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Amount Earned<\/strong><\/p>\n All full-time regular or probationary employee who are working or on paid leave for one-half or more of the regularly scheduled workdays in any month shall earn sick leave computed at the following rates:\u00a0 eight (8) hours per month (for the period from July 1st to June 30th); however, faculty may not earn more than seventy two (72) hours per fiscal year.<\/p>\n Advancement of Sick Leave<\/strong><\/p>\n The President may advance sick leave not to exceed the amount an employee can earn during the period from July 1st to June 30th (i.e., no more than seventy two (72) hours).\u00a0 The President may also require a statement from a medical doctor or other acceptable proof that the employee was unable to work due to personal illness, family illness, or death in the family.<\/p>\n Use of Sick Leave<\/strong><\/p>\n Sick leave may be used for illness or injury which prevents an employee from performing usual duties and for the actual period of temporary disability connected with childbearing and recovery.\u00a0 Sick leave may also be used for medical appointments, illness of a member of the employee\u2019s immediate family, or the death of a member of the employee\u2019s immediate family.\u00a0 For purposes of this policy, “immediate family” is defined as: spouse, parents, children, brother, sister, grandparents, or grandchildren.\u00a0 Also included are step, half-, and in-law relationships.\u00a0 Sick leave is non-transferable to any other type of leave.<\/p>\n Leave Charges<\/strong><\/p>\n Employees and their supervisors are responsible for the accurate reporting of all sick leave taken in units of not less than one-quarter hour.\u00a0 Instructional personnel should report his\/her sick leave in proportionate time based on his\/her schedule on the day(s) of absence.<\/p>\n \u00a0<\/strong><\/p>\n Sick Leave Transferable<\/strong><\/p>\n Unused sick leave may be transferred when an employee moves from the College to another community college, state agency or local government within North Carolina provided, however, that the agency is willing to accept this leave.\u00a0 When an employee transfers to the College from another community college, state agency or local government within North Carolina, the employee’s sick leave from the other entity shall transfer to the College.<\/p>\n Payments of Sick Leave at Separation<\/strong><\/p>\n Sick leave is not allowable in separation leave payments when an employee separates from State service.\u00a0 Should an employee be separated before all of the sick leave taken has been earned, deductions shall be made from the employee’s final salary check for overdrawn leave on an hour-for-hour basis.\u00a0 Sick leave shall be exhausted before going on leave without pay because of extended illness.\u00a0 Partial days may be exhausted through the last full hour of leave.\u00a0 While exhausting sick leave, all benefits for which the employee is entitled are earned.<\/p>\n \u00a0<\/strong><\/p>\n Reinstatement of Sick Leave<\/strong><\/p>\n Sick leave shall be reinstated when an employee returns from authorized leave without pay or when reinstated within five (5) years of any type of separation.\u00a0 At the President’s discretion, sick leave may be reinstated when a new employee is hired within five (5) years after separating from a local government, public school, community college, technical institute, or State Personnel Act employment.<\/p>\n Retirement Credit<\/strong><\/p>\n Earned monthly sick leave counts as creditable service.\u00a0 One (1) month of credit is allowed for each twenty (20) days of unused sick leave upon retirement.\u00a0 One (1) more month is allowed for any part of twenty (20) days left over.<\/p>\n Sick leave is used to increase creditable service, but sick leave cannot be used to meet the minimum qualifications for a deferred benefit.\u00a0 Sick leave may be used to complete thirty (30) years of service, regardless of age.<\/p>\n Sick Leave Without Pay<\/strong><\/p>\n After all available sick leave, including FMLA, has been exhausted, the President may, in his\/her discretion, grant sick leave without pay as needed. \u00a0The employee may also exhaust vacation leave or may retain part or all of accumulated vacation leave.\u00a0 Factors to be evaluated for determining eligibility for sick leave without pay may include, but are not limited to:\u00a0 (a) physician evaluation; (b) length of service; (c) extent of disability; (d) ability of co-workers to pick up on responsibilities; (e) availability of competent part-time staff; and (f) whether the additional leave creates an undue burden for the College.<\/p>\n It is the College’s responsibility to maintain annual records for vacation leave earned and taken by each employee.\u00a0 The Business Office processes leave on a monthly basis. The College maintains a month-by-month record of each employee\u2019s leave.\u00a0 It is the employee’s responsibility to record the leave and the supervisor’s responsibility to verify that the leave form is accurate.\u00a0 Leave forms are sent to the Business Office through appropriate channels.<\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]\n","protected":false},"excerpt":{"rendered":" Amount Earned All full-time regular or probationary employee who are working or on paid leave for one-half or more of the regularly scheduled workdays in any month shall earn sick leave computed at the following rates:\u00a0 eight (8) hours per month (for the period from July 1st to June 30th); however, […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","_monsterinsights_skip_tracking":false,"footnotes":""},"class_list":["post-21956","page","type-page","status-publish","hentry"],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t