Sick Leave - Paid

Amended date: 12/01/2018

The University recognizes the need for work/life balance, and as such, provides a generous vacation time award for all employees who meet benefit eligibility. These banked accruals can be used throughout the year, which allows paid time off for rest, relaxation and rejuvenation.


The university provides paid and Unpaid Sick Leave for an employee’s illness as outlined by this policy.

Paid Sick Leave

Employees accrue Paid Sick Leave as outlined below, which can be accessed after completion of the employee’s trial period.  Accrued Paid Sick Leave is not payable upon separation of employment.

  Non-benefits Eligible Benefits Eligible **
    Nonexempt Salaried Nonexempt Exempt
Accrual Rate 1 hour for every 30 hours worked 13 days Year* 26 Weeks per 12-month period* 26 Weeks per 12-month period*
Maximum Accrual 40 Hours* per fiscal year (July – June) 26 weeks 26 weeks 26 weeks
Rollover of Unused Accruals Yes

Forfeited if not used within one fiscal year
Yes Yes Yes
When are new accruals awarded? As earned (1 hour for every 30 hours worked) On anniversary date On rolling basis (replenished 12 months from time used) On rolling basis (replenished 12 months from time used)
Paid Out Upon Separation No No No No

*=Employees working at least 20 % effort on a federal Service Contract Act-covered contract may accrue up to 56 hours per federal fiscal year (October 1st – September 30th.

**= Prorated for part-time and academic- year employees.

Intermittent Paid Sick Leave Usage

Employees must provide reasonable notice of their need to use Paid Sick Leave. Paid Sick Leave may be used intermittently for full or partial day absences. If an employee’s absence requires a replacement worker to cover the absent employee’s job functions, the absent employee may be required to cover a full shift with Paid Sick Leave or Unpaid Medical Leave.

Nonexempt Extended Sick Leave

An eligible nonexempt employee who is full-time and employed for greater than one (1) year may make a request for Extended Sick Leave (ESL) upon exhaustion of accrued Paid Sick Leave. ESL is equal to sixty percent (60%) of the employee’s base salary (base salary excludes overtime, shift differential, and supplemental pay) and it applies to scheduled work days and University holidays. Employees may choose to apply accumulated vacation, and personal days to receive up to 100% of their salary. ESL may not be used to supplement Workers’ Compensation benefits. An employee shall not receive more than twenty-six (26) weeks of combined paid Sick Leave and ESL in a twelve (12) month period. ESL may not be used on an intermittent basis.


To be eligible for Extended Sick Leave, the employee must have:

  • Served at least one (1) continuous year of full-time service;
  • Be on approved Sick Leave due to the employee’s own serious health condition; and,
  • Satisfied a 20-day waiting period from the date of ESL request.

Applying for Leave

Employees requesting Paid Sick Leave for less than three (3) days should notify their supervisor. Employees in need of Paid Sick Leave greater than three (3) days, Unpaid Medical Leave, or Nonexempt Extended Sick Leave should notify the employee’s supervisor and Human Resources at

Return from Leave

Upon return from Sick or Medical Leave, most employees will be returned to their original or equivalent position with equivalent pay and benefits. Employees returning from their own Sick Leave may be asked to provide medical certification of their ability to return to work with or without reasonable accommodation(s).

Retaliation and Discrimination Prohibited

It is prohibited to retaliate or discriminate against an employee for having exercised their rights under this policy. For more information regarding state and federal laws upon which this policy was based, please see:

Federal Family and Medical Leave Act

Massachusetts Parental Leave Act

Massachusetts Earned Sick Time Act

Massachusetts Small Necessities Leave Act


Staff: any benefits-eligible employee who has standard hours of 17.5 hours/week or more and is not otherwise covered by a collective bargaining agreement. Postdoctoral scholars’ paid time off practices are outlined in the postdoc handbook. Faculty should refer to the by-laws of their primary school affiliation for guidance.

Related Links and Resources:

Postdoctoral Scholars’ Handbook:


This Sick Leave - Paid Statement is part of the HR Employee Policies and Procedures that can be found at here.

Disclaimer: Changes to this policy and the handbook in which it is maintained may be made at any time, at the sole discretion of the University and is not a contract. Employment by the University is at will and either the employee or the University may end the employment relationship at any time.