HR Operations

Sick time off for temporary and student hourly employees

This page outlines rules for temporary and student hourly employees and is subject to bargaining for those student and temporary hourly workers covered by a collective bargaining agreement. For sick time off provisions for monthly paid classified and professional staff, view the Sick time off for monthly paid classified and professional staff webpage.

The provisions in this webpage are a result of Initiative 1433 changes and subject to collective bargaining for those covered by a collective bargaining agreement.

Authorized uses of paid sick time off

Paid sick time off may be used for the following:

  • Your own illness, injury, health condition, or disability
  • Preventive care such as a medical, dental, or optical appointment(s)
  • A family member’s illness, injury, health condition, or disability, and/or preventive care such as a medical, dental, or optical appointment
  • Closure of the UW or child’s school/place of care by order of a public official for any health-related reasons
  • Domestic violence, sexual assault, or stalking covered absences

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Family member definition

“Family member” is defined as a child or parent (including biological, adopted, foster, step, or legal guardian, or de facto parent), a spouse, registered domestic partner, spouse’s parent, grandparent, grandchild, or sibling.

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Accrual

You accrue paid sick time off at the end of the month at a rate of 1 hour for every 40 hours worked. Paid sick time off accrual begins at the start of employment for all hours worked on and after that date, and is available for use the following month. There is no cap on the number of paid sick time off hours that may be accrued in a calendar year.

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Using sick time off

Paid sick time off accrues at the end of the month and is available for use as soon as you accrue it. Sick time off may be used only for authorized purposes.

For forseeable absences, you should provide notice at least ten days in advance of the absence, or as early as practicable to schedule your sick time off in advance following your unit’s time off request procedure. If you are not able to request sick time off in advance, follow your unit’s call-out procedure.

For campus staff: Check your sick time off balance or enter sick time off requests in Workday. The Integrated Service Center (ISC) provides instructions on how to view and request time off. Contact the ISC if you have questions.

For medical centers staff: Check your sick time off balance or enter sick time off requests in Kronos.

FMLA certification
Certain reasons for using sick time off may fall under the federal Family and Medical Leave Act (FMLA). If this is the case, you will be asked to follow our FMLA policy and procedures. This will include providing medical certification from a health-care provider. Visit FMLA for additional information.

Other medical certification
Even if your sick time off is not covered by FMLA, you may still be asked to provide medical certification.

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Verification

Verification may only be requested if you use or request to use paid sick time off after absences on three consecutive scheduled work days

Example:
Three consecutive scheduled work days — An employee who is scheduled to work on Mondays, Wednesdays, and Fridays uses paid sick time off (in any amount) on Wednesday and Friday of the first week and Monday the next week. If sick time off is used again on the Wednesday of that week, the employee would have absences exceeding three days.

Corrective or disciplinary action may be taken if you:

  • Fail to provide verification according to your unit’s policy
  • Fail to provide appropriate notice of the need for sick time
  • Use sick time off for unauthorized purposes

If you are seeking to use or have used sick time off for authorized purposes for more than three (3) consecutive days, your unit may require you to provide verification that establishes that the use of sick time off is for an authorized purpose.

Verification must be provided within 10 calendar days of the first day you used sick time off to care for yourself or a family member. You are not required to provide any details concerning the specific nature of the health condition in order to use sick time off, unless otherwise required by law.

Verification Types

If verification is requested, acceptable verification may include:

  • A doctor’s note or a signed statement by a health care provider indicating that the use of sick time off is necessary to take care of yourself or your family member; or
  • A written or oral statement indicating that the use of sick time off is necessary to take care of yourself or a family member.

If you or a member of your family have been a victim of domestic violence, sexual assault or stalking, review the Time off related to domestic violence, sexual assault, or stalking webpage.

When you are absent due to the closure of the your child’s school or place of care by a public official due to health-related reasons:

  • Notice of closure by a public official that the employee received regarding employee’s child’s school or place of care.

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Unreasonable Burden or Expense for Verification

If obtaining verification for use of paid sick leave would result in an unreasonable burden or expense for you, please contact your Human Resources Consultant.

