FOREWORD - Wentworth Institute of Technology

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WIT Employee HandbookSection V: Holidays, Leaves and Vacations4. SICK LEAVERegular employees who are unable to perform their usual work because of illnessare eligible for sick pay within the limits as indicated below. All regular full-timeemployees are entitled to one paid sick day for each full calendar month worked.Regular part-time employees are eligible for one half paid sick day for each fullcalendar month worked. Accrued sick days are cumulative up to a maximum ofseventy working days. Paid sick time may not be used before it is earned.Supervisors/Department Heads are responsible for maintaining complete andaccurate records on the sick leave accruals and usage of each employee under theirsupervision. Supervisors/Department Heads are also responsible for accuratelyreporting sick leave usage on all documents submitted to the Payroll Office andHuman Resources Department.a. Medical ClearanceUpon return from a sick leave of four or more consecutive work days, medicalclearance from the employee’s doctor is required. This is to assure that theemployee is well enough to return to work. The employee should obtain clearancefrom Human Resources before returning to work. We retain the right to ask for awritten doctor's statement and/or an assessment conducted by an independentmedical evaluator retained by Wentworth.In the event of an independent medical evaluation, the employee, as a condition ofemployment, must allow the independent evaluator access to all relevant medicalrecords that are in the possession of other medical personnel or institutions. As aself-insurer of sick and interim disability pay, Wentworth may require, as a conditionof receipt of any such pay, that the employee furnish documentation of illness anddisability, permission for examination by a Wentworth appointed physician or otherappropriate medical personnel, and/or access to relevant medical records of thescope and nature that employees claiming Workers' Compensation payments canbe required to furnish insurers.b. Medical EmergencyIf an employee is transported from Wentworth for a medical emergency, theemployee must submit a written statement from the attending physician andobtain clearance from Human Resources before returning to work.5. PERSONAL DAYSA maximum of three personal days during the year may be authorized at thediscretion of the Department Head. These days are deducted from the employee'saccrued sick time. Personal days are not cumulative from year to year and must berequested in advance. (See also the FMLA, Small Necessities Leave and PersonalLeave of Absence policies below.)March 200966
WIT Employee HandbookSection V: Holidays, Leaves and Vacations6. FAMILY RESPONSIBILITYAbsences because of illness of a member of the employee's family may be taken asa personal day (three per year may be deducted from accrued sick time), as unpaidleave (see also FMLA, Small Necessities Leave, and Personal Leave policies below)or accrued vacation time.a. Academic Year ScheduleRegular full-time employees as authorized by the Human Resources Department,hired for positions offered for the academic year only, are entitled to prorated sicktime based on the time provided for regular full-time employees who work on a fiscalyear schedule.b. Absence ProcedureThe employee must notify his/her immediate supervisor or Department Head of thereason for the absence within one hour of the beginning of the employee's work day,to be entitled to paid sick leave. The expected duration of the absence should begiven, if possible. The Department Head must notify the Human Resources Officewhen an absence lasts at least four consecutive work days.It is the responsibility of the Department Head/supervisor to (a) assure thatabsences designated as sickness are for the employee's illness, (b) note the actualtime worked, and reason for absences on all e-time sheets, and (c) keep a record ofall absences. Department Heads are responsible for maintaining complete andaccurate attendance records. This includes vacation time, personal days, sick leaveaccruals and usage.7. FAMILY MEDICAL LEAVE ACT (FMLA)In accordance with the Federal Family and Medical Leave Act (FMLA) of 1993(revised January, 2009), Wentworth Institute of Technology has established a policyto allow employees to take a period of leave (generally not to exceed 12 weeks) forthe care of their own serious health condition or that of specific family members asdefined under FMLA. Employees are eligible if they have worked at Wentworth forat least one year, and/or a minimum of 1,250 hours during the previous 12-monthperiod. Wentworth requires that the employee use any earned sick or personalleave, as indicated allowable below [see sections a) through d)], before taking leaveas unpaid. The employee may elect to use earned vacation time if they wish to doso. A letter from the attending physician must be submitted to the Human ResourcesDepartment at this time. Continuation of group health insurance will remain thesame. If the employee is unable to return to work at the end of the 12-week period,Wentworth may consider the employee to have terminated his/her employmentunless the employee has requested and been granted an extension. After 12 weeks,health insurance may be continued at the group rate in accordance with COBRAMarch 200967
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FOREWORD - Wentworth Institute of Technology

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