Common use of Medically Certified Care Clause in Contracts

Medically Certified Care. Employee’s attendance upon the employee’s seriously ill family member (as defined above) at a hospital, health care facility, or at home, or the employee’s transport of the employee’s seriously ill family member to medical treatment, when properly certified by a Health Care Provider on the form designated in Appendix I. Use of sick leave will not be permitted where the employee has failed to provide the certified form. Medically certified care does not cover such situations as illness not defined as seriously ill, matters unrelated to medical needs, baby-sitting, running errands, and/or running a business for the family member while they are ill. Full-time employees shall accrue fifteen (15) days of sick leave in each fiscal year at the rate of one and one-fourth (1-1/4) days per month. During the first year of employment, employees will earn sick leave at the rate of one (1) day per month of service except that employees appointed on July 1 will earn sick leave at the rate of one and one-fourth (1-1/4) days per month. Regularly appointed part-time staff employees accrue sick leave on the same basis as full-time employees except that such accrual shall be prorated according to the percentage of time appointed. For example, a 50% time employee earns seven and one-half (7.5) full-time days by the end of the fiscal year [fifteen (15) full-time days at 50% equals seven and one-half (7.5) full-time days.] Unused sick leave is cumulative. Employees are expected to notify their supervisor preferably by telephone at least fifteen (15) minutes before their scheduled start time on the work day on which sick leave is used and to keep the supervisor adequately informed should the absence extend beyond one day. Employees who require more sick leave than accumulated will have their pay adjusted accordingly except that the employee may charge such time to vacation or administrative leave. In such cases, all sick leave policies will apply. Employees may request that the supervisor make available for the employee’s review a current record of the employee’s sick leave, such request will not be unreasonably denied. Credit will be granted for documented unused sick leave accumulated during periods of previous employment at Rutgers. Credit will also be granted for documented unused sick leave accumulated at an agency of the State of New Jersey, including a state college or university, when the individual comes to work in an eligible position at Rutgers with no break in service from the date of termination at the previous state agency. No cash payment is made for unused sick leave except upon retirement in accordance with state legislation and implementing regulations. If the employee had a break in service, sick leave accumulated prior to the break will not be included in the lump sum calculation unless the break occurred as the result of a layoff. Further details of this payment appear in University Policy Library Section

Medically Certified Care. Employee’s attendance upon the employee’s seriously ill family member (as defined above) at a hospital, health care facility, or at home, or the employee’s transport of the employee’s seriously ill family member to medical treatment, when properly certified by a Health Care Provider on the form designated in Appendix I. Use of sick leave will not be permitted where the employee has failed to provide the certified form. Medically certified care does not cover such situations as illness not defined as seriously ill, matters unrelated to medical needs, baby-sitting, running errands, and/or running a business for the family member while they are he/she is ill. Full-time employees shall accrue fifteen (15) days of sick leave in each fiscal year at the rate of one and one-fourth (1-1/4) days per month. During the first year of employment, employees will earn sick leave at the rate of one (1) day per month of service except that employees appointed on July 1 will earn sick leave at the rate of one and one-fourth (1-1/4) days per month. Regularly appointed part-time staff employees accrue sick leave on the same basis as full-time employees except that such accrual shall be prorated according to the percentage of time appointed. For example, a 50% time employee earns seven and one-half (7.5) full-time days by the end of the fiscal year [fifteen (15) full-time days at 50% equals seven and one-half (7.5) full-time days.] Unused sick leave is cumulative. Employees are expected to notify their supervisor preferably by telephone at least fifteen (15) minutes before their scheduled start time on the work day on which sick leave is used and to keep the supervisor adequately informed should the absence extend beyond one day. Employees who require more sick leave than accumulated will have their pay adjusted accordingly except that the employee may charge such time to vacation or administrative leave. In such cases, all sick leave policies will apply. Employees may request that the supervisor make available for the employee’s review a current record of the employee’s sick leave, such request will not be unreasonably denied. Credit will be granted for documented unused sick leave accumulated during periods of previous employment at Rutgers. Credit will also be granted for documented unused sick leave accumulated at an agency of the State of New Jersey, including a state college or university, when the individual comes to work in an eligible position at Rutgers with no break in service from the date of termination at the previous state agency. No cash payment is made for unused sick leave except upon retirement in accordance with state legislation and implementing regulations. If the employee had a break in service, sick leave accumulated prior to the break will not be included in the lump sum calculation unless the break occurred as the result of a layoff. Further details of this payment appear in University Policy Library Section

