The following VCU leave policies apply to faculty and staff in the two available sick leave plans: Traditional Sick Leave Plan (TSLP) and Virginia Sickness and Disability Program (VSDP). 

Exception: Nine-month faculty do not have access to 33 percent of their sick leave balances for FMLA family-related illnesses without prior written approval of the appropriate vice president and dean.

For additional assistance, please contact leave administration at (804) 828-1712 or leave@vcu.edu.

 

Traditional sick leave plan (TSLP) +

Personal illness

Sick leave is used to cover the absence certified as medically necessary by a health care provider. After all sick leave is used, any additional time off for personal illness may be covered by annual or holiday leave balances or leave without pay.


Family* illness

Employees may use up to six days (48 hours) of family sick leave to cover a short-term family illness. Additional time taken may be covered by using sick leave (up to 33 percent of remaining balance) or annual/holiday leave or leave without pay.

Annual/holiday balances or leave without pay must cover additional time off for family illness that does not qualify for FMLA.


Maternity/paternity

For absences due to pregnancy, sick leave may be used by the woman to cover the period of time she is medically disabled (normally six weeks). Additional time taken may be covered by using sick leave (up to 33 percent of remaining balance) or annual/holiday leave or leave without pay.

Paternity leave is governed by the rules shown above under family illness.


Adoption/foster care

Employees may use up to 33 percent of their existing sick leave balance. Annual or holiday balances or leave without pay may cover additional time off. In cases where the child has a medical condition, up to three days (24 hours) of family sick leave may be used before using other balances.

Virginia Sick and Disability Plan (VSDP) +

For more inforation, see the Virginia Sickness and Disability Program Handbook


Personal illness

Sick leave is used to cover absences certified as medically necessary by a health care provider. Generally, after all sick leave is used, additional time off for personal illness may be covered by personal and family leave, annual or holiday leave balances, or leave without pay. After seven calendar days of absence, employees may apply for short-term disability.


Family* illness

Employees may use personal and family leave, annual or holiday balances, or leave without pay to cover an occurrence of family illness. Additional time taken may be covered by using sick leave (up to 33 percent of remaining balance) or annual/holiday leave or leave without pay. Annual/holiday balances or leave without pay must cover additional time off for family illness that does not qualify for FMLA.


Maternity/paternity

For absences due to pregnancy, sick leave, personal and family leave, annual or holiday balances, or leave without pay may be used by the woman to cover the seven-day waiting period. After seven calendar days of absence, an employee may apply for short-term disability coverage for the time she is medically disabled (normally, six weeks). Additional time taken may be covered by using sick leave (up to 33 percent of remaining balance) or annual/holiday leave or leave without pay.

Paternity leave is governed by the rules shown above under family illness.


Adoption/foster care

Employees may use up to 33 percent of their existing sick leave balance. Personal and family leave, annual or holiday balances, or leave without pay may cover additional time taken.

Family illness and FMLA +

*Family member under FMLA includes:

  • Spouse (as defined or recognized by law)
  • Biological parent or individual who stood in loco parentis to an employee (having day-to-day care and financial responsibility for); does not include parents “in law”
  • Biological, adopted or foster child, stepchild, legal ward, or child of a person standing in loco parentis, who is either under age 18, or age 18 and over and “incapable of self-care because of mental or physical disability”
  • “Next of kin” defined as the employee’s nearest blood relative (only applicable to leave to care for injured service member)

Family member for non-FMLA family sick reasons is defined as:

  • Spouse (as defined or recognized by law)
  • Parents, including step-parents
  • Children, including step-children and foster children
  • Any relative, by blood or marriage, living in the employee’s household

Note: Bone marrow and organ donor (BMOD) leave is not considered FMLA leave and does not count toward an eligible employee’s FMLA allotment.