The University has announced an expansion of its sick time policy that allows staff to use accrued sick time for the care of an eligible family member -- i.e., a child, spouse, parent, parent-in-law or same sex domestic partner.

In a letter to staff members, University leaders said, "In these changing times, balancing the responsibilities of work and life is a challenge that staff members face on a regular basis. The University recognizes that sometimes a family member's illness or injury requires a staff or faculty member's care and time away from work."

Previously, Yale policy required that staff members use personal or vacation time when taking time away from work to care for a family member's illness or injury.

Under the new policy, sick time may be used when staff members must take care of eligible family members who are ill or injured, accompany them to a medical or dental procedure or checkup related to an illness or injury, or attend to those who are hospitalized. If time off is needed for the care of a family member with a serious health condition, such an absence may be covered under provisions of the Connecticut Family and Medical Leave Act (FMLA). Staff members are advised to contact their human resources generalist for further information about the use of the FMLA.

Staff members can still opt to use vacation or personal time to care for a family member if they prefer to "bank" their sick leave against possible future illness or for a pregnancy disability or child-rearing leave.

The new policy is effective Nov. 1 and is not retroactive.

Supervisors with questions about the implementation of the new policy can send e-mail to robert.schwartz@yale.edu or call a human resources generalist. The website for Yale's Worklife Advisory Committee is www.yale.edu/hronline/worklife.

The new policy, including a list of frequently asked questions, is detailed at https://light.its.yale.edu/messages/2337_Expanded_Sick_Time_Policy1005.doc.

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