Medically Certified Care. Employee’s attendance upon the employee’s seriously ill family member (as defined above) at a hospital, health care facility, or at home, or the employee’s transport of the employee’s seriously ill family member to medical treatment, when properly certified by a Health Care Provider on the form designated in Appendix I. E. Use of sick leave will not be permitted where the employee has failed to provide the certified form. Medically certified care does not cover such situations as illness not defined as seriously ill, matters unrelated to medical needs, baby-sitting, running errands, and/or running a business for the family member while they are he/she is ill. Full-time employees shall accrue fifteen (15) days of sick leave in each fiscal year at the rate of one and one-one fourth (1-1/4) days per month. During the first year of employment, employees will earn sick leave at the rate of one (1) day per month of service except that employees appointed on July 1 will earn sick leave at the rate of one and one-one fourth (1-1/4) days per month. Regularly appointed part-time staff employees accrue sick leave on the same basis as full-time employees except that such accrual shall be prorated according to the percentage of time appointed. For example, a 50% time employee earns seven and one-half (7.5) full-time days by the end of the fiscal year [(fifteen (15) full-time days at 50% equals seven and one-half (7.5) full-time days.] ) Unused sick leave is cumulative. Employees are expected to notify their supervisor preferably by telephone at least fifteen (15) 15 minutes before their scheduled start time on the work day on which sick leave is used and to keep the supervisor adequately informed should the absence extend beyond one day. Employees who require more sick leave than accumulated will have their pay adjusted accordingly except that the employee may charge such time to vacation or administrative leave. In such cases, all sick leave policies will apply. Employees may request that the supervisor make available for the employee’s review a current record of the employee’s sick leave, such request will not be unreasonably denied. Credit will be granted for documented unused sick leave accumulated during periods of previous employment at Rutgers. Credit will also be granted for documented unused sick leave accumulated at an agency of the State of New Jersey, including a state college or university, when the individual comes to work in an eligible position at Rutgers with no break in service from the date of termination at the previous state agency. No cash payment is made for unused sick leave except upon retirement in accordance with state legislation and implementing regulations. If the employee had a break in service, sick leave accumulated prior to the break will not be included in the lump sum calculation unless the break occurred as the result of a layoff. Further details of this payment appear in University Policy Library Section.

Medically Certified Care. Employee’s attendance upon the employee’s seriously ill family member (as defined above) at a hospital, health care facility, or at home, or the employee’s transport of the employee’s seriously ill family member to medical treatment, when properly certified by a Health Care Provider on the form designated in Appendix I. H. Use of sick leave will not be permitted where the employee has failed to provide the certified form. Medically certified care does not cover such situations as illness not defined as seriously ill, matters unrelated to medical needs, baby-sitting, running errands, and/or running a business for the family member while they are he/she is ill. Full-time employees shall accrue fifteen (15) days of sick leave in each fiscal year at the rate of one and one-one fourth (1-1/4) days per month. During the first year of employment, employees will earn sick leave at the rate of one (1) day per month of service except that employees appointed on July 1 will earn sick leave at the rate of one and one-one fourth (1-1/4) days per month. Regularly appointed part-time staff employees accrue sick leave on the same basis as full-time employees except that such accrual shall be prorated according to the percentage of time appointed. For example, a 50% time employee earns seven and one-half (7.5) full-time days by the end of the fiscal year [(fifteen (15) full-time days at 50% equals seven and one-half (7.5) full-full- time days.] ) Unused sick leave is cumulative. Employees are expected to notify their supervisor preferably by telephone as early as possible at least fifteen (15) minutes before their scheduled start time on the beginning of the work day on which sick leave is used and to keep the supervisor adequately informed should the absence extend beyond one day. Employees who require more sick leave than accumulated will have their pay adjusted accordingly except that the employee may charge such time to vacation or administrative leave. In such cases, all sick leave policies will apply. Employees may request that the supervisor make available for the employee’s review a current record of the employee’s sick leave, such request will not be unreasonably denied. Credit will be granted for documented unused sick leave accumulated during periods of previous employment at Rutgers. Credit will also be granted for documented unused sick leave accumulated at an agency of the State of New Jersey, including a state college or university, when the individual comes to work in an eligible position at Rutgers with no break in service from the date of termination at the previous state agency. No cash payment is made for unused sick leave except upon retirement in accordance with state legislation and implementing regulations. If the employee had a break in service, sick leave accumulated prior to the break will not be included in the lump sum calculation unless the break occurred as the result of a layoff. Further details of this payment appear in University Policy Library Section.

