Sick Leave


System Policy


  • Full-time benefits eligible regular employees earn eight hours of sick leave for each month or fraction of month of employment.
  • Part-time benefits eligible regular employees earn sick leave based on percentage of time worked.
  • If an employee is on leave the first day of the month, the employee will not be able to use the leave accrued for that month until he or she returns to work.
  • An employee does not accrue sick leave for any full calendar month in which he or she is on leave without pay.
  • Accumulation of sick leave is unlimited.  Any unused accumulated sick leave is carried forward at the end of each fiscal year.


  • Sick leave may be taken when sickness, injury, or pregnancy and confinement prevent the employee from doing his or her job or when an ill member of the employee's immediate family needs the employee's care and assistance.
  • "Immediate family" is defined as those individuals living in the same household and related by kinship, adoption, or marriage; foster children certified by the Texas Department of Protective and Regulatory Services; or a child for whom the employee is the court-appointed guardian. 
  • An employee's minor child (18 or younger) is considered immediate family even if the child does not live in the employee's household.
  • An employee's use of sick leave for family members not residing in the that employee's household is strictly limited to the time necessary to provide care and assistance to a child, spouse, or parent (but not parent-in-law) of the employee who needs such care and assistance as a direct result of a documented medical condition.
  • An employee may use up to eight hours of sick leave each fiscal year to attend parent-teacher conference for his or her children in prekindergarten through 12th grade.  The employee must provide reasonable advance notice of need for this leave.
  • An employee who adopts a child younger than three years may use the amount of sick leave following the adoption that would normally be granted for recovery from pregnancy or childbirth.

An ill or injured employee may be required to take a leave of absence if:

  1. in the supervisor's judgment, continued work would create a substantial risk to the employee and/or co-workers, and
  2. a physician's statement restricts the employee's activity or environment and the employee's needs cannot be reasonably accommodated. 

In such instances, the employee must first use sick leave, then vacation, then any accured compensatory time, then sick leave pool time if approaved and then may be placed on leave without pay until the attending physician certifices that the employee can safely return to work.  We may require a physician's release statement before permitting the employee to return to work.