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All full-time
employees will earn and accumulate sick leave at the rate of 8 hours per month (96 hours
per year for a full year worked). Sick leave earned prior to January 1, 1983, will be
credited at the rate of .833 work days per month (10 days per year for a full year worked)
retroactive to the beginning of full-time employment by CPCC. Exempt employees entering
full-time CPCC employment on or before June 30, 1978, may have additional sick leave
benefits. |
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A. Sick leave may
be used for |
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1. Illness or
injury not covered by Workers' Compensation which prevents an employee from performing
usual duties. |
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3.Quarantine as
duly placed by proper authorities. |
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4. Actual period of
temporary disability caused by or attributed to pregnancy or childbirth in the same
manner as for other temporary disabilities. |
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5. Illness or
injury of a member of the employee's immediate family. Immediate family
means a spouse, parent, child, brother, sister, grandparent, or
grandchild. The term also includes the step, half, and
in-law relationships.
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B. Accumulated sick
leave does not entitle the employee to vacation leave, terminal leave, terminal pay, or
any other terminal benefits, except as applicable under the state law for calculation of
retirement benefits. |
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C. The institution
may require evidence of disability or illness for any sick leave taken. |
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D.
Full-time CPCC personnel who were previously employed by another North
Carolina agency covered under the provisions of
North Carolina General Statute 135
may transfer to CPCC any unused sick leave earned at the other agency.
Employees
terminating employment at CPCC may transfer unused sick leave to the new
employing agency in accordance with the agency's policies and
procedures. |
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E.
Sick leave accrues at the end of the month and is not available for use
until the following month or later.
Normally sick
leave is not advanced; however, effective July 1, 1991, under extraordinary circumstances,
a unit vice president may advance a full-time employee sick leave not to exceed 96 hours.
The advance of sick leave will be repaid with sick leave earned by the employee upon
his/her return. Once an employee has been granted the maximum sick leave advance, he/she
may receive an additional advance of only those hours that have been repaid. When a
full-time employee has exhausted all accrued or advanced sick leave, he/she may be granted
a leave of absence without pay. Sick leave will not be advanced when salary continuation
or disability pay are available. Reimbursement to the College for any advance of sick
leave not repaid shall be deducted, upon termination, from the employee's final paycheck. |
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F.
An employee earns sick leave and vacation leave while absent during a
paid vacation leave, during an education leave with pay, and while
absent on accrued (paid) sick leave. An employee does not earn
sick leave or vacation leave during any unpaid leave or while receiving
salary continuation or disability pay after accrued sick leave is
exhausted. |
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G.
Employees and their supervisors are responsible for the accurate
reporting of all sick leave taken in one-hour increments. A
faculty member should report his/her sick leave in proportionate time,
based on his/her schedule on the day(s) of absence. |
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H.
Full-time instructors employed on 10 to 12-month contracts will
earn and accumulate sick leave at the rate of 96 hours per contract
for a full contract year worked. |
Cabinet approved changes on 11/28/2005; 2/10/2006; Cabinet
approved 1-7-08
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