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Sick Leave

An employee may request sick leave when they are unable to perform their duties because of temporary mental or physical disability. Sick Leave may also be used for medical or dental appointments.

All full-time faculty and professional staff employees earn sick leave credits in accordance with the graduated scale noted below:

Sick Leave Accrual Schedule for Full-time Faculty & Professional Employees

  Calendar Year College Year
Years of Service Days/Month Yearly Total Days/Month Yearly Total
First Year 1 ¼ 15 1 ¼ 11 ¼
Second Year 1 ⅓ 16 1 ⅓ 12
Third, Fourth & Fifth Years 1 ½ 18 1 ½ 13 ½
Sixth Year 1 ⅔ 20 1 ⅔ 15
Seventh & Subsequent Years 1 ¾ 21 1 ¾ 15 ¾

Employees record sick leave usage on their monthly online attendance report.

Members of the classified staff earn sick leave on an hourly basis each pay period:

For those who normally work 40 hours per week, 4 hours sick leave credit;
for those who normally work 37½ hours per week, 3¾ hours sick leave credit.

Sick leave usage is recorded on the bi-weekly attendance report.

All employees may accumulate a maximum of 200 sick leave days, while part-time employees' maximum accumulated sick leave credits will be on a pro-rated basis.

Upon retirement, with ten (10) or more years of service, you may use up to 200 days of accumulated sick leave credits to offset health insurance premiums in retirement. Accumulates sick leave credit is converted to a monthly credit which is applied toward paying any health insurance premiums you may make for the rest of your life. You may delay the use of this sick leave credit for up to five (5) years after retirement.

Any employee disabled by pregnancy or childbirth is eligible to use sick leave credits; disabilities due to pregnancy or childbirth are treated as any other temporary disability.

Approval of sick leave in excess of three (3) consecutive days is contingent upon receipt of suitable medical evidence in the form of a physician's statement containing general diagnosis, prognosis for recovery and expected date of return to work. The Human Resources Office is the final authority on the adequacy of any medical evidence submitted.


For a Research Foundation Employee and CSEA member:

Leave for Bereavement or Family Illness - Employees are allowed to charge absences from work in the event of death or illness in the employee’s immediate family* against accrued sick leave credits up to a maximum of 25 days in any one calendar year. Requests for leave for bereavement or family illness shall be subject to approval of the appointing authority; such approval shall not be unreasonably withheld

For a UUP and MC employees:

Leave for Bereavement or Family Illness - Employees are allowed to charge absences from work in the event of death or illness in the employee’s immediate family* against accrued sick leave credits up to a maximum of 30 days in any one calendar year.

*Immediate family includes any relative or relative-in-law, or any persons with whom an employee makes his/her home.

Leave Donation Program

Any state employee who earns vacation credits may donate their vacation leave credits to another state employee who have exhausted all their leave accumulation. The intent of this program is to provide a means to assist employees who, because of long-term personal illness, have exhausted their leave benefits and would otherwise be subject to a severe loss of income during a continuing absence from work. Further information about the program is available from the Human Resources Office.

Family Medical Leave Act

The Family Medical Leave Act (FMLA) allows employees up to twelve (12) weeks job-protected leave for certain family and medical reasons. Employees are eligible if they have worked for at least one year, and for 1,250 hours over the previous twelve (12) months.

Leave may be requested under the Family Medical leave Act for the following reasons:

  • to care for the employee's child after birth, or placement for adoption or foster care;
  • to care for the employee's spouse, child or parent who has a serious health condition;
  • for a serious health condition that makes the employee unable to perform their job.

Advance notice and medical documentation may be required prior to leave approval. View Campus Forms.

Paid Family Leave for Unclassified Employees

Effective January 1, 2019, the Paid Family Leave program (PFL) will become available to MC13 and UUP-represented employees.

PFL provides job-protected, paid leave for eligible employees to bond with a new child, care for a loved one with a serious health condition, and assist with relieving family pressures when a loved one is called to active military service abroad.

The program is funded through contributions taken as payroll deductions. The 2019 contribution is 0.153% of gross wages each pay period, up to and not to exceed an annual maximum employee contribution of $107.97. For MC13 and UUP-represented employees, payroll deductions will be biweekly and begin no sooner than January 1, 2019.

For the 2019, employees who are on the payroll and have met eligibility requirements will be able to use ten weeks of Paid Family Leave benefits, and will receive 55% of their average weekly wage, capped at 55% of the statewide average weekly wage.

More information about Paid Family Leave.

Human Resources
SUNY Canton
34 Cornell Drive
Canton, NY 13617

(315) 386-7325
Fax: (315) 386-7064