Please consult the information about sick leave at the Human Resources website:

• Faculty Sick Leave Policy: https://hr.uoregon.edu/ua-sick-leave-policy
• Protected Medical Leave information: https://hr.uoregon.edu/benefits/employee-leaves/protected-medical-leave
• Long- and Short-Term Disability Insurance: https://hr.uoregon.edu/hr-programs-services/benefits/optional-insurance/...

Full-time faculty accrue 8 hours of sick leave for each month of employment. Faculty should use these sick leave hours whenever they are out for illness or medical needs (for self or dependents) during regular work days. Reporting sick leave is important not just for recordkeeping, but also for your unit’s bottom line, since leave is paid from a central UO budget rather than by your unit. Sick leave balances can be found on your DuckWeb faculty/employee page.

For short, intermittent health needs (colds, flus, medical and dental appointments), a faculty member simply reports sick leave hours through the unit. Your department manager will be able to explain your unit’s process for reporting sick leave.

For longer-term health needs (major illness, need to care for a dependent, etc.), a faculty member should work with their head and manager, as well as with Kenny Ly, Human Resources Medical Leaves Coordinator (kly@uoregon.edu), to determine eligibility (whether medical leave is approved and how much sick leave is available to use).

1. Full-time (1.0 FTE) medical leave: faculty member makes arrangements with their supervisor. The unit needs to alert the divisional dean.
2. Partial (less than 100%) medical leave: faculty member makes arrangements for the corresponding reduction of duties with their supervisor and divisional dean and must have approval from the Dean’s Office.

Principles for the reduction of duties for partial medical leave:

a. Faculty member, supervisor, and divisional dean discuss faculty, departmental, and CAS needs to determine how best to reduce duties.
b. Service (typically 10%, 20%, or 30% of a faculty member’s FTE) is the first place to reduce effort since it does not disrupt the student and departmental course schedules.
c. If a reduction in service isn’t enough to account for the eligible and necessary medical leave, then FTE may be reduced following these calculations:
i. For NTTF whose primary responsibility is teaching, we may consider reducing FTE by reducing teaching at .11 FTE per course on a 9-course load or at .17 FTE per course on a 6-course load
ii. For TTF we will reduce teaching, service, and research/creative practice simultaneously. So, for example, if a faculty member is to be on 50% medical leave, we would expect the overall FTE to also be reduced by 50%. The details of how this is worked out (as well as any variation from this mechanism) require approval from the CAS Dean’s Office.