City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

5.2 More than one non-profit organization may be chosen throughout the calendar year. Employees may choose an organization of their choice. Employees may not perform volunteer services that will directly benefit members of their household. For example, School Parental Leave or Paid Time Off (PTO) must be used for time off to chaperone the employee’s child’s field trip All volunteer hours performed under the STO leave program must be performed within the corporate limits of the City of Greensboro. 5.3 All benefit eligible employees may participate in this program after they have successfully completed six months of employment. Employees successfully completing their first six months of employment will be credited with a prorated amount of service leave for the remainder of the calendar year. 5.4 Time away from work for volunteering purposes must occur during normally scheduled work hours. However, employees who work evening hours or night shifts may volunteer during the day and receive a corresponding number of hours of paid leave during their scheduled work hours. 5.5 Usage of this time or lack thereof does not affect annual, PTO or sick leave accrual. Unused STO hours will not be paid upon an employee’s separation from employment. Any STO hours not used within the course of the year will be forfeited and cannot be carried over to the next calendar year. 5.6 The pay rate is the employee’s current base salary on the days the time is taken. Volunteer hours are not considered “work time” under the Fair Labor Standards Act (FLSA) and as such, employees are neither eligible for premium pay, straight overtime nor time-and-a-half overtime as a result of participating in the STO program. 5.7 The employee should consider peak work periods in their department before requesting time off to volunteer. Volunteer time should not conflict with work-related responsibilities or create the need for overtime. Supervisors may deny requests or require that the leave be taken in different amounts or at a time other than the one requested, based on operational needs. City departments are free to establish additional administrative rules to help implement the STO program in a way that reflects the department’s approach to leave administration. 5.8 Any injuries or illnesses arising out of the course and scope of volunteer activities will not be covered under the North Carolina Workers’ Compensation Act. The City will not accept responsibility for insuring employee volunteers; therefore, employee volunteers must ensure that they are adequately covered by their voluntary organization. In the event the non-profit organization does not provide Workers’ Compensation, employee volunteers may use their City health insurance for any injuries or illnesses arising out of the course and scope of volunteer activities. 5.9 An employee may not volunteer through the STO program unless the requirements under 29 CFR 553.100 et. seq. are satisfied. Under the Code of Federal Regulations (CFR), certain provisions must be considered, including, but not limited to, the following:

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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