit Faculty Member. 28.5 Legitimate Uses of Sick Leave. Sick leave is the authorized absence of a Bargaining Unit Faculty Member with pay because of personal illness, pregnancy, injury, exposure to contagious disease which could be communicated to other employees or students; because of illness or injury of a member of the employee's immediate family that requires the attendance of the employee; because of a death in the employee's immediate family; or because of medical, psychological, dental or optical examination of the employee or a member of the employee's immediate family that requires the attendance of the employee. Paid sick leave usage for the death of a member of the employee's immediate family is limited to five working days. 28.5.1 For purposes of authorizing sick leave, the University normally defines a Bargaining Unit Faculty Member's immediate family to include spouse, child, grandparent, father, father-in-law, mother, mother-in-law, sister, sister-in-law, brother, brother-in-law, grandchild, legal ward, legal guardian or person who stands in place of the parent, and domestic partner registered through the Wright State University Department of Human Resources. 28.6 Sick Leave Authorization and Use. Sick leave may be used during any period of time in which the Bargaining Unit Faculty Member is under contract to perform services for the University. During the summer a Bargaining Unit Faculty Member is required to use sick leave only during the terms when he or she is teaching. Bargaining Unit Faculty Members shall report all uses of sick leave and shall supply any reasonable documentation which may be required by the University. However, such documentation when requested to verify an illness need not reveal the specific nature of the illness. When using sick leave days, the Member shall promptly notify his or her Department Chair and, whenever possible, advise of the estimated duration of absence. 28.6. A Bargaining Unit Faculty who cannot hold a scheduled class meeting, be present for regularly scheduled office hours, participate in a scheduled faculty or committee meeting, or other scheduled responsibility on a given day due to any of the conditions specified in 28.5 shall notify the office of the appropriate Chair or Dean of absence and consequent use of sick leave. After such notification the Chair or Dean shall deduct those days from accrued sick leave. 28.7 Transfer of Accrued Sick Leave. When an individual enters the Bargaining Unit with prior service with another Ohio state agency, accrued sick leave officially certified by such agency will be accepted at Wright State, provided that the time between separation from such agency and entry into the Bargaining Unit does not exceed ten years. 28.8 Payment for Accrued Sick Leave. 28.8.1 Upon retirement after ten (10) years of state service in Ohio and in accordance with criteria established by the State Teachers Retirement System (STRS) or death after ten (10) years of state service in Ohio, the Bargaining Unit Faculty Member or his or her estate will receive cash payment for one-fourth of the value of all unused accrued sick leave, up to a maximum of 30 days (240 hours), based on the rate of compensation for that Member at the time of separation from the University. The formula to be used in the calculation of sick leave pay-out for fiscal year Bargaining Unit Faculty Members is the same as used for vacation pay-out as specified in Section 28.3.1. The formula to be used in the calculation of sick leave pay out for Bargaining Unit Faculty Members with academic year appointments is: Academic year salary ÷ 9 months = monthly salary Monthly salary ÷ 21.667 days = daily pay Daily pay ÷ 8 hours = hourly pay 28.8.2 A retirement cash settlement for sick leave shall be made only once to any Bargaining Unit Faculty Member. A Member who returns to state service after retirement may accrue and use sick leave, but will not receive a cash settlement for unused sick leave at the time of any subsequent retirement. 28.9 SICK LEAVE BANK (SLB). The purpose of the sick leave bank (SLB) is to provide additional sick leave to Bargaining Unit Faculty Members who have exhausted their accumulated sick leave and otherwise qualify for it. The University shall administer the SLB for Bargaining Unit Faculty Members. 28.9.1 In administering the SLB, the University will take the following steps to “fund” the SLB. As soon as possible following the effective date of this agreement, each Bargaining Unit Faculty Member whose available sick leave is at least ten days will have two days of sick leave deducted and “deposited” into the SLB. Subsequently, each Bargaining Unit Faculty Member who has not been subject to this initial deduction will, upon his or her attaining ten days of available sick leave, have two days of sick leave deducted and “deposited” into the SLB. Finally, if at any time the number of days of sick leave in the SLB is less than the total number of Bargaining Unit Faculty, each Bargaining Unit Faculty Member whose available sick leave is at least ten days will have one day of sick leave deducted and “deposited” into the SLB. B. When a Bargaining Unit Faculty Member is eligible to take sick leave but has exhausted her or his supply of sick leave, sick leave days will be transferred from the SLB into the individual’s supply of sick leave on an as-needed basis. However, such transfers will cease when either one of the following two conditions is met: (1) The individual is eligible for the long-term disability income coverage provided by the University; (2) The individual has already received at least 120 days of sick leave from the SLB.

