Mount Vernon Nazarene University

Staff Handbook

Sick Leave


Sick leave is provided to protect employees against loss of income during the sick leave period. Sick leave may be used in these instances:

  • The employee is prevented from performing his/her duties because of sickness; injury; confinement due to pregnancy; or psychological, dental, or optical examination or treatment.
  • The employee has been exposed to a contagious disease, which could be communicated to other members of the MVNU community.
  • The employee needs to care for an immediate family member, who is ill, injured, or confined due to pregnancy.

Note: For purposes of this policy, a "family member" includes the employee’s spouse, parent, or legal dependent such as a child, stepchild or foster child.

To use sick leave to care for a family member, a physician’s statement may be required to establish the need for care. Sick leave may be used for medical and/or dental appointments. An employee who is absent for three consecutive days or more is required to provide medical evidence of illness and/or medical certification of fitness to return to work to his/her Supervisor upon return to work. Sick leave will not be paid if an employee has no earned sick leave available. All unused sick leave will be forfeited upon termination of employment.

Abuse or Misuse of Sick Leave

Employees are responsible for the appropriate use of sick leave. Sick leave abuse occurs when an employee uses sick leave for unauthorized purposes, misrepresents the reason for charging an absence to sick leave, or establishes a pattern of sick leave usage over a period of time. If sick leave has been misused, it will not be awarded. Abuse or misuse of sick leave will result in disciplinary action, up to and including termination. Supervisors who suspect abuse or misuse of sick time are required to discuss this with the employee and report this to HR. Examples of sick leave abuse/misuse include, but are not limited to, the following:

  • Failure to produce requested medical documentation.
  • A continued pattern of maintaining zero or near zero leave balances.
  • Sick leave taken after discipline for a performance matter is issued; after a vacation request was denied; or monthly once maximum sick leave accruals are met.
  • Sick leave consistently taken on Monday or Friday; before or after regularly scheduled days off; the day before or after a holiday; the same time of year, for a period of years; after pay days; following overtime worked; when difficult assignments or projects are scheduled or due; and/or when the employee’s supervisor is on vacation.

Sick Leave Accruals

Sick leave accruals are not based on years of service, they are based on hours or months worked in a calendar year. Accruals accumulate according to the table below:

Job Status

Accrual Rate

Maximum Sick Leave Accrual

Full-time Hourly

0.0462 hours of sick time per hour worked

390 hours (52 days)

Part-time Hourly (min 20 hrs/wk)

0.0462 hours of sick time per hour worked

192.19 hours (approx 25 days)

Full-time 12 Month Salaried

3.75 hours of sick time per pay (24 pays annually)

390 hours (52 days)

Full-time 11 Month Salaried

3.44 hours of sick time per pay (24 pays annually)

350.40 hours (approx 46 days)

Full-time 10 Month Salaried

3.13 hours of sick time per pay (24 pays annually)

319.55 hours (approx 42 days)

Full-time 9 Month Salaried

2.81 hours of sick time per pay (24 pays annually)

288.75 hours (38.5 days)