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244 F - Leaves of Absence
City of Greensboro Personnel Policy Manuał
4.3 Benefit Eligible - Full time and part time employees who are eligible for coverage and
participation in the City’s benefit programs in addition to legally mandated coverage.
4.4 Other (Not Benefit Eligible) - An employee assigned to a position designated roster
(RP), seasonal temporary (ST), or special project (SP) who is eligible for salary and mandated
benefits only.
5.0 ORGANIZATIONAL RULES
5.1 FMLA - The Family and Medical Leave Act (FMLA) is a Federal law that requires the City
to provide up to 12 weeks of unpaid, job-protected leave to eligible employees to care for the
employee’s child after adoption, placement for adoption, or foster care. If both the mother and
father of the child work for the City, a total of 12 weeks shared between the two employees is
allowed.
A. An employee is eligible for FMLA if he has worked for the City for at least one year and for
1,250 hours over the previous 12 months. Both benefit eligible and other (not benefit eligible)
employees are entitled to this unpaid time off if they meet the FMLA eligibility requirements.
B. The FMLA allows employers/employees to substitute paid leave for unpaid FMLA leave.
Benefit eligible employees may use paid leave in some FMLA events covered by this policy as
outlined below.
C. Supervisors must invoke FMLA for all events covered by this policy according to the policies
in Policy F-6, Family and Medical Leave.
D. The City requires for FMLA qualifying events that the paid leave and FMLA eligibility run
concurrently.
E. Any absence that would qualify for coverage under the FMLA is protected by law whether
it is designated as FMLA leave or not and it may not be used as justification for a corrective
action.
5.2 Adoption Leave
A. Adoptive parents are allowed a period up to 12 weeks during any consecutive 12 months
of unpaid leave for the adoption or placement of a child for adoption. If both parents are City
employees, a total of 12 weeks shared between the two employees is allowed. Some of the leave
may be paid time off as detailed below. To qualify for this leave, the employee must submit legal
documentation supporting the adoption.
B. The adoptive parent may utilize up to three weeks of paid sick-family leave for the adoption
or placement for adoption of a child. The sick-family leave will be charged to the employee’s
accrued sick leave balance.