AAUP-WSU Proposal for Article 28, Vacation and Sick Leave

28.1 Vacation Eligibility and Accrual Rates. Bargaining Unit Faculty Members with fiscal year appointments earn vacation as follows:

Members with less than 25 years of service earn 14.67 hours of vacation per pay period, for a total of 22 days per year.

Members with 25 or more years of service earn 16.67 hours of vacation per pay period, for a total of 25 days per year.

Beginning August 31, 2000 and each August 31 thereafter, all vacation balances in excess of 352 hours will be reduced to 352 hours.

28.2 Vacation Authorization and Records. Fiscal year Bargaining Unit Faculty Members must request vacation hours consistent with Section 7.4 from their Department Chairs and record all vacation hours used in a given month through completed Sick Leave/Vacation Request Forms. The Department Chair, or other immediate supervisor where appropriate, shall approve all such requests for vacation hours that do not directly conflict with a Member's assigned duties.

28.3 Payment for Unused Vacation.

28.3.1 When a fiscal year Bargaining Unit Faculty Member terminates employment with the University, the unused balance of the Member's vacation will be paid in cash, according to the following calculation:

Fiscal year salary ÷ 11 months = monthly salary

Monthly salary ÷ 21.667 days = daily pay

Daily pay ÷ 8 hours = hourly pay.

28.3.2 The maximum vacation payoff for a fiscal year Bargaining Unit Faculty Member is 44 days or 352 hours.

28.3.3 A fiscal year Bargaining Unit Faculty Member who changes to an academic year appointment will be paid for accrued but unused vacation hours up to the maximum payoff, effective with the change to the academic year appointment.

28.4 Sick Leave Accrual Rates. All Bargaining Unit Faculty Members earn 10 hours (1.25 days) of sick leave per month. Academic year faculty earn sick leave for the months of full -time employment September through June. Bargaining Unit Faculty on academic year contracts who teach during Summer A or Summer B terms will accrue an additional 10 hours (1.25 days) of sick leave and Bargaining Unit Faculty on academic year contracts who teach during Summer C will accrue an additional 20 hours (2.5 days) of sick leave. Sick leave accumulates with no limit to the number of hours of sick leave which may be accrued by a Bargaining Unit Faculty Member.

28.5 Legitimate Uses of Sick Leave. Sick leave is the authorized absence of a Bargaining Unit Faculty Member with pay because of personal illness, pregnancy, injury, exposure to contagious disease which could be communicated to other employees or students; because of illness or injury of a member of the employee's immediate family that requires the attendance of the employee; because of a death in the employee's immediate family; or because of medical, psychological, dental or optical examination of the employee or a member of the employee's immediate family that requires the attendance of the employee. Paid sick leave usage for the death of a member of the employee's immediate family is limited to five working days.

28.5.1 For purposes of authorizing sick leave, the University normally defines a Bargaining Unit Faculty Member's immediate family to include spouse, child, grandparent, father, father-in-law, mother, mother-in-law, sister, sister-in-law, brother, brother-in-law, grandchild, legal ward, legal guardian or person who stands in place of the parent, and domestic partner registered through the Wright State University Department of Human Resources.

