TSS - Sick and Family Illness Time

Sick and Family Illness Time

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First Published  :Tue Nov 25 23:26:40 GMT 2014
Last Modified  :Tue Feb 15 19:43:22 GMT 2022
Last Published  :Tue Feb 15 19:43:22 GMT 2022
Summary :  Reference for all constituents of Tufts with inquiries about sick time for employees at the University. Audience: Audience: All employees who are covered by the employee handbook, not by CBA or contract employment (Note: Faculty time off varies by school)


Primary Information

    This policy applies to all staff, temporary staff, postdoctoral scholars, faculty, independent contractors, affiliates or any other members of the Tufts community, including those hired contractually or who work under faculty or postdoctoral scholar handbooks, or who are otherwise covered by a collective bargaining agreement.

    The University provides comprehensive paid time off policies including sick time.  Detailed information regarding rate of eligibility, maximum accruals, unused sick time, payouts and additional leave time can be found on this page.

    Things to know:
    • Employees are eligible for sick time, following completion of the employee’s trial period.
    • Sick time is prorated for part-time and academic-year employees
    • Paid Sick Leave is not payable upon separation of employment.
    • Sick time may be used intermittently for full or partial day absences
    • Sick time can be used for doctor's appointments (although hourly non-exempt staff may not wish to use sick time for a planned absence if trying to earn bonus days).  In order to help employees balance their family responsibilities, Tufts employees may apply up to ten (10) sick days (70 hours) annually from their accrued sick time to care for a relative of an employee. Family days are pro-rated for part time employees.  For the purposes of this policy, a "relative" is defined as a spouse, domestic partner, parent, child, sibling, grandparent, or grandchild of the employee or of the employee's spouse. Relatives also include “step” relationships such as stepchild and stepparent and in-law relationships, such as brother/sister-in-law, and mother/father-in-law.
    • After an employee has been sick for three (3) consecutive work days, he or she may be required to provide a doctor’s note and be formally placed on a medical leave that may, in some cases, fall under FMLA. The University’s Leave Specialist should be contacted when an employee is out for more than three (3) consecutive work days. Under certain circumstances, a hourly non-exempt or exempt employee may be required to provide a doctor’s note for illnesses of less than three (3) consecutive work days. 


Related Information

    Sick Time Earnings Code - 232; Family Illness Earnings Code - 235; other Earnings Codes

    Employee Handbook

    Leaves of Absence





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