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Extended Sick Leave Benefit
Civil Service employees who have completed their probationary period may be eligible for an extended sick leave benefit (ESLB) not to exceed 20 workdays during a fiscal year. Part-time employees and employees hired during the fiscal year who have completed their probationary periods will be eligible for a pro-rated portion of the 20-day benefit. This benefit will apply to documented major illnesses or injuries of the employee only.
NOTE: ESLB is not available for absences related to a compensable Worker’s Compensation claim.
Reasons for Taking Leave
Leave may be granted for a serious health condition that makes the employee unable to perform the employee’s job.
What Qualifies for Serious Health Condition Under ESLB?
The criteria used for ESLB approval is dependent upon the employee:
- Being hospitalized
- Undergoing surgery
- Giving birth to a child
- As well as for leaves that are long term and will most likely result in the employee going on disability leave under the State Universities Retirement System (SURS).
A qualifying illness or injury might include, but is not limited to, cancer, major non-elective surgery, serious accident, heart attack, or complications of pregnancy. In order to be defined as catastrophic, an illness or injury must be seriously incapacitating, of extended duration, and require the services of a licensed health care provider.
The ESLB benefit will be available for use beginning on the second consecutive workday of absence caused by such major illness or injury. The first one day of absence must be accounted for by regular sick leave, accrued vacation, or absence without pay. Vacation and regular sick leave will continue to accrue during the usage of ESLB. Extended sick leave time, in cases of employees who are eligible, will be deducted from the 12-week family and medical leave entitlement.
Once an employee returns to work in any capacity, the Extended Sick Leave Benefit ends.
ESLB may not be carried over from one fiscal year into the next. If an absence covered by ESLB extends from one fiscal year into another, the employee must return to work before becoming eligible for any remaining ESLB days in the second fiscal year.