City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

separation (except for disability retirement) must be repaid (both the salary and benefits portion) by the employee at the time of separation. It is the responsibility of the Department Director or designee to see that any Sick Leave used but not accrued is deducted from the final earnings record. C. The City Manager and Department Directors are authorized to take all necessary steps to prevent abuses of this policy including disciplinary action up to an including dismissal from employment. 5.7 Retention of Sick Leave after Termination of Employment At separation of employment, the employee’s Sick Leave balance shall be retained for five (5) years in accordance with North Carolina State Retirement Systems guidelines. 5.8 Reinstatement of Sick Leave on Rehire Sick Leave hours may be reinstated if the employee is rehired within 12 months of separation if those hours were not officially transferred to another Local Government Employer. If hours were transferred from the City of Greensboro to another Local Government Employer the employee must request from the employer that the hours be transferred back to the City of Greensboro. See the Employee Rehire policy on page 135 for more information. 6.0 PROCEDURES 6.1 The City does not expect an employee to come to work when ill, but the employee is expected to always call the immediate supervisor no later than the regular reporting time when the employee is sick or will be late for work. Due to operational necessity, certain departments may have a more restrictive reporting requirement. The employee should discuss departmental requirements with the supervisor. 6.2 Employees are expected to request Sick Leave or Medical Appointment time using the City Timekeeping Systems prior to the event or upon their return as appropriate. Upon notification the supervisor must approve and/or enter the sick time-off into the City’s time-keeping system. If an employee is absent for an extended period, the supervisor must continue to enter the sick time-off on behalf of the employee each payroll period. This will allow the supervisor to monitor the Sick Leave balance and determine when other benefits may become applicable. During an extended absence, the supervisor should be in regular contact with the employee in order to monitor the anticipated return to work. 6.3 If the employee has complied with all of the rules of this policy, the supervisor will approve the Sick Leave or Medical Appointment Leave. If the supervisor is unsure of policy compliance, the supervisor should discuss the policy with management of the department or the designated contact in the P&C Department.

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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