same household is strictly limited to the time necessary to assist and/or care for an spouse, child, or parent who needs such care and assistance as a direct employee’s result of a documented medical condition. An employee who becomes ill while on vacation leave, and would otherwise be entitled to sick leave, may use sick leave for the time actually ill. A terminating employee who has been allowed to remain on the payroll to use vacation leave in lieu of a lump sum payment is not eligible to use sick leave. Employee Responsibilities If you will be absent from duty because of illness, your supervisor or supervisor’s designee must be notified at the earliest practical time and in accordance with agency or division/department rules. If you are out more than one day, you should notify your supervisor of your status each morning or start of shift unless other arrangements are made (e.g., parental leave, from which the employee has planned to return on a specific date). When you return to work, you must complete an electronic Approval of Time Worked/Leave Taken request and submit it to your supervisor for approval. The leave taken should also be entered into your CAPPS timesheet. To be eligible for paid sick leave for an absence of more than three consecutive working days, you must submit a or an acceptable statement of facts showing the doctor’s certificate cause or nature of the illness or injury. Abuse of Sick Leave A supervisor may require a statement for any absence due to illness physician’s when it is suspected that the employee may be abusing sick leave privileges. Malingering and abuse of sick leave privileges may be grounds for disciplinary action and/or dismissal. Transfers When an employee transfers directly, without a break in service, from one state agency to another, the unused sick leave balance is forwarded to the employee’s receiving agency. Restoring Leave Balances Employees separated from state employment as the result of a reduction in force (RIF) are eligible to have their sick leave balances restored if they are reemployed with the state within 12 months of their termination. Employees who separate from the state for reasons other than a RIF are also allowed to have lost sick leave balances restored if they are reemployed with the
same household is strictly limited to the time necessary to assist and/or care for an employee’s spouse, child, or parent who needs such care and assistance as a direct result of a documented medical condition. An employee who becomes ill while on vacation leave, and would otherwise be entitled to sick leave, may use sick leave for the time actually ill. A terminating employee who has been allowed to remain on the payroll to use vacation leave in lieu of a lump sum payment is not eligible to use sick leave. Employee Responsibilities If you will be absent from duty because of illness, your supervisor or supervisor’s designee must be notified at the earliest practical time and in accordance with agency or division/department rules. If you are out more than one day, you should notify your supervisor of your status each morning or start of shift unless other arrangements are made (e.g., parental leave, from which the employee has planned to return on a specific date). When you return to work, you must complete an electronic Approval of Time Worked/Leave Taken request and submit it to your supervisor for approval. The leave taken should also be entered into your CAPPS timesheet. To be eligible for paid sick leave for an absence of more than three consecutive working days, you must submit a doctor’s certificate or an acceptable statement of facts showing the cause or nature of the illness or injury. Abuse of Sick Leave A supervisor may require a physician’s statement for any absence due to illness when it is suspected that the employee may be abusing sick leave privileges. Malingering and abuse of sick leave privileges may be grounds for disciplinary action and/or dismissal. Transfers When an employee transfers directly, without a break in service, from one state agency to another, the employee’s unused sick leave balance is forwarded to the receiving agency. Restoring Leave Balances Employees separated from state employment as the result of a reduction in force (RIF) are eligible to have their sick leave balances restored if they are reemployed with the state within 12 months of their termination. Employees who separate from the state for reasons other than a RIF are also allowed to have lost sick leave balances restored if they are reemployed with the