Medically Certified Care. Employee’s attendance upon the employee’s seriously ill family member (as defined above) at a hospital, health care facility, or at home, or the employee’s transport of the employee’s seriously ill family member to medical treatment, when properly certified by a Health Care Provider on the form designated in Appendix I. G. Use of sick leave will not be permitted where the employee has failed to provide the certified form. Medically certified care does not cover such situations as illness not defined as seriously ill, matters unrelated to medical needs, baby-sitting, running errands, and/or running a business for the family member while they are he/she is ill. Full-time employees shall accrue fifteen (15) days of sick leave in each fiscal year at the rate of one and one-one fourth (1-1/4) days per month. During the first year of employment, employees will earn sick leave at the rate of one (1) day per month of service except that employees appointed on July 1 will earn sick leave at the rate of one and one-one fourth (1-1/4) days per month. Regularly appointed part-time staff employees accrue sick leave on the same basis as full-time employees except that such accrual shall be prorated according to the percentage of time appointed. For example, a 50% time employee earns seven and one-half (7.5) full-time days by the end of the fiscal year [(fifteen (15) full-time days at 50% equals seven and one-half (7.5) full-full- time days.] ) Unused sick leave is cumulative. Employees are expected to notify their supervisor preferably by telephone as early as possible at least fifteen (15) minutes before their scheduled start time on the beginning of the work day on which sick leave is used and to keep the supervisor adequately informed should the absence extend beyond one day. Employees who require more sick leave than accumulated will have their pay adjusted accordingly except that the employee may charge such time to vacation or administrative leave. In such cases, all sick leave policies will apply. Employees may request that the supervisor make available for the employee’s review a current record of the employee’s sick leave, such request will not be unreasonably denied. Credit will be granted for documented unused sick leave accumulated during periods of previous employment at Rutgers. Credit will also be granted for documented unused sick leave accumulated at an agency of the State of New Jersey, including a state college or university, when the individual comes to work in an eligible position at Rutgers with no break in service from the date of termination at the previous state agency. No cash payment is made for unused sick leave except upon retirement in accordance with state legislation and implementing regulations. If the employee had a break in service, sick leave accumulated prior to the break will not be included in the lump sum calculation unless the break occurred as the result of a layoff. Further details of this payment appear in University Policy Library Section.

Medically Certified Care. Employee’s attendance upon the employee’s seriously ill family member (as defined above) spouse, parent, or child at a hospital, health care facility, or at home, or the employee’s transport of the employee’s seriously ill family member spouse, parent, or child, to medical treatment, when properly certified by a Health Care Provider on the form designated in Appendix I. E. Use of sick leave time will not be permitted where the employee has failed to provide the certified form. Medically certified care does not cover such situations as illness not defined as seriously ill, matters unrelated to medical needs, baby-sitting, running errands, and/or running a business for the family member while they are he/she is ill. Full-time employees shall accrue hired prior to July 1, 2000 earn fifteen (15) days of sick leave in each fiscal year at the rate of one and one-fourth (1-1/4) 1/4 days per month. During the first year of employment, employees will earn sick leave at the rate of one (1) day per month of service except that employees appointed on July 1 will earn sick leave at the rate of 1-1/4 days per month. Full-time employees hired on or after July 1, 2000 will earn sick leave at the rate of one (1) day per month of service. After seven (7) years of service, full-time employees hired on or after July 1, 2000 will earn sick leave at the rate of one and one-fourth quarter (1-1/4) days per month. Regularly appointed part-time staff employees accrue sick leave month of service, effective on the same basis as full-time employees except that such accrual shall be prorated according to first July 1 after the percentage seventh year of time appointedservice has been completed. For example, a 50% time employee earns seven and one-half (7.5) full-time days by the end of the fiscal year [fifteen (15) full-time days at 50% equals seven and one-half (7.5) full-time days.] Unused sick leave is cumulative. Employees are expected to notify their supervisor preferably by telephone as early as possible at least fifteen (15) minutes before their scheduled start time on the beginning of the work day on which sick leave is used and to keep the supervisor adequately informed should the absence extend beyond one day. Employees who require more sick leave time than accumulated will have their pay adjusted accordingly except that the employee may charge such time to vacation or administrative leave. In such cases, all sick leave policies will apply. Employees may request that the supervisor make available for the employee’s review a current record of the employee’s sick leave, such request will not be unreasonably denied. Credit will be granted for documented unused sick leave accumulated during periods of previous employment at Rutgers. Credit will also be granted for documented unused sick leave accumulated at an agency of the State of New Jersey, including a state college or university, when the individual comes to work in an eligible position at Rutgers with no break in service from the date of termination at the previous state agency. No cash payment is made for unused sick leave except upon retirement in accordance with state legislation and implementing regulations. If the employee had a break in service, sick leave accumulated prior to the break will not be included in the lump sum calculation unless the break occurred as the result of a layoff. Further details of this payment appear in University Policy Library Section.