Keeping You Informed! Stay Healthy and Safe! 😊
Employee Handbook/Policy Highlights:
404.2a Termination Due to Inability to Work
If an employee is not approved for leave and is unable to return to work for three (3) consecutive, scheduled work days, the employee may be terminated. Even if the employee communicates with the department as to why the employee is unable to report to work, he/she may still be terminated. This does not include circumstances covered by FMLA, Military Leave, or leave previously approved by the department and/or the University.
411 Death in the Family
Benefits eligible employees who have a death in the immediate family may be allowed to use accrued sick leave for absences related to the death. Any leave in excess of five (5) days for a death in the employee’s immediate family must be approved and charged to vacation. Validated documentation must be presented to the supervisor upon return to work. The immediate family in this instance includes the employee’s spouse, parents, children, siblings, stepchildren, grandparents, grandchildren, foster parents, legal guardian, and in-laws in the same categories.
402.4 Licensed Physician’s Statement
If an employee is out of work due to illness or care of an ill relative for more than five (5) consecutive business days, a physician’s statement is required covering the dates of absence upon return to work. Under some circumstances, supervisors may require an employee to provide a physician’s statement for sick leave absences for less than five (5) days. IIT HR – If you are out or will be out due to illness for five days, you need to notify IIT HR because we have to notify Central HR and stay in communication with them.
501.6 Flexible Scheduling
Flextime allows for flexible scheduling arrangements that permit variations in starting and departure times, but does not alter the total number of hours worked in a workweek or workday and does not allow for working away from the office location. Flextime can be used to improve coverage and extend service hours. Flextime is a privilege and may be discontinued, temporarily suspended or altered, with or without notice, at the sole discretion of the appropriate supervisor, Vice President, or Dean when the work needs change or if service is impaired. Each request for a flextime schedule will be decided on an individual basis by the supervisor of the employee. All decisions should be consistent with Department practices.
503 Duty to Report Criminal Charges/Determinations
503.1 Criminal charges
An employee of Georgia State University who is charged with a crime (other than a minor traffic offense and/or local ordinance violation) shall report having been charged to his or her supervisor within three (3) days of becoming aware of such charge. The employee shall report the crime(s) he/she has been charged with and provide documentation of the charges upon request. Within three (3) days of receiving notice from the employee, the supervisor will contact the Office of Employee Relations and Legal Affairs, so a determination can be made as to what action, if any, is immediately warranted.
503.2 Criminal Determinations
Within three (3) days of the employee receiving a determination of the criminal charges, he/she will notify his/her supervisor and provide documentation of the disposition. Within three (3) days of receiving notice from the employee, the supervisor will contact the Office of Employee Relations and Legal Affairs, so a determination can be made as to what action, if any, is warranted.
Failure to report under this policy may result in disciplinary action, including termination of employment.