Sick Leave
PS-12: Leave Guidelines for Academic, Professional and Classified Employees
Expanded Sick Leave Policy
Effective June 11, 2020, the Louisiana State Legislature passed SB437 which was signed by the Governor and became Act No. 241. The legislation expands the use of accrued sick leave by Unclassified (Professional, Academic, Other Academic, and Professional Hourly) employees as follows:
Sick leave may be used to care for an immediate family member who is ill or injured or to accompany an immediate family member to a medical, dental, or optical consultation or treatment. An immediate family member is defined as a spouse, parent, or child of an employee.
The Louisiana Department of State Civil Service adopted changes to Chapters 1 and 11 of the Civil Service Handbook effective May 7, 2020, allowing the expanded use of sick leave by classified employees to care for an immediate family member who is ill or injured or who requires medical, dental or optical treatment when it is not possible to arrange such appointments for non-duty hours.
LSU leave policies PS-12 and PM-20 are currently under revision to reflect the expanded use of sick leave. In accordance with the Protocol for Development, Approval, Revision & Rescindment of Permanent Memoranda, the portions of the policies that conflict with new Act 241 and Chapters 1 and 11 of the Civil Service Rules are invalid, and provisions contained within the new rules will supersede. The remainder of the policies that are unaffected will remain valid and in effect.
PS-12, Revision: 7, Effective: November 8, 2004
Excerpt from PS-12:
Sick Leave is leave with pay granted an employee who is suffering with a disability as a result of accident, illness, psychological problems or childbearing which prevents the employee from performing usual duties and responsibilities or who requires medical, dental, or optical consultation or treatment.
It is the policy of LSU to grant sick leave so that employees will not suffer the loss of pay when unable to work because of such circumstances. The policy is intended to help relieve the financial worries which often occur during a period of incapacitation. For these reasons, it is expected that sick leave will only be used as appropriate. Abuse of this benefit is cause for disciplinary action.
Academic and professional employees begin to accrue sick leave with the paid appointment
or continuation at greater than 50% effort that extends employment beyond 180 days.
Note: Contingent employees do not accrue sick leave.
Classified employees begin accruing leave from their first day of appointment on a regular tour of duty.
Note: Classified employees do not accrue leave while serving on an emergency appointment, restricted appointment or intermittent appointment.
Accrual Schedule for all employees
| Years of Service | Classified | Professional & Academic |
|---|---|---|
| Less than 3 years | .0461 hour per hour in pay status | 8 hours per month |
| 3 years but less than 5 | .0576 hour per hour in pay status | 10 hours per month |
| 5 years but less than 10 | .0692 hour per hour in pay status | 12 hours per month |
| 10 years but less than 15 | .0807 hour per hour in pay status | 14 hours per month |
| 15 years or more | .0923 hour per hour in pay status | 16 hours per month |
General Procedures for Reporting Sick Leave
- In order to qualify for paid sick leave, an employee must follow the call-in procedures established by his/her department.
- Should the employee fail to call in or notify the supervisor, all hours absent will be charged as unauthorized leave without pay, unless it is shown that it was medically impossible or impractical to follow the established procedure.
- To qualify for paid sick leave employees must follow the sick leave procedures set by his/her department, except that departmental procedures cannot conflict with Civil Service Rules or University policies.
- Unjustified absence may be cause for leave sanctions and/or disciplinary action
- All leave information should be submitted immediately upon return to work. Failure to submit information on a timely basis may result in the time away from work being considered leave without pay.