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192 F - Leaves of Absence
City of Greensboro Personnel Policy Manuał
B. The employee is solely responsible for requesting a transfer of their Sick Leave from their
prior employer as well as obtaining a certification from the employer and submitting it to the
City’s Human Resources Department. This transfer and certification process must be completed
within the employee’s first six months of employment. This certification must include 1) the
employee’s name and last four (4) digits of social security number, 2) the final unused Sick
Leave balance, and 3) the dates of covered employment with the prior employer.
C. Upon employment with the City and with proof of a prior, eligible Sick Leave balance, the
full time employee will be credited with his prior Sick Leave balance provided the total number
of hours does not exceed eight hours per month of covered service with the Effective March 1,
1996, a new employee who is employed by the City of Greensboro in a benefit eligible position
and who comes to the City directly from a local or state governmental organization covered by
the North Carolina Local Governmental Employees Retirement System (or compatible North
Carolina state administered systems), may have his Sick Leave balance transferred to the City.
5.3 Sick and Sick-Family Leave Usage
A. Leave is a privilege granted to an employee on account of his own sickness or injury. Unlike
annual leave that is earned by the employee, Sick Leave is granted to the employee by the City
and its use is restricted to the circumstances covered by this and related policies.
B. Sick-Family Leave may be granted to an employee in the event of the death or serious illness
of a member of the immediate or other family (as defined above). Normally, a maximum of 40
hours of paid Sick-Family Leave for FT may be used if it is an immediate family member or
16 hour for FT if it is a family member other than immediate family. Likewise, the maximum
number of hours of paid Sick-Family Leave that a PT may use for an immediate family member
is as follows: PT 20, 20 hours; PT 25, 25 hours; or PT 30, 30 hours. The maximum number of
paid hours that PT employees may use for non-immediate family members is as follows: PT 20,
eight hours; PT 25, 10 hours; or PT 30, 12 hours. If the employee’s department questions the
validity of the Sick-Family Leave usage, they may require a physician’s certification stating the
need for the employee’s absence to care for the ill family member or a copy of the obituary.
In extreme life threatening situations or where a major illness requires an immediate family
member to be treated outside of the local geographic area where commuting is not possible or
where the employee’s presence is necessary to provide care, the amount of Sick-Family Leave
that can be used may be extended. This will apply to immediate family members only, must be
recommended by the Department Director, and approved by the Human Resources Director
prior to the usage except in cases where the onset of the emergency makes prior notification
impossible. The Department Director or the Human Resources Director may require a written
statement from the treating physician to ensure the illness and the employee’s attendance meet
the requirements for extended Sick-Family Leave.