 |
||||||||||||||
|
EGC EMPLOYEE HANDBOOK Section 7: LEAVE 7.6 Educational Leave Without Pay 7.9 Selected Service and Military Physical Examinations 7.10 Extended Personal Leave of Absence |
||||||||||||||
|
The college observes twelve paid holidays each year for regular employees working one-half time or more. Temporary employees will not be paid for holidays. A schedule of holidays is established each year by the president of the college. East Georgia College observes the following holidays:
A terminating employee will not be paid for any official holiday occurring after the last working day of employment. A new employee will not be paid for any official holiday occurring before the first day of employment. Any employee on approved leave without pay will not be paid for an official holiday. Holidays are in addition to annual leave (vacation) days. Regular employees working one-half time or more earn annual leave in accordance with the following schedule:
In all cases, a day of annual leave will be computed for purposes of pay and time off on the basis of the employee’s regular workday. Annual leave is not considered accrued until the end of each month and may not be used until accrued. Leave taken before the last working day of a month will be considered as leave without pay if annual leave was not carried forward from the previous month. Regular employees who work one-half time or more but less than full-time shall earn and accrue annual leave on a prorated basis equivalent to the percentage derived by dividing the hours worked by the total working hours in the month (2080 working hours per year divided by 12). Annual leave for new employees (biweekly or monthly) accrues at the end of the first month of employment if hired by the 15th of the month; for terminating employees, annual leave is accrued at the end of the last month of employment, if the termination is after the 15th of the month . The maximum accrual of annual leave is forty-five (45) days. On December 31 of each year, each employee’s leave record will be adjusted to show not more than forty-five days accrual. The college reserves the right to require that employees take annual leave in conjunction with a holiday shutdown period or an officially declared shutdown period. Employees not having accrued vacation leave to cover such periods will be charged to leave without pay. Any annual leave taken by employees must be at times mutually acceptable to the employees and their supervisors. A Request for Leave form must be completed and approved by the supervisor three days prior to the taking of annual leave. All unused annual leave (not to exceed forty-five days) will be paid to the employee upon termination of employment. Terminating employees will not accrue annual leave after the last day of their employment. Temporary employees and regular employees working less than one-half time do not earn annual leave or sick leave. No employee will be allowed to take leave without pay unless all annual leave has been exhausted. East Georgia College has a sick leave policy which allows salary to be continued for all regular employees working one-half time or more who are incapacitated by illness or injury. Employees should realize that sick leave is a privilege. It is not meant to be used simply to take additional time off the job. Abuse of this privilege is a serious offense and will be considered just grounds for termination. Employees should notify their supervisor immediately if they are ill and unable to report to work. Employees who fail to notify their supervisor might have the absence charged against their annual leave or it might be considered as leave without pay, depending upon the supervisor’s recommendation. Employees suspected of abusing the sick leave privilege may be required to support each absence by a physician’s statement prior to having it charged to sick leave. Regular employees who work full-time shall earn and accrue sick leave at the rate of one working day (8 hours) per calendar month of service. Regular part-time employees working one-half time or more will accumulate sick leave on a prorated basis equivalent to the percentage derived by dividing the hours worked by the total working hours in the month (2080 working hours per year divided by 12). Like annual leave, sick leave is not accrued until the last working day of the month and may not be used until accrued. Sick leave for new employees (biweekly or monthly) is accrued at the end of the first if hired by the 15th of the month. For terminating employees, sick leave is accrued at the end of the last month of employment and is based upon the number of days worked in the final month as a percentage of the total working days in that month. There is no maximum to the amount of sick leave that an employee may accumulate. Sick leave may be granted at the discretion of the college and upon approval of the employee’s immediate supervisor for any of the following reasons:
In all cases, a day of sick leave will be computed for purposes of pay and time off on the basis of the employee’s regular workday. All employees are required to submit a Request for Leave form prior to taking planned sick leave (i.e., a doctor appointment or a scheduled surgical procedure) or immediately upon the return to work for unplanned sick leave. If sick leave is claimed for a continuous period in excess of one week (five actual working days), a physician’s statement may be required to permit further sick leave with pay. When all accrued sick leave is exhausted, accrued annual leave will automatically be used in a continuous absence. A terminating employee will not accumulate sick leave after the last working day of employment. HB 203 has provisions to allow any member of the Teachers Retirement System of Georgia who retires July 1, 1999 or after to establish unused sick leave as service credit under TRS. In order to qualify, retiring employees must have sixty days of sick leave accumulated for which they have not been paid on their retirement date. For each twenty (20) days of sick leave accumulated and unused, a retiring employee will receive credit for one month of service under TRS. Sick leave credit can be used to qualify for retirement, but cannot be used to become vested under TRS. (Note: Any TRS member whose effective date of retirement was July 1, 1998 through June 30, 1999 is not eligible for the full funding and will only be eligible for one month of service for each 40 days of accrued sick leave for which the member has not been paid.) Any employee who has been employed on a one-half time or greater basis for at least twelve consecutive months is eligible for up to twelve work weeks of family leave under conditions authorized by the Family and Medical Leave Act. Family leave shall be unpaid leave; however, if an employee is eligible to use accumulated sick leave, the employee, after obtaining permission from the supervisor and the Office of Human Resources, may do so exclusive of the twelve weeks of family leave. The employee may also utilize any accrued annual leave with the approval of the Office of Human Resources. Family leave shall be granted to an eligible employee in the event of:
