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An employee who is absent for five (5) or more consecutive working days is required to submit to the Office of Human Resources acceptable medical documentation substantiating the illness. On the day of return to work, the employee is required to bring to the Office of Human Resources medical documentation that includes the return to work date and any limitations or restrictions.

Employees submitting a medical note should ensure that the note contains the following information:

• the date the employee was seen by the doctor
• the date(s) the employee was out or will be out
• the expected date of return
• the reason for the absence and/or the nature of the illness
• a statement from the doctor that the employee is unable to carry out expected duties

Any medical excuse not containing this information will be returned for the necessary details.

Failure to provide appropriate medical documentation may result in disciplinary action.

This program enables employees to donate voluntarily a portion of their earned sick and/or vacation time to other employees who have exhausted their own earned leave and who themselves or a member of their family are suffering from serious catastrophic health condition or injury which is expected to require a prolonged absence from work.  

An employee shall be eligible to receive donated sick and/or vacation time from other eligible É«ÀÇÉçÇø Univeristy employees provided they meet the following criteria and requirements:

• Has completed at least one year of continuous University service as full‐time employee;
• Has exhausted all accrued sick, vacation and administrative leave, paid leave bank, all sick leave injury benefits, if any, and all compensatory time off;
• Has not, in the two‐year period immediately preceding the employee's need for donated leave, been disciplined for chronic or excessive absenteeism, chronic or excessive lateness or abuse of leave; and
• Either:
  • Suffers from a catastrophic health condition or injury;
  • Is needed to provide care to a member of the employee's immediate family who is suffering from a catastrophic health condition or injury; or
  • Requires absence from work due to the donation of an organ (which shall include, for example, the donation of bone marrow).

Forms:

• Classified Employees Fact Sheet
• AFT/Managerial Fact Sheet
• Donor Transfer Form
• Donated Leave Recipient Affidavit

Questions regarding the donated leave program can be directed to Brea Arthur, Manager of Leave and Benefits, at 856-256-4304 or arthurb@rowan.edu.

• Fact Sheet-Federal
• Fact Sheet-State
• FMLA Request Form
• FMLA Posting Notice
• Certification of Healthcare Provider Form

• Fact Sheet
• Approval Form

Sick Leave is utilized when an employee requires the use of five or more consecutive sick days for a serious health condition for themselves or an immediate family member. The use of this leave still requires, if eligible, for FMLA to be used concurrently. 

Sick Leave of Absence Request Form

1. Requested leaves will be considered for eligible employees and will not be unreasonably denied.
2. Employee is required to submit appropriate medical documentation and a Sick Leave of Absence Request Form (with departmental signatures) directly to the Office of Human Resources, located in Oak Hall South. Employees submitting a medical note should ensure that the note contains ALL of the below information.
   Note: Any medical excuse not containing the below information will be returned for the necessary details.
   • The date the employee was seen by the doctor
   • The date(s) the employee was (or will be) out
   • The expected date of return
   • The reason for the absence and/or the nature of the illness
   • A statement from the doctor that the employee is unable to carry out expected duties.
3. Approved leaves may be with or without pay.
4. When Sick Leave is without pay, the employee is responsible for paying:
   a. The monthly benefit premium for health, prescription drug, and dental benefits for the first three months of leave.
   b. The full cost of health and prescription drug benefits, payable at the beginning each month, if the leave is approved beyond three months. Dental benefits voluntarily continued through COBRA.
5. The University is not responsible for the employee’s share of health, prescription drug or dental insurance premiums while they are on a leave of absence without pay.
6. No contributions to pension are made while employee is on leave without pay. Employee may purchase service credits upon return to work.
7. Life insurance benefits may be affected. If on paid leave, life insurance benefits will continue. If on unpaid leave of absence, life insurance benefits may cease. The employee has the option to convert to individual policy by contacting Prudential Insurance Company at 1‐877‐889‐2070.
8. On the actual day that the employee is scheduled to return to work, he/she is required to bring to Human Resources documentation from a medical professional regarding the ability to return to work. The documentation must include the return to work date and list restrictions if any (restrictions and/or limitations must be pre‐approved by the employee’s department). If such documentation is not received, the employee’s return to work may be delayed until the documentation is provided

• New Jersey SAFE Act

• Temporary Disability Insurance Application

Employees are permitted to use a maximum of five (5) sick days for bereavement for immediate family members. Per N.J.A.C 4A:6-1.21A, immediate family is defined as a child, parent, spouse, or grandparent.

If you have questions regarding bereavement or if you wish to take bereavement, please contact Brea Arthur (ext. 64304, arthurb@rowan.edu).