Sick
SICK
3.7 California Sick Leave Policies
Eligibility
Pursuant to the Healthy Workplaces, Healthy Families Act, Saint Mary’s College of California provides paid sick leave to employees who, on or after July 1, 2015, work for Saint Mary’s College of California, in California, for 30 or more days within the year. For employees who work in California who are eligible for sick time under the general Paid Sick Time policy and/or any other applicable sick time/leave law or ordinance, this policy applies solely to the extent it provides greater benefits/rights on any specific issue or issues than the general Paid Sick Time policy and/or any other applicable sick time/leave law or ordinance. The paid sick leave accrual and usage policies were updated April 27, 2021.
Sick leave accrual rates for Exempt 40 HR / 12 Month Employee*
*Rates are prorated for employees that work less than 40 hrs. per week.
Sick leave accrual rates for Nonexempt 37.5 HR / 12 Month Employee*
*Hours accrued for nonexempt employees are based on hours worked, employees working under/over 37.5 hours per week will accrue at different rates.
For more details on vacation and sick leave accruals, please visit the Benefits section on the Office of Human Resources website.
Paid sick leave may be used for the following reasons:
For diagnosis, care or treatment of an existing health condition of or preventative care for the employee or the employee’s family member (meaning a child, including biological, adopted, or foster child, stepchild, legal ward or a child to whom the employee stands in loco parentis, all regardless of age or dependency status); spouse; domestic partner; parent (including biological, adoptive, or foster parent, stepparent, or legal guardian of the employee or the employee’s spouse or domestic partner or a person who stood in loco parentis when the employee was a minor child); grandparent; grandchild; or a sibling; or
For the employee who is a victim of domestic violence, sexual assault, or stalking;
1. to obtain or attempt to obtain a temporary restraining order, restraining order or other injunctive relief;
2. to help ensure the health, safety, or welfare of the victim or the victim’s child;
3. to seek medical attention for injuries caused by domestic violence, sexual assault, or stalking;
4. to obtain services from a domestic violence shelter, program or rape crisis center as a result of domestic violence, sexual assault, or stalking;
5. to obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking, or;
6. to participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.
Employees will be notified of their available paid sick leave on each itemized wage statement.
Unless the employee advises the Employee’s Supervisor otherwise, Saint Mary’s College of California will assume employees want to use available paid sick leave for absences for reasons set forth above and employees will be paid for such absences to the extent they have paid sick leave available.
Notice and Documentation
Notice to the Employee’s Supervisor may be given orally or in writing. If the need for paid sick leave is foreseeable, the employee must provide reasonable advance notification. If the need for paid sick leave is unforeseeable, the employee must provide notice of the need for the leave as soon as possible.