The University Record, June 5, 2000

Changes to the Sick Pay Plan to go into effect

By Vivian Byrd
Human Resources/Affirmative Action

The University has released changes to the Sick Pay Plan, Standard Practice Guide 201.11, effective July 1. The revisions apply to all regular non-union allied health, office, professional/administrative and technical staff members with the exception of paid-time-off- (PTO) eligible employees. The changes were made following careful consideration and thorough analysis by staff representatives, the Human Resources Communication Group and the Budget Advisory Group.

The changes to the Sick Pay Plan will not take effect for staff members who are off work due to illness or injury on July 1 until their return to active employment.

Key changes to the Sick Pay Plan include:

  • Short-term sick time pay.

    The short-term sick bank remains at 15 days annual accrual and will be used to cover illnesses or injuries of short-term duration, up to 10 consecutive days.

  • Extended sick time pay.

    The extended sick bank will be used starting with the first day of a serious illness or injury of 11 days or more, thus eliminating the “seamless slide” into extended sick time from the short-term pay plan. A physician’s statement is required to support the absence. Extended sick time pay also may be approved for non-contiguous absences related to pregnancy or when a staff member’s physician attests that the staff member will have ongoing non-contiguous absences for a single serious illness or injury.

  • Renewal of extended sick time.

    Extended sick time renews every five years. If a staff member is using extended sick time at the point of its renewal, further use of this time is deferred for 30 days following a return to active employment. This deferment does not apply to short-term sick renewal.

  • Accrual of vacation.

    Vacation will not continue to accrue on time paid under the extended sick time plan.

  • Payment of vacation accrual.

    When short-term sick time pay has been exhausted and a staff member has not met eligibility requirements for extended sick time pay, pay will, by default, be paid from the vacation accrual bank if any is available. If the staff member does not wish to use the vacation time for this purpose, a specific request must be made on the time document.

  • Clarification of family care eligibility.

    Up to six days of eligible short-term sick pay (if available) may be used to care for a family member who meets eligibility criteria.

  • Notice of Family and Medical Leave Act (FMLA) usage.

    For serious absences covered under the FMLA, time off will be counted toward the 12-week entitlement starting with usage of extended sick time. Supervisors will need to notify employees in writing within two business days of an absence that is counted toward FMLA. Paid time for absences from the short-term sick bank will not count toward FMLA usage. This provision will go into effect Feb. 1, 2001.

    Staff are invited to attend one of two informational sessions scheduled for the following dates:

  • June 9, 9–10 a.m., Kuenzel Room, Michigan Union

  • June 14, 2–3 p.m., Suite 18, Wolverine Tower

    Timekeepers and supervisors who process time documents are invited to one of three training sessions scheduled for the following dates:

  • June 8, 1:30–2:45 p.m., East Room, Pierpont Commons

  • June 9, 1–2:15 p.m., Kuenzel Room, Michigan Union

  • June 14, 9:30–10:45 a.m., Suite 18, Wolverine Tower.

    Instructions for implementation and frequently asked questions about the revisions can be found at The revised Sick Pay Plan can be found in its entirety in Standard Practice Guide 201.11 at Individuals with questions may call Employee Relations, (734) 763-2387, or send e-mail to