Current through Rules and Regulations filed through March 20, 2024
(1)
Introduction:
The State recognizes value in providing a reasonable amount of
time off to assist employees with balancing work and personal needs. To be a
responsible steward of public funds, however, the State must account for any
pay provided to employees for time not worked. Paid time off must be charged to
appropriate paid leave, accumulated compensatory time, paid holiday time, or
suspension with pay.
This Rule defines the available types of paid and unpaid leave
and the eligibility for each. It further provides a framework for leave,
compensatory time, and holiday administration. Information about paid
suspension is available in Rule
478-1-.15, Changes to Employment
Status, and more detailed information about compensatory time can be found in
statewide policy #7 - Rules, Regulations, and Procedures Governing Working
Hours, the Payment of Overtime, and the Granting of Compensatory Time, jointly
issued by the Governor's Office of Planning and Budget and the Department of
Administrative Services.
(2)
Applicability:
(a) The policies
and procedures described in this Rule apply to all agencies of the Executive
branch, excluding the Board of Regents of the University System of
Georgia.
(b) In accordance with
State law (O.C.G.A. §
45-20-32), Section (18) of this
Rule, Education Support Leave, is applicable to all branches and entities of
State government.
(3)
Definitions:
For the purposes of this Rule, the following terms and
definitions apply in addition to those in Rule
478-1-.02, Terms and
Definitions:
(a) "Administrative
Leave" means paid time off for specified reasons defined in State law. This
paid time off is not charged to accrued leave, and the duration is defined in
applicable statute.
(b) "Immediate
family" means the employee's spouse, child, parent, grandparent, grandchild,
brother, and sister, including active step and in-law relationships. Immediate
family also includes any other person who resides in the employee's household
and is recognized by law as a dependent of the employee.
(c) "Seasonal activity" means work during
periods of significantly increased demand, which are of a regular and recurring
nature.
(d) "Workday" means a day
an employee is regularly scheduled to work.
(4)
General Leave Administration
Provisions:
(a) Each agency should
establish procedures for employees to request and receive approval for absence
from work.
(b) Employees are
expected to properly request and receive approval for absence from work.
Failure to follow the employer's procedures may result in denial of the request
and/or other employment action deemed appropriate by the agency, up to and
including termination of employment.
(c) If a request for absence is denied, the
employee is expected to work, as scheduled. Failure to do so might result in
leave without pay and/or other employment action deemed appropriate by the
agency, up to and including termination of employment.
(d) The agency may require an employee on
leave with an uncertain end date to provide periodic reports during the leave
regarding the employee's status and intent to return to work.
(e) An employee absent on official agency
business is not considered to be on leave.
(f) An employee is expected to return to work
as scheduled at the expiration of approved absence. If an extension is desired,
the employee must request it in writing from her/his supervisor prior to the
leave expiration or adhere to other agency procedures for timely requesting an
extension.
(g) Failure to obtain
approval for additional time off beyond the expiration of an approved absence
may result in separation from employment or other employment action deemed
appropriate by the agency.
(h) Each
agency may, as a condition of return, require an employee who is absent from
work because of illness or injury to supply an appropriate medical release or
certification that the employee is able to return to work. The release or
certification must explain the extent to which the employee is able to perform
the essential functions of her/his position, with or without reasonable
accommodation.
1. Each agency must comply with
the requirements of the Americans with Disabilities Act, as amended, including
providing reasonable accommodation to its qualified employees with
disabilities.
2. A limitation exists
for employees returning to work from using intermittent or reduced schedule
Family and Medical Leave. An agency may require fitness-for-duty certification
only if the agency reasonably believes the return could pose significant risk
of harm to the employee or others. Such certification may be required no more
often than every 30 calendar days.
3. If the medical certification does not
release the employee to perform essential functions, and there is no available
reasonable accommodation, as defined in the Americans with Disabilities Act, as
amended, or if the employee fails to provide the required release, the agency
may take the employment action it deems appropriate, up to and including
termination of employment.
(i) Prior to engaging in other employment,
including self-employment, while on leave employees must comply with the notice
and other requirements set forth in Rule
478-1-.07, Outside
Employment.
(j) Misrepresenting
reasons for requesting or continuing an absence may result in disciplinary
action, up to and including termination of employment.
(k) Exceptions to this Rule will occur if
necessary to comply with applicable laws.
(5)
Types of Paid Leave:
(a) The State's paid leave program offers a
combination of accrued, personal, and administrative leave for eligible
employees.
(b) The following
employees are not eligible for any paid leave benefits:
1. All temporary employees except for those
eligible to receive Paid Parental Leave under Section (26) of this
Rule,
2. All hourly employees
except for those eligible to receive Paid Parental Leave under Section (26) of
this Rule, and
3. Active, salaried,
non-temporary employees who are rehired retirees of the Employees' Retirement
System of Georgia (ERS) while receiving retirement annuity payments during the
first 1,040 hours of work performed in the calendar year.
