policy manual 10 2015

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E F H I J K L TableofContents G 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. 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. See the City Manager’s Leave policy on page 196. See the Donated Leave policy on page 199. See the Family and Medical Leave Act (FMLA) policy on page 203. See the Leave for the Adoption or Foster Care Placement of a Child policy on page 243.

F - Leaves of Absence

192