City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

5.5 Sick Leave Accounting A. Sick Leave used will be subtracted from an employee’s accrued balance at the following rates: 1. Employees, except for sworn Firefighters on 24-hour or greater shifts, will be charged for the actual number of hours away from work on Sick Leave, , unless the total hours during the workweek would result in overtime. 2. Sworn Firefighters on 24-hour or greater shifts will be charged eight hours of Sick Leave for every one-half duty day used. B. Should an employee who is out of work on approved annual leave become sick or injured, the employee may request a change of the affected time to Sick Leave, subject to all appropriate rules for approval of Sick Leave. C. Sick Leave to cover the illness of an employee beyond three (3) working days may require a certificate from a licensed health care provider. Supervisors should determine if the event is FMLA qualifying. If the responsible supervisors suspect abuse of Sick Leave privileges, a licensed health care provider’s statement may be required for any length of absence. D. Upon termination, no payment will be made for unused Sick Leave. E. Upon retirement from active service as an employee in good standing, unused Sick Leave will be used to determine additional retirement credits in accordance with rules of the North Carolina Local Governmental Employees Retirement System. 5.6 Departmental Provisions A. If an employee’s Sick Leave balance is zero (“0”) additional Sick Leave may be advanced to benefit eligible employees, with the approval of the Department Director, to a limit of 80 hours for a full time employee. Part time (PT) employees may be advanced additional Sick Leave with approval of the Department Director as follows: PT 20, 40 hours; PT 25, 50 hours; or PT 30, 60 hours. B. Advanced Sick or Sick-Family Leave will create a negative Sick Leave balance which must be repaid by the employee. Departmental advanced Sick Leave that has not been repaid upon separation (except for disability retirement) must be repaid (both the salary and benefits portion) by the employee at the time of separation. It is the responsibility of the Department Director or designee to see that any Sick Leave used but not accrued is deducted from the final earnings record. C. The City Manager and Department Directors are authorized to take all necessary steps to prevent abuses of this policy including disciplinary action up to an including dismissal from employment.

Table of Contents A B C D E F H I J K L List of Appendices G

F - Leaves of Absence

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