1. Fiscal faculty, academic faculty, and salaried unclassified staff, who are appointed on 100 percent full-time-equivalency (FTE) contracts, earn 10 hours (1.25 days) of sick leave per month of employment. Personnel in these categories appointed on less than 100 percent FTE contracts earn sick leave on a prorated basis.

   Fiscal faculty and salaried unclassified staff who are employed for a partial month either at the beginning or termination of employment or who work a partial month because of unpaid leave status will accrue sick leave prorated on the basis of actual days worked during that month.

2. Hourly-paid (classified and unclassified hourly) staff earn 4.6 hours of sick leave for every 80 hours in active pay status.
3. There is no limit to the amount of sick leave an employee may accrue.
4. Sick leave accrual is not credited to the employee or available for use until after the pay period in which it is earned has been completed. An employee who wishes to use sick leave during a given pay period, but has not earned that sick leave until the end of that pay period, will not be paid for sick leave hours taken.

1. Sick leave may not be approved or used instead of vacation leave. Sick leave may be requested and granted only for the following reasons:
1. Illness/injury of the employee or a member of the employee's immediate family that requires the attendance of the employee. The university may require a physician's statement certifying that the employee's attendance was required. The immediate family normally includes spouse, grandparents, father, father-in-law, mother, mother in-law, child, daughter-in-law, son-in-law, brother, brother-in-law, sister, sister-in-law, grandchild, a legal guardian or person who stands in place of the parent, and a registered domestic partner.

   A domestic partnership is defined as a committed relationship between two adults, regardless of gender, who are domiciled together. A signed affidavit describing the characteristics of a domestic relationship must be on file in the Department of Human Resources prior to use of sick leave.

2. Exposure of the employee to a contagious disease which could be communicated to and jeopardize the health of other employees. Such a request for sick leave must be reported to the Department of Human Resources for approval, as well as proof of both exposure and potential contagion.
3. 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. The university may request proof of the required attendance.
4. Death of a member of the employee's immediate family. Paid absence is limited to five days.

2. Sick leave with pay may be requested and approved only for leave already earned. However, under certain extreme circumstances, sick leave without pay may be requested by and approved for an employee who has no accrued sick leave. The employee is on unpaid disability leave and may be required to comply with disability procedures before returning to the university.
3. Sick leave payment may not exceed scheduled earnings and may only be charged for days the employee is normally scheduled to work.

1. Use of sick leave for all university employees must be approved by the employee's supervisor or the supervisor's official designee after submission of a Sick Leave/Vacation Request Form. When necessary, other appropriate and required documentation as stipulated by university policy may accompany the form.
2. When an employee has prior knowledge of the necessity to use sick leave, he/she should complete a Sick Leave/Vacation Request Form and present it to his/her supervisor for approval. The form may be used for (but is not limited to) such needs as medical, psychological, dental, or optical examinations; scheduled surgery; various types of therapy.
3. An employee who is unable to report to work shall notify his/her supervisor or other designated person. Notification should be given before the employee's work time, if possible, but in no case should it be later than one-half hour after the time the employee is scheduled to report to work. In departments of the university which operate twenty-four hours a day, seven days a week, notification should be given two hours before the time the employee is scheduled to report to work. Supervisors, directors, and department chairs should inform all personnel reporting to them of any specific notification procedures required in their areas for use of sick leave.
4. All employees are required to furnish a satisfactory written justification for use of sick leave on a Sick Leave/Vacation Request Form. If professional medical attention is required by the employee or member of the employee's immediate family, or if the employee is absent more than five consecutive work days, a certificate from a licensed physician verifying the employee's inability to report to work may be required. The decision to approve or deny sick leave shall be made after the supervisor has received the required documentation, and such approval is discretionary. The documentation and Sick Leave/Vacation Request Form shall be submitted on the day of return from sick leave, if approval has not been granted in advance.

1. Records of sick leave usage for fiscal faculty and salaried unclassified staff are to be centralized and recorded monthly. A designated recordkeeper in each primary department is responsible for maintaining the Sick Leave/Vacation Request Forms for all personnel reporting to that unit. By the seventh day of each month, the Sick Leave/Vacation Summary must be completed and forwarded to the Payroll department. All Request Forms should be retained by the primary department.
2. Approved sick leave usage for all absences for fiscal faculty and salaried unclassified staff are deducted from the prior balance.
3. Copies of the Sick Leave/Vacation Request Forms for fiscal faculty, salaried unclassified staff, and classified staff should be kept for two years by the primary department.
4. The Payroll department also maintains sick leave records for hourly-paid staff.
5. Balances of sick leave accrual are available from the Payroll department and are reflected on the pay statement.

When a former Wright State University employee begins employment with another Ohio state agency, accrued sick leave will be transferred to that Ohio state agency, provided the time between separation and reappointment does not exceed ten years.

1. After ten years of state service and upon retirement or death, an employee or his/her estate may receive a cash settlement equivalent to one-fourth of the value of accrued but unused sick leave up to a maximum of one-fourth of 120 days. In no case shall payment exceed 30 days (240 hours). Payment is based upon the employee's rate of compensation at the time of retirement or death. Such payment eliminates all sick leave credit of the employee.
2. A retirement payout for sick leave shall be made only once to any employee. An employee who returns to state service after retirement and receipt of cash payment for sick leave credit may accrue and use sick leave as before, but may not receive a cash settlement for the unused sick leave at the time of a second retirement.

When a fiscal faculty member or salaried unclassified staff member separates from the university, the supervisor or recordkeeper in the primary department shall forward the record of sick leave usage that occurred during the last month of employment to the Office of Faculty and Professional Services in the Department of Human Resources. The information shall be used to reconcile the employee's sick leave balance and determine the amount of payment due, providing the employee is eligible for such payment, and/or to maintain accurate record of accrual for transfer to another Ohio state agency.