WINTHROP UNIVERSITY SICK LEAVE POLICY Revised 11/09 ...

1. the date on which the serious health condition commenced,2. the probable duration of the condition, and3. appropriate medical facts within the knowledge of the health care practitionerregarding the condition.Such certification may have been provided in the FMLA process, but the universitymay require updated information from the health care provider. The request will notbe denied for bona fide illness or disability for employees who are in an FTE position.Upon approval, leave without pay will be granted with reinstatement privileges tothe same position or to one of a comparable pay band/level for which the employeeis qualified.The employee must provide a signed statement of release from the medical careprovider before returning to full duty work. Upon returning to work, the employeemust be able to perform the essential functions of his/her position with or withoutreasonable accommodation. Winthrop University does not recognize “light duty.”If the employee is unable to return to full duty work within the one hundred andeighty calendar day period, the employee will be separated from employment. Inextenuating circumstances, the employee may request approval from the Presidentfor an extension of up to an additional one hundred and eighty calendar days ofdisability leave provided the health care practitioner certifies the medical probabilityof the employee’s return within this time period. At his discretion, the President mayapprove the extension not to exceed a total of three hundred and sixty-five calendardays with the appropriate certification from the health care provider stating that theemployee should be able to return to work before the end of the three hundred andsixty-five calendar day period. An employee who is unable – or fails – to return towork at the end of the final period of approved leave will be separated fromemployment.Employees who are approved for extended disability leave must use all sick leavecredits before going into leave without pay status unless the President, at hisdiscretion, grants an exception at the employee’s request. However, the employeeshall have the option of using or retaining all or part of his/her accrued annual leaveearnings before going on sick leave without pay.Certain extended illnesses may be protected as disabilities under the Americans withDisabilities Act (ADA) and may require reasonable accommodation. For questionsregarding the ADA, please contact the Office of Human Resources.F. Transfer of Sick Leave from one SC State Agency to anotherRevised: 09/25/2013