For many employees, Brown’s existing sick time already meets or exceeds state requirements. However, Sick and Safe Leave:

• Expands the definition of family member
• Covers additional situations (e.g., domestic violence-related leave)
• Extends eligibility to employees not covered under Brown’s standard sick time policy (e.g., student workers, part-time staff under 50%)

Under the law, family members include:

• Child, parent, spouse
• Domestic partner
• Grandparent or grandchild
• Sibling
• Parent-in-law
• Member of the employee’s household
• Care recipient

For both exempt and non-exempt positions, the amount of sick time that regular or fixed-term employees working at least 50% time can accrue will not increase under this new law. However, employees may designate accrued sick time as Sick and Safe Leave in certain circumstances not covered by Brown’s Sick Time policy. In addition to using Sick and Safe Leave for their own illness or injury, employees may also use it if they experience domestic violence, sexual assault or stalking. This leave may also be used to care for an eligible family member who is ill or injured, or who has experienced domestic violence, sexual assault or stalking.

• ≥50% FTE employees: Up to 3 workdays per year (or the equivalent number of hours)
• <50% FTE employees: Up to 3 hours per year
• Seasonal/intermittent employees: Up to 7 hours per year
• Student workers: Up to 6 hours per year

• Employees working ≥50% time: after 90 days of employment
• Student workers: immediately
• Seasonal/intermittent employees: after 150 days

• Staff: Request through Workday and designate as Sick and Safe Leave
• Faculty: Follow departmental procedures
• Students: Refer to Student Employee guidelines

Using Sick and Safe Leave does not automatically trigger reporting requirements. However, if an employee voluntarily discloses an incident involving domestic violence, sexual assault or stalking, supervisors are required to notify the Title IX and Gender Equity Office.

Use of time under the Sick and Safe Leave Act itself does not create any reporting requirements, including under Title IX or Clery Act regulations. However, if in the course of requesting Sick and Safe Leave, an employee voluntarily discloses to a supervisor that they have experienced domestic violence, sexual assault or stalking, the supervisor must notify Brown’s Title IX and Gender Equity Office at titleixoffice@brown.edu.