Slice 1 Created with Sketch.

Index > Operations Policies > Sick Time

Sick Time

Purpose

RISD provides paid sick time which, at minimum, complies with the Rhode lsland Healthy and Safe Families and Workplaces Act, effective on July 1, 2018. RISD’s updated sick time policy will be posted shortly. More information about the Rhode lsland Healthy and Safe Families and Workplaces Act can be found by clicking the following links:

Law, Regulations, Fact Sheet and FAQ’s

Scope

To be eligible for paid leave under RISD’s time off policies, an employee must be in a position with a budgeted schedule of a minimum of 17.5 hours per week (910 hours per year).

Policy

Each full-time employee accrues sick time per the following schedule:

Exempt/Non-Exempt

Accrual Rate

Maximum

Personal Days

Maximum Including Carryover

Exempt

0.8333 days/month

10 days

Included with Sick Time

20 days

Non-Exempt

0.6667 days/month

8 days

Not Included with Sick Time

16 days

Note: For purposes of calculation, a person who begins work before the 16th of the month is entitled to a full month’s accrual toward sick time. A person who begins work on or after the 16th of the month does not receive sick time accrual for that calendar month.

Part-time employees accrue sick-time pro-rated based upon their budgeted, scheduled hours. Regular part-time employees who work a minimum of 17.5 hours of work per week (910 hours per year) are eligible for sick-time benefits on a prorated basis. See example:

Scenario

Pro-rated Based on Schedule

Non-exempt part-time employee scheduled to work 20 hours per week

32 hours of sick time in the fiscal year

A new employee begins accruing sick time immediately; however, generally no paid sick time may be taken in the first 3 months of employment.

Carry Over

Non-Exempt: Unused sick days will automatically be carried over from one fiscal year to the next within the maximum allowable sick time shown in the above table.

Exempt: Time tracking is maintained at the department level. Tracked time, including any carry over hours, should be agreed upon between the supervisor and the employee in accordance with this policy.

Employees may use up to 5 sick days per year for the care of ill dependents. For the purpose of this policy, dependent is defined as: child (including a court-appointed guardianship relationship), parents/parents-in-laws, spouse/domestic partner.

Employees who are absent due to illness for three or more consecutive work days will be required to submit a physician’s note of explanation to their supervisor. Supervisors will forward the note to Human Resources. Patterns of absence that indicate abuse of the policy can be reason for requiring a medical certification for each absence, requiring a second medical opinion at the College’s expense, and/or taking disciplinary action.

Sick time does not accrue while an employee is on an unpaid leave of absence, except for leaves covered under the Family Medical Leave Act (FMLA).

Employees or their supervisors are encouraged to consult with Human Resources when an extended absence occurs due to illness and/or causes inability to meet the requirements of the job.

Accumulated sick leave has no monetary value at the time of separation.

Responsibilities

Issuing Office

Human Resources

Responsible Officer

Vice President for Human Resources

Individuals/offices required for review and changes

Director of Employment and Employee Development