With certain exceptions, family leave entitles the employee to be restored to the position held prior to going on family leave or to an equivalent position with equivalent benefits and pay. Family leave allows the employee to maintain his/her employee benefits during the period of leave with institutional participation in the payment of premiums. Any regular employee unable to return to work after exhausting all accumulated sick leave, annual leave, and leave under the Family Medical Leave Act, may request an extension of sick leave without pay for a period not to exceed one year. Such sick leave without pay must be approved by the employee’s supervisor and the vice president for fiscal affairs. Approval by the appropriate supervisor for such unpaid sick leave is required and would allow the employee the right to elect continuation of group insurance benefits with the institution continuing its share of the cost. All other benefits which would otherwise accrue to the employee while on unpaid leave are prohibited. 7.6 Educational Leave Without Pay The college may grant educational leave without pay to regular employees for periods not to exceed one year at a time for the purpose of encouraging professional development. Such approved leave shall allow the employee the right to continue group insurance benefits with the institution continuing its share of the cost. Annual and sick leave do not accrue while on any leave without pay. Ordered Military Duty: Ordered military duty shall mean any military duty performed in the service of the state or the United States, including but not limited to service schools conducted by the armed forces of the United States. Such duty, performed for a period or periods not exceeding a total of thirty days in any one calendar year, shall be deemed ordered military duty regardless of whether the orders are issued with the consent of the employee. Leave of Absence: An employee who receives orders for active military duty shall be entitled to absent himself or herself from duties and shall be deemed to have a leave of absence with pay for the period of such ordered military duty, and while going to and returning from such duty, not to exceed a total of eighteen work days in any one continuous period of absence (as authorized by Georgia Law O.C.G.A. 382-279[e]). At the expiration of the maximum paid leave time, continued absence by the employee shall be considered as military leave without pay. The employee shall be required to submit a copy of orders to active duty. Emergency Leave of Absence: Notwithstanding the foregoing leave limitation of eighteen days, in the event the governor declares an emergency and orders an employee to state active duty as a member of the National Guard, such employee while performing such duty shall be paid his or her salary or other compensation as an employee for a period not exceeding thirty days in any one calendar year and not exceeding thirty days in any one continuous period of such state active duty service. Payment of Annual Leave: After an employee has exhausted his or her paid military leave, an institution may pay the employee for his or her accumulated annual leave. 7.8 Military Leave Without Pay Periods of absence for military duty in the service of the state or the United States of America for thirty days or more, but not exceeding six calendar months, shall be treated as military leave without pay. No employee shall be entitled to absence himself or herself in excess of the total of six months during any four-year period, except in the case of declared emergency. Military leave without pay shall be granted when a regular employee voluntarily enlists, or is ordered to active service with any branch of the armed forces of the United States for the initial period of such service. Upon completion of active service, such employees shall be restored to their former position upon request, or, at the discretion of the college, to one of similar status with all privileges of accumulated seniority, salary increase, etc., provided:
If, as a result of military service, an employee is not physically or mentally qualified to perform the duties of the former position or one of like status, the college shall offer employment in a position at a level which their physical or mental condition with permit the employee to perform at the established rate of compensation for that position. 7.9 Selected Service and Military Physical Examinations Any regular employee required by federal law to take a Selective Service or military physical examination shall be paid for any time lost to take such an examination. 7.10 Extended Personal Leave of Absence Upon the recommendation of the supervisor and at the discretion of the president, the employee may be granted an extended personal leave of absence without pay for periods not to exceed one year. Such approved personal leave shall allow the employee the right to elect to continue group insurance benefits. 7.11 Leave for Organ and Marrow Donation An employee who serves as an organ donor for the purpose of transplantation shall receive a leave of absence, with pay, of thirty days. An employee who serves as a bone marrow donor for the purpose of transplantation shall receive a leave of absence, with pay, of seven (7) days. Leave taken under this provision shall not be charged against or deducted from an employee’s accrued annual or sick leave. Such leave shall be included as service in computing any retirement or pension benefits. This provision shall apply only to an employee who actually donates an organ or marrow and who presents to the appropriate supervisor a statement from a licensed medical practitioner or hospital administrator that the employee is making an organ or marrow donation. When exempt employees are absent from work for less than one scheduled workday and their accumulated leave is insufficient to cover the partial day of absence, they will be placed on FLSA leave with pay for the period of absence. Court duty leave with pay shall be granted regular employees for the purpose of serving on a jury or as a witness. Such leave shall be granted upon presentation of official orders from the appropriate court. Employees of East Georgia College are encouraged to exercise their constitutional right to vote in all federal, state, and local elections. If election polls are not open at least two (2) hours before or two (2) hours after an employee’s normally scheduled work shift, sufficient leave time must be granted to permit the employee to vote. In this instance, the employee will be granted a two-hour block of time in which to vote, if needed. 7.15 Inclement Weather/Emergencies In the event of inclement weather or any emergency, the president of the college may declare leave with or without pay. Each campus office is responsible for contacting their employees who may be impacted in the event of a natural disaster and activity disruption. |
||||||||||||||
|
EGC Home Copyright© 2010 East Georgia College For technical issues concerning this web site send email to Webmaster This page was last edited:
01/04/2010 |
