South Piedmont offers various types of paid time off in order to meet the needs of a diverse workforce. Full-time employees may view their leave balances as follows:
For questions or information related to leave, contact: Melissa Senko, Benefits/Wellness Coordinator – 704-272-5334.
Full-time employees, with the exception of curriculum faculty, earn annual/vacation leave at the following rates:
|Years of Total State Service||Hours Granted Each Month||Hours Granted Each Year||Days Granted Each Year|
|Less than 5 years||9 hrs. 30 min.||114||14.25|
|5 but less than 10 years||11 hrs. 30 min||138||17.25|
|10 but less than 15 years||13 hrs. 30 min.||162||20.25|
|15 but less than 20 years||15 hrs. 30 min.||186||23.25|
|20 years or more||18 hrs.||216||27|
A maximum of 240 hours of annual/vacation leave may be accrued; any amount greater than 240 hours will be transferred to sick leave/retirement credit at the end of the fiscal year.
Full-time employees earn sick leave at a rate of 8 hours per month (96 hours per year). Sick leave is cumulative indefinitely and may be used as retirement credit.
Full-time curriculum faculty may reclassify and transfer up to 5 days of sick leave to personal leave each fiscal year.
Eligible employees are occasionally granted bonus leave by the North Carolina General Assembly.
Family and Medical Leave Act of 1993 (FMLA)
FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.
Child Involvement Leave
Full-time employees are granted 8 hours of child involvement leave each calendar year to be used for activities with children in preschool through grade 12.
Sick and/or vacation leave may be used for maternity purposes for the period of actual disability as a result of pregnancy and recovery.
Employees may use up to three days of sick leave when there is a death in the immediate family.
Leave is granted for full-time employees for certain periods of service in the Uniformed Services. Part-time employees are not eligible for military leave benefits, but are covered under reinstatement regulations.
When an employee serves on a jury, leave with pay for the period of absence required is an entitlement. The employee is entitled to regular compensation plus fees received for jury duty. No leave is charged.
South Piedmont may provide leave with pay or leave without pay for certain types of education courses.
Voluntary Shared Leave
An employee may donate leave to an employee who has been approved to receive voluntary shared leave because of a medical condition of the employee or of a member of the employee’s immediate family that will require the employee’s absence for a prolonged period of time.