For a complete listing of all leaves and eligibility requirements (if applicable), please refer to the Leave Administration Policies, Procedures, Guidelines
Have questions? Contact HR Support Services.
Use of Sick Leave -
An unclassified employee who has earned sick leave must use his/her sick leave accrual for any period of absence from service that is due to the employee’s illness, injury, disability resulting from pregnancy, necessity for medical or dental care, exposure to contagious disease or attendance upon members of the employee’s immediate family (employee’s parents, spouse, children, brother, sister, grandmother, grandfather, son-in-law, daughter-in-law or another member of the immediate household) where the employee’s presence is required because of illness or death in the immediate family of the unclassified employee or the employee’s spouse. As an alternative, the employee may submit a request to be on sick leave without pay, upon approval of his or her dean, director or department head. The University may require a physician’s certificate to support the sick leave claim for any absence in excess of fifteen consecutive calendar days or for recurring sick leave use. The University may require a physician’s certificate before allowing the unclassified employee’s return to work to certify that the return would not be detrimental to the unclassified employee or to others.
Effective January 1, 2016 immediate family is expanded to include: Domestic Partner (same or opposite sex) and Grandchildren. The term Parent will include: custodial, non-custodial, adoptive, Foster, biological and step. The term child will include (biological, adopted, Foster, and step).
Sick leave without pay: An unclassified employee may make a written request to the Vice Provost for Academic Affairs to be on sick leave without pay for up to one year when he/she has used all accrued sick leave with pay. The employee must submit a written request for the leave and is required to submit a physician’s certificate attesting to the need for the requested leave period. Approval of such a request is at the discretion of the Vice Provost for Academic Affairs. Absences covered under the Federal Family and Medical Leave Act (FMLA) may have additional requirements for medical certifications.
Unearned sick leave advance: A full-time tenured or tenure-track employee may receive a sick leave with pay advance as needed to provide the difference between sick leave earned at the onset of an illness or injury and 520 hours. A part-time tenured or tenure-track employee may receive a sick leave with pay advance proportional to his/her FTE. As sick leave is earned, the amount shall replace any sick leave advanced until all advanced time is replaced with earned time. No more than a 520 hour sick leave advance is available during a seven year period beginning with the first sick leave advance. A fixed-term unclassified employee may receive an advance so long as it does not 1) extend beyond the end date of their current appointment and 2) it can be repaid before the end of their current appointment, except upon written approval of the Vice Provost for Academic Affairs.
Transfer of Sick Leave: An unclassified employee is not permitted to transfer sick leave for use by another employee, either classified or unclassified.
Academic faculty that hold tenure may be considered for sabbatical leave. Visit the Sabbatical Leave page for additional information.
The Federal Family & Medical Leave Act (FMLA) and the State of Oregon Family Leave Act (OFLA) provide qualified employees up to 12 weeks of unpaid leave per year for the birth or adoption of a child, to care for a seriously ill family member, for personal serious health conditions, and to care for a child with a non-serious health condition requiring home care (OFLA only). Within the 12-week time frame, classified employees use accrued paid leave (sick leave, vacation) before taking unpaid leave. On FMLA-qualifying leaves, OSU will continue to pay the employer-paid portion of OSU medical and dental premiums as long as the employees pay their own portion, if any.
