City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

5.7 Retention of Sick Leave after Termination of Employment At separation of employment, the employee’s Sick Leave balance shall be retained for five (5) years in accordance with North Carolina State Retirement Systems guidelines. 5.8 Reinstatement of Sick Leave on Rehire Sick Leave hours may be reinstated if the employee is rehired within 12 months of separation if those hours were not officially transferred to another Local Government Employer. If hours were transferred from the City of Greensboro to another Local Government Employer the employee must request from the employer that the hours be transferred back to the City of Greensboro. See the Employee Rehire policy on page 135 for more information. 6.0 PROCEDURES 6.1 The City does not expect an employee to come to work when ill, but the employee is expected to always call the immediate supervisor no later than the regular reporting time when the employee is sick or will be late for work. Due to operational necessity, certain departments may have a more restrictive reporting requirement. The employee should discuss departmental requirements with the supervisor. 6.2 Employees are expected to request Sick Leave time using the City Timekeeping Systems prior to the event or upon their return as appropriate. Upon notification the supervisor must approve and/or enter the sick time-off into the City’s time-keeping system. If an employee is absent for an extended period, the supervisor must continue to enter the sick time-off on behalf of the employee each payroll period. This will allow the supervisor to monitor the Sick Leave balance and determine when other benefits may become applicable. During an extended absence, the supervisor should be in regular contact with the employee in order to monitor the anticipated return to work. 6.3 If the employee has complied with all of the rules of this policy, the supervisor will approve the Sick Leave. If the supervisor is unsure of policy compliance, the supervisor should discuss the policy with management of the department or the designated contact in the P&C Department. 6.4 If a pattern of abuse of the Sick or Sick-Family Leave policy is suspected, the supervisor may withhold approval pending receipt of additional information. If the Sick or Sick-Family Leave is not approved or is pended for additional information, the supervisor will notify the employee in order to resolve the issue. If the Sick or Sick-Family Leave is not approved, the leave will be charged in a timely manner to other leave or leave without pay as appropriate. 6.5 The City as a public employer may dock an employee’s salary if no Sick Leave is available. This deduction from salary may be taken in full-day increments or on a pro-rated basis for less than a full day. The City may also dock the employee’s salary if the employee asks for permission to take leave and

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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