Sick Pay

Salary Employees (Exempt):

• Full time staff are credited with 22 days of sick leave per academic year, September 1st through August 31st.
• Part time staff is pro-rated against the rate for the normal full time workload.
• Sick leave may not be used in increments of less than one day.
• Sick Leave For Exempt Administrative Staff Policy
• Prorated Sick Pay Accrual for Part Time Salary (Exempt) Employees

 

Hourly Employees (Non-Exempt):

Sick leave accrues and may be accessed in accordance with the terms of the applicable collective bargaining agreements. Overtime Eligible Excluded accrue sick leave at the same rate as LCCSSA staff.

Years of Service	Accrual (Days per Month Worked)	Maximum Accrual
0-4	1 day per month	130 days
5+	1.25 days per month	130 days

Sick leave will be accrued by an employee who is in paid status for seventy-five (75) or more hours in the month. The benefit accrued for part time employees will be prorated according to the hours the employee normally works compared to a full workload.

• Hourly - Subject to collective bargaining and accrues on an hourly basis. Maximum accrual is 22 days per year. 
• Sick Leave For Non-Exempt Support Staff Policy

Guidelines:

Employees may use accumulated but unused sick leave when they are unable to work due to an illness or injury. Sick leave can also be used for doctor and dentist appointments. Employees are encouraged to notify their supervisor as far in advance as possible before or at the beginning of their shift unless they are physically incapacitated or have made other arrangements; in such cases, notice should be given as soon as reasonably possible.

Absences due to illness or injury are subject to reasonable verification by the College to prevent sick leave abuse. If an employee’s illness or injury exceeds their accumulated sick leave, the additional absence will be charged to accumulated vacation leave before the employee is placed on leave without pay. Employees will not receive payment for unused sick leave upon termination of employment.

Family Medical Leave:

Regardless of whether an employee is Exempt or Non-Exempt, if they need to take time off to care for an immediate family member for a medical reason and the leave is approved under the Oregon Family Leave Act (OFLA) or the Family and Medical Leave Act (FMLA), the employee may utilize all accrued sick leave.