Office of Origin: Human Resources
Responsibility: Executive Director, Human Resources
Original Date Adopted: 9/16/25
Dates Reviewed:    9/16/25
Last Date Board Approved: 9/16/25

Full-time Employees
On July 1 of each year (or upon date of hire in the year hired and as of July 1 subsequently), full-time employees will receive 96 hours of Sick Leave in a bank. Employees beginning employment after July 1 will receive a Sick Leave bank upon hire prorated based upon the portion of the year remaining. 

Up to 960 Sick Leave hours may be accumulated. Unused Sick Leave will be forfeited upon separation of employment. 

Sick Leave use must be reported in no less than half-day increments.

Regularly Scheduled Part-time Employees
Part time employees working a regular schedule of less than 40 hours per week will receive a prorated sick time bank as of July 1 based on the hours regularly scheduled to be worked compared to a full-time schedule. Employees beginning work after July 1 will receive a Sick Leave bank upon hire, prorated based on the hours regularly scheduled to be worked and the portion of the year remaining.

Up to 960 Sick Leave hours may be accumulated. Unused Sick Leave will be forfeited upon separation of employment.

Sick Leave use must be reported in no less than 15-minute increments.

Part-time Employees Not Regularly Scheduled
Part-time employees that are not regularly scheduled year-round will accrue one hour of Earned Sick Time for every 30 hours worked. These employees will not be able to use the Earned Sick Time until after 120 days of continuous employment. 

Up to 40 hours of Earned Sick Time may be accumulated. Carryover from the previous fiscal year is allowed as long as the bank does not exceed the 40 hours maximum. Unused Earned Sick Time hours will not be paid out upon separation of employment. 

Earned Sick Time use must be reported in no less than 15-minute increments.

All Employees
The College may, at its discretion, require an employee to submit competent medical verification of any use of paid Sick Leave or Earned Sick Time after 3 working days of absences.

Sick Leave and Earned Sick Time may be used for the following:

• The physical or mental health needs of the employee or a family member. 
• Care of a family member when such person suffers a FMLA qualifying event.
• If the employee or a family member is a victim of domestic violence or sexual assault:
  • medical care
  • psychological or other counseling
  • to obtain services from a victim services organization
  • to relocate due to domestic violence or sexual assault
  • to obtain legal services
  • to participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault.
• For meetings at a child’s school or place of care related to the child’s health, disability, or the effects of domestic violence or sexual assault on the child.

For the purposes of this policy, “family member” includes: 

• spouse or domestic partner
• child (biological, adopted, foster, stepchild, or legal ward)
• parent (biological, adoptive, stepparent, or person who stood in loco parentis)
• sibling (biological, adopted, foster, step, or via legal ward)
• grandparent (biological, adopted, foster, step, or via legal ward)
• grandchild (biological, adopted, foster, step, or via legal ward)
• in-laws
• any individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship
• any person residing in the employee’s household.

Non-emergency doctor appointments are to be coordinated in advance with and approved by the employee’s supervisor. 

Sick Leave and Earned Sick Time are not considered hours worked for purposes of calculating overtime.

References: Michigan Earned Sick Time Act