Sick Leave

Eligibility and Amount Earned

(1) A full-time regular employee who is working or is on paid leave (including paid holidays and workers’ compensation) for one-half or more of the workdays in any monthly pay period earns sick leave at a rate of eight hours per month or ninety-six hours per year.

(2) A part-time regular employee who is working or on paid leave (including paid holidays and workers’ compensation) for one-half or more of the workdays in any monthly pay period earns sick leave prorated on the amount earned by a full-time regular employee.

(3) Part-time regular employees previously employed in a full-time position retain the balances of sick leave earned in the prior position upon transferring to a part-time position.

(4) Temporary full-time and temporary part-time employees do not earn sick leave and are not covered by this sick leave policy.

Accumulation

(1) Sick leave may be accumulated indefinitely.

(2) Sick leave for part-time regular employees is cumulative up to the point of separation from service.

Advancement

(1) The College will advance sick leave on a monthly basis.

(2) For an extended illness or period of disability, the College may advance sick leave not to exceed the amount an employee can earn during the current fiscal year.

Leave Charges

The minimum amount of sick leave that may be taken is one hour.

Full-time regular non-instructional employees must deduct eight hours for each full-time day taken as sick leave during the regular work schedule (non-summer work schedule).

Pro-rated Faculty Sick Leave: Instructional personnel’s sick leave policy on workdays is based on an eight-hour day with one hour being the minimum amount of sick leave that can be taken. Instructional personnel who are absent a portion of the day will have such absence pro-rated by the number of hours they were scheduled to work on the date the absence occurs. Examples of such pro-rated absences are outlined below.

An instructor scheduled for six contact hours of instruction becomes ill after completing three contact hours of instruction and does not complete the three hours remaining. The instructor in this case would be charged 3/6 of eight hours or four hours of sick leave for the day. (Portions of an hour that are 0.5 or more are rounded off to the nearest hour.)

Pro-rating of sick leave on a percentage basis is applicable to instructors only. Administrative, executive, and clerical employees will be charged with the actual number of hours or portions thereof that they are absent.

Part-time regular non-instructional employees must deduct the number of hours they are scheduled to work on the day(s) taken as sick leave.

Uses of Sick Leave

(1) Illness or injury that prevents an employee from performing his or her duties

(2) Medical, dental, and ophthalmologic appointments

(3) Quarantine due to a contagious disease in the employee’s immediate family

(4) The actual period of temporary disability connected with pregnancy, miscarriage, abortion, childbirth, or postnatal recovery

(5) Sick leave may be used during the 60-day waiting period for short-term disability or in lieu of short-term disability benefits. Sick leave may also be used in lieu of workers’ compensation to maintain as close to 100% of salary as allowable by law.

(6) Sick leave may be used for the illness of a member of an employee’s immediate family defined as:

Parent: a biological or adoptive parent or an individual who stood in loco parentis (a person who is in the position or place of a parent) to an employee when the employee was a child.

Child: a son or daughter who is under 18 years of age, or is 18 years of age or older and incapable of self-care because of a mental or physical disability. And who is:

(a) A biological child,

(b) An adopted child,

(c) A foster child,

(d) A step child,

(e) A legal ward (a minor child placed by the court under the care of a guardian) or

(f) A child of an employee standing in loco parentis.

 Spouse: a husband or wife recognized by the State of North Carolina.
 Brother or Sister
 Grandparents
 Great Grandparents

(7) A maximum of three days of sick leave can be taken in the case of death of a member of an employee’s immediate family as defined above in paragraph (6) of this policy. A maximum of ten days of sick leave can be taken in the case of a death of the following employee’s family members: spouse, parents, child, brother, sister, legal guardian, or other dependent living in the household. Depending on the employee’s need, additional time may be requested as annual leave. (Sections 6 and 7 Revised 6/5/06)

 

Sick leave is not transferable to any other type of leave. Employees are expected to give thirty days’ advance notice of plans to take sick leave for elective medical or surgical procedures or for childbirth, or not later than two hours after the beginning of a scheduled work day, or as soon as practicable.

Verification of Sick Leave

The College or the employee’s supervisor may require a statement from the employee’s physician or other acceptable proof that the employee is or was unable to work as a condition of approving sick leave.

Transferability of Sick Leave

(1) Unused sick leave may be transferred between Alamance Community College and other community colleges, provided that the other community college is willing to accept the sick leave.

(2) When an employee transfers to Alamance Community College from a North Carolina State or local governmental agency that qualifies as state service, sick leave is transferable.

(3) If a governmental agency refuses to accept sick leave earned by an Alamance Community College employee, there is no lump sum payout to the employee.

Separation

(1) Pay for unused sick leave is not permitted except when an employee has been approved for long-term disability.

(2) When an employee separates from service before all of the sick leave taken has been earned, appropriate deductions will be made from the employee’s final salary check for the total unearned sick leave used.

(3) An employee must exhaust his or her sick leave before going on leave without pay due to an extended illness, with the exception of an employee qualifying for state short-term disability. While an employee is exhausting sick leave, he or she earns all benefits to which he or she is entitled.

Reinstatement of Sick Leave

(1) Employees separated from the College because of a reduction in force will be credited with the accrued sick leave at the time of separation if reinstated within sixty months.

(2) Employees granted leave without pay will be credited with accrued sick leave if reinstated before the termination date of such leave.

(3) From the date an employee resigns or moves to a temporary position, the sick leave balance is retained for sixty months. If he or she is re-employed in a full-time or part-time regular position or retires within sixty months, the sick leave balance is reinstated. After sixty months, the sick leave balance cannot be reinstated.

Retirement Credit

(1) Sick leave earned under a bone fide sick leave policy is allowed as creditable service at the time of retirement to employees who are members of the North Carolina Government Employees’ Retirement System.

(2) One month of credit is allowed for each 20-days or portion thereof, but not less than on hours. Sick leave shall not be counted in computing creditable service for the purpose of determining eligibility for disability retirement or for a vested deferred allowance. Sick leave converted from excess annual leave is also creditable.

(Rev. 3-17-2008)

Workers’ Compensation

Workers’ Compensation provides coverage work-related all employees for medical expenses and lost time from work due to most accidental, work-related injuries. Workers’ Compensation is the primary carrier, and only physicians and hospitals within the CompCare directory must be used. Employees should complete a Form 19 within five days of the accident along with a supervisor’s report. Forms are available in the Human Resources Office.

Leaves of Absence

a. Leaves of absence may be granted full-time personnel for sickness, maternity, institutional convenience, or self-improvement through full-time matriculation at a college or university. An important factor to be considered in the granting of such leave will be the availability of a qualified substitute for the duration of the proposed absence.

b. Due and proper consideration must be given students.

c. Application for all leaves of absence should be made through the appropriate successive supervisors and submitted by the president to the board of the trustees for consideration.

Voluntary Shared Leave (Adopted: June 13, 2005)

a. An ACC employee may share accrued sick leave voluntarily with an immediate family member who is an employee of a community college, public school, or State agency.

b. For the purposes of this section, the term “immediate family member” means a spouse, parent, child, brother, sister, grandparent, or grandchild. The term includes the step, half, and in-law relationships.