28.6 Sick Leave Authorization and Use. Sick leave may be used during any period of time in which the Bargaining Unit Faculty Member is under contract to perform services for the University. During the summer a Bargaining Unit Faculty Member is required to use sick leave only during the terms when he or she is teaching. Bargaining Unit Faculty Members shall report all uses of sick leave and shall supply any reasonable documentation which may be required by the University. However, such documentation when requested to verify an illness need not reveal the specific nature of the illness. When using sick leave days, the Member shall promptly notify his or her Department Chair and, whenever possible, advise of the estimated duration of absence.

28.6. A Bargaining Unit Faculty who cannot hold a scheduled class meeting, be present for regularly scheduled office hours, participate in a scheduled faculty or committee meeting, or other scheduled responsibility on a given day due to any of the conditions specified in 28.5 shall notify the office of the appropriate Chair or Dean of absence and consequent use of sick leave. After such notification the Chair or Dean shall deduct those days from accrued sick leave.

28.7 Transfer of Accrued Sick Leave. When an individual enters the Bargaining Unit with prior service with another Ohio state agency, accrued sick leave officially certified by such agency will be accepted at Wright State, provided that the time between separation from such agency and entry into the Bargaining Unit does not exceed ten years.

28.8 Payment for Accrued Sick Leave.

28.8.1 Upon retirement after ten (10) years of state service in Ohio and in accordance with criteria established by the State Teachers Retirement System (STRS) or death after ten (10) years of state service in Ohio, the Bargaining Unit Faculty Member or his or her estate will receive cash payment for one-fourth of the value of all unused accrued sick leave, up to a maximum of 30 days (240 hours), based on the rate of compensation for that Member at the time of separation from the University. The formula to be used in the calculation of sick leave pay-out for fiscal year Bargaining Unit Faculty Members is the same as used for vacation pay-out as specified in Section 28.3.1. The formula to be used in the calculation of sick leave pay out for Bargaining Unit Faculty Members with academic year appointments is:

Academic year salary ÷ 9 months = monthly salary

Monthly salary ÷ 21.667 days = daily pay

Daily pay ÷ 8 hours = hourly pay

28.8.2 A retirement cash settlement for sick leave shall be made only once to any Bargaining Unit Faculty Member. A Member who returns to state service after retirement may accrue and use sick leave, but will not receive a cash settlement for unused sick leave at the time of any subsequent retirement.

28.9 SICK LEAVE BANK (SLB). The purpose of the sick leave bank (SLB) is to provide additional sick leave to Bargaining Unit Faculty Members who have exhausted their accumulated sick leave and otherwise qualify for it. The University shall administer the SLB for Bargaining Unit Faculty Members.

28.9.1 In administering the SLB, the University will take the following steps to “fund” the SLB. As soon as possible following the effective date of this agreement, each Bargaining Unit Faculty Member whose available sick leave is at least ten days will have two days of sick leave deducted and “deposited” into the SLB. Subsequently, each Bargaining Unit Faculty Member who has not been subject to this initial deduction will, upon his or her attaining ten days of available sick leave, have two days of sick leave deducted and “deposited” into the SLB. Finally, if at any time the number of days of sick leave in the SLB is less than the total number of Bargaining Unit Faculty, each Bargaining Unit Faculty Member whose available sick leave is at least ten days will have one day of sick leave deducted and “deposited” into the SLB.

B. When a Bargaining Unit Faculty Member is eligible to take sick leave but has exhausted her or his supply of sick leave, sick leave days will be transferred from the SLB into the individual’s supply of sick leave on an as-needed basis. However, such transfers will cease when either one of the following two conditions is met: (1) The individual is eligible for the long-term disability income coverage provided by the University; (2) The individual has already received at least 120 days of sick leave from the SLB.

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This page was last modified on April 15, 2008. Corrections, comments, and suggestions are most welcome. Contact the webmaster for this page (Jim Vance) at jvance@math.wright.edu, telephone 937-775-2206.