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Serving Henderson and Transylvania Counties in Western North Carolina
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Policy TrackingDate
RevisedNovember 2, 2011

  1. Amount Earned:
    1. A full-time employee who is working or on paid leave for one-half (1/2) or more of the regularly scheduled workdays in any month shall earn sick leave computed at the rate of 8 hours earned each month (96 hours earned each year).
    2. The intent is to provide 12 days per year for full-time 12-month employees.
    3. A full-time employee who works less than a 40-hour workweek shall earn sick leave on a prorated basis if he/she works one-half (1/2) or more of the scheduled work days in a month. The leave earned shall be computed as a percentage of total amount earned by an employee working a full workweek.
  2. Accumulation: Sick leave is cumulative indefinitely. The amount of sick leave that may be accumulated is unlimited. However, only 12 days for each year will be credited for each year of service in the retirement system.
  3. Advancement: Blue Ridge Community College may advance sick leave not to exceed the amount an employee can earn during the current fiscal year.
  4. Verification of Sick Leave: Blue Ridge Community College may require a statement from a health care provider or other acceptable proof that the employee was unable to work to ensure that there will be no abuse of sick leave privileges.
  5. Eligible Uses of Sick Leave: Where possible, Sick Leave must be requested in advance on forms provided by the College. Sick Leave may be granted for:
    1. Illness or injury which prevents an employee from performing his/her usual duties.
    2. Funeral Leave − (bereavement) A maximum of three days in case of death in the employee's immediate family. Leave exceeding this must be charged to vacation leave or leave without pay. Immediate family is defined as wife, husband, mother, father, brother, sister, brother-in-law, sister-in-law, son, daughter, son-in-law, daughter-in-law, mother-in-law, father-in-law, grandmother, grandfather, grandson, granddaughter, step-children, step-mother, and step-father.
    3. Medical appointments.
    4. Quarantine due to a contagious disease in the employee's immediate family.
    5. The actual period of temporary disability connected with childbearing. Since there is no certainty as to when disability actually begins and ends, a doctor's certificate may be required to verify the employee's period of temporary disability.
    6. Sick leave may be granted for illness of a member of the employee's immediate family when the employee is needed to care for the ill family member. For purposes of the policy, members of the immediate family would be spouse, child, and parents of employee or employee's spouse, siblings, grandparents, grandchildren, and other legal dependents living in the employee’s household.
    7. Sick leave (up to 30 days) may be granted for the adoption of a child.
    8. Sick leave may be granted for approved Family and Medical Leave (see Section 3.7.7 Family and Medical Leave).
  6. Sick leave is non-transferable to any other type of leave except as described for funeral leave.
  7. Leave Charges:
    1. The minimum amount of sick leave that may be taken by staff is in increments of one hour. Faculty sick leave is reported as a portion of the work assignments missed for that day.
    2. Only scheduled work hours shall be charged in calculating the amount of leave taken. Saturdays and/or Sundays are charged if they are scheduled workdays.
  8. Transfer of leave:
    1. Employees subject to the Personnel Act may transfer sick leave (or any portion thereof) from a State agency to a Public School, Community College or Technical College; and a Public School, Community College, or Technical College shall be credited with any sick leave which he/she had at the termination of employment with the Public School, Community College, or Technical College or State Agency provided that employment was continuous. Employment will be considered continuous if a Public School, Community College or Technical College employee accepts other employment with a State Agency, Public School, Community College or Technical College any time after the end of the academic year and before the beginning of the next academic year. Employment will not be continuous if out of State service for twelve (12) consecutive months.
    2. Exception: Current College employees shall receive credit for unused sick leave that would have accumulated during the entire period of their employment in the institution or in the Community College System.
  9. Separation:
    1. Use of sick leave or payment thereof is not allowable in terminal leave payments when an employee separates from College service.
    2. Should an employee be separated before he/she has earned all of the sick leave taken, it will be necessary to make deductions from the final salary check for overdrawn leave on a day-for-day basis.
    3. Sick leave shall be exhausted before going on leave without pay (leave of absence) because of extended illness. While an employee is exhausting sick leave, he/she earns all benefits for which he/she is entitled.
  10. Reinstatement of Sick Leave:
    1. Reduction in force: Employees separated because of a reduction in force shall be credited with accrued sick leave if reinstated within one year.
    2. Authorized leave without pay: Employees granted leave without pay shall be credited with accrued sick leave if reinstated before the termination date of such leave.
    3. If an employee is separated for other reasons and is reinstated within one year from the date of his/her last workday, the employing institution may consider reinstatement of sick leave credits accumulated at the time of separation.
  11. Retirement Credit:
    1. A maximum of 12 days of sick leave per service year shall be transferred to total service as provided under the North Carolina Teachers' and State Employees' Retirement System.
    2. Accumulated sick leave under the College's current leave policy (may not be retroactive) approved by the Board of Trustees, and in effect June 30, 1976, shall also be transferred to total service as provided under the North Carolina Teachers' and State Employees' Retirement System.
    3. Retroactive accumulated sick leave provided under this policy not covered by an existing leave policy as of June 30, 1976, may be used by employees of the College but cannot be used for transfer to total service at the time of retirement.
    4. Annual leave may be converted into sick leave.
  12. Blue Ridge Community College will assume the responsibility of maintaining annual records for sick leave earned and taken for each employee.
  13. Blue Ridge Community College will retain sick leave records for all separated employees for a period of at least four years from the date of separation.