policy manual 10 2015

City of Greensboro Personnel Policy Manuał

C. If an employee wishes to use his annual leave for an event that is covered under the Family and Medical Leave Act (FMLA), they must contact their supervisor who will make the determination of what leave is to be used. The time that is charged to annual leave and the FMLA entitlement will run concurrently. See the Family and Medical Leave Act (FMLA) policy on page 203 for more information. 5.3 Annual Leave Accounting A. For employees other than sworn firefighters on rotating shifts (24 hour or greater shifts) annual leave will be charged on the basis of actual time taken off from work. For sworn firefighters on rotating shifts (24 hour or greater shifts) annual leave will be charged on a two- thirds (2/3) ratio basis (e.g., eight hours will be charged for each half-duty day taken). B. Any accumulated annual leave balance over 240 hours as of February 1 each year will be converted to sick leave. C. In no instance will an employee be paid for leave while continuing in a duty status, or in lieu of leave, except under the provisions established for termination. D. Upon termination, an employee will be paid a lump sum for annual leave earned but not taken, less any deduction for annual or sick leave used but not accrued. Annual leave earned for the last month of employment is based on the date of termination (completion of less than one- half the month, leave is not earned for that month; completion of at least half but not the full month, one-half of the earnings rate of leave for the month; completion of the full month, full leave earned for month). E. Unless approved by the human resources director, the last day actually worked will be considered the last day of employment. Except at retirement, or as approved by the human resources director, an employee may not use annual leave or compensatory time to extend duty status at the end of the individual’s employment with the City. 6.0 PROCEDURES 6.1 Exempt and non-exempt employees may use PTO – annual leave by submitting a request for PTO through the City’s time-keeping system. 6.2 When the supervisor receives the leave request, he will review operational schedules, previously approved absences and other applicable information to determine whether or not to grant the annual leave requested by the employee. 6.3 When an employee submits a request for PTO, the City’s time-keeping system’s cascading rule will be applied to account for the PTO hours requested. This rule is applied in the following order:

a. Planned Leave Without Pay b. FLSA Compensatory Time

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

F - Leaves of Absence

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