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Notification

You should provide notice of the need for sick time off for an authorized purpose at least ten days in advance, following your unit’s time off request procedure. If you are not able to request sick time off in advance, follow your unit’s call-out procedure.

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Carryover

No more than 40 hours of paid sick time off will carryover annually.

Job changes

Paid sick time off transfers with you when you change departments, employment program, or employee type as follows:

Movement at Job Change What Happens with Your Sick Time Off
Regular to Regular Full balance transfers with you
Regular to Temporary A maximum of 40 hours transfer. The remainder is “held” for potential reinstatement if you return to state service as outlined in the Prior Washington State Service Credit webpage
Temporary to Temporary Full balance transfers with you
Temporary to Regular Full balance transfers with you

 

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Leaving UW employment

You are not paid for your unused sick time off hours when you leave UW employment.

If you return to UW employment later, your sick time off balance may be reinstated as follows:

Separated As | Returned As What Happens with Your Sick Time Off
Regular to Regular Full balance of sick time off may be reinstated as outlined in the Prior Washington State Service Credit webpage.
Regular to Temporary A maximum of 40 hours is reinstated. The remainder is “held” for potential reinstatement if you return to state service as outlined in the Prior Washington State Service Credit webpage.
Temporary to Temporary If you are rehired within 12 months of your termination date, your balance is reinstated.

If your rehire date falls in the next calendar year following your termination date, a maximum of 40 hours will be reinstated as though the annual cap had been applied.

Temporary to Regular If you are rehired within 12 months of your termination date, your balance is reinstated.

If your rehire date falls in the next calendar year following your termination date, a maximum of 40 hours will be reinstated as though the annual cap had been applied.

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Supervisor responsibilities

Time off requests
You should respond to an employee’s time off request as soon as possible.

Assess whether the time off request could fall under FMLA. If FMLA may be applicable, follow your department’s FMLA procedures, or contact your leave specialist.

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Verification

Verification may only be requested if an employee uses or requests to use paid sick time off after absences on three consecutive scheduled work days

Example:
Three consecutive scheduled work days — An employee who is scheduled to work on Mondays, Wednesdays, and Fridays uses paid sick time off (in any amount) on Wednesday and Friday of the first week and Monday the next week. If sick time off is used again on the Wednesday of that week, the employee would have absences exceeding three days.

Corrective or disciplinary action may be taken if the employee:

  • Fails to provide verification according to your unit’s policy
  • Fails to provide appropriate notice of the need for sick time
  • Uses sick time off for unauthorized purposes

If the employee is seeking to use or has used sick time off for authorized purposes for more than three (3) consecutive days, your unit may require the employee to provide verification that establishes that the use of sick time off is for an authorized purpose.

Verification must be provided within 10 calendar days of the first day the employee used sick time off to care for themselves or a family member. Employees are not required to provide any details concerning the specific nature of the health condition in order to use sick time off, unless otherwise required by law.

Verification Types

If verification is requested, acceptable verification may include:

  • A doctor’s note or a signed statement by a health care provider indicating that the use of sick time off is necessary to take care of the employee or an employee’s family member; or
  • A written or oral statement from the employee indicating that the use of sick time off is necessary to take care of themselves or a family member.

When an employee or the employee’s family member has been a victim of domestic violence, sexual assault or stalking, review the Time off related to domestic violence, sexual assault, or stalking webpage.

When an employee is absent due to the closure of the employee’s child’s school or place of care by a public official due to health-related reasons:

  • Notice of closure by a public official that the employee received regarding employee’s child’s school or place of care.

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Unreasonable Burden or Expense for Verification

If obtaining verification for use of paid sick leave would result in an unreasonable burden or expense for the employee, please contact your Human Resources Consultant.

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Notification

Employees should provide notice of the need for sick time off for an authorized purpose at least ten days in advance, following their unit’s time off request procedure. If the employee is not able to request sick time off in advance, the employee is to follow the unit’s call-out procedure.

Retaliation Prohibited
Any discrimination or retaliation against an employee for lawful exercise of paid sick time off rights is not allowed. Corrective action may not be taken for the lawful use of paid sick time off.

 

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