Eligibility for other employees is defined in the applicable
leave section within this Rule.
(c) Accrued Leave:
1. Accrued leave includes annual leave and
sick leave. Both annual and sick leave are earned based on time in pay status
and automatically accrue to eligible employees. (See Section (6) Annual Leave
and Section (7) Sick Leave of this Rule).
2. Each agency, by written policy, may set a
minimum period of annual and/or sick leave to be charged for any use which is
only a fraction of that period. The minimum leave period cannot be greater than
15 minutes.
3. Dual Eligibility
Relating to Leave Accrual:
(i) An employee who
is simultaneously employed in two different agencies and is entitled to earn
leave under each position s/he holds will independently accrue leave in
accordance with each agency's policies.
(ii) If employment is terminated with one
agency but not the other, all leave accruals will be combined and available in
the remaining position, provided both agencies use the same leave accrual
program. An exception applies when one of the agencies is a Community Service
Board, County Board of Health, or Board of Health Community Operated Program.
Leave accrued in these organizations cannot be transferred to an Executive
Branch agency.
(iii) If the leave
programs differ or if leave cannot otherwise transfer, the terminating agency
will payout/divest the employee's leave as provided in the Annual, Sick, and
Personal Leave sections of this Rule.
(d) Administrative Leave:
State law provides paid administrative leave to eligible
employees for certain activities. Such leave is in addition to, and not charged
against, an employee's accrued leave. Administrative leave is available
for/during the following:
1. Absence
Due to Emergency Office Closures (See Section (12) of this Rule.),
2. Blood Donation Leave (See Section (13) of
this Rule.),
3. Bone Marrow
Donation Leave (See Section (14) of this Rule.),
4. Organ Donation Leave (See Section (15) of
this Rule.),
5. Court Leave (See
Section (16) of this Rule.),
6.
Employee Voting Leave (See Section (17) of this Rule.),
7. Education Support Leave (See Section (18)
of this Rule.),
8. Disaster
Volunteer Leave (See Section (19) of this Rule.),
9. Line-of-Duty Injury Leave, also known as
Special Injury Leave (See Section (20) of this Rule.),
10. Leave for Contracting TB or infectious
Hepatitis on the job (See Section (21) of this Rule.),
11. Military Leave (See Rule
478-1-.19, Military Leave.),
and
12. Paid Parental Leave (See
Section (26) of this Rule).
(e) Limitation on Concurrent Use of Paid
Leave and Wage Substitutes:
An employee is not allowed to use any type of paid leave,
except in special situations discussed in Section (20) of this Rule, for any
time that the employee receives any form of State of Georgia-funded wage
substitute, including but not limited to Workers' Compensation.
(6)
Annual
Leave:
(a) Eligibility:
1. Each agency provides paid annual leave for
non-temporary salaried employees who are regularly scheduled to work 20 or more
hours a week.
2. The Georgia
Industries for the Blind provides paid annual leave for non-temporary
manufacturing employees who are regularly scheduled to work 20 hours or more a
week.
3. The following employees
are not eligible to accrue annual leave:
(i)
All temporary employees,
(ii) All
hourly employees, and
(iii) Active,
salaried, non-temporary employees who are rehired retirees of the Employees'
Retirement System of Georgia while receiving retirement annuity payments during
the first 1,040 hours of work performed in the calendar year.
(b) Accrual:
1. The accrual process begins on the first
date of employment. Annual leave is credited to eligible employees at the end
of each pay period.
2. Annual leave
accrues on a graduated scale based on an employee's length of continuous,
unbroken State service in a position entitled to accrue leave under this
Rule.
3. Full-time employees
scheduled for at least 40 hours per workweek accrue annual leave at the
following rates:
Complete Months of Continuous Service
|
Paid Semi-Monthly
|
Paid Monthly
|
0 through 60
|
5 hours per pay period
|
10 hours per pay period
|
60+ through 120
|
6 hours per pay period
|
12 hours per pay period
|
120+
|
7 hours per pay period
|
14 hours per pay period
|
(i) Employees
paid semi-monthly must be in pay status for at least 40 hours during the pay
period to accrue annual leave at the end of that pay period.
(ii) Employees paid on a monthly basis must
be in pay status for at least 80 hours during the pay period to accrue annual
leave at the end of that pay period. An agency that compensates employees on a
monthly basis may choose to administer annual leave as if those employees were
compensated on a semi-monthly basis.
4. Part-time employees scheduled to work at
least 20 (but fewer than 40) hours per workweek accrue annual leave as outlined
for full-time employees, but at a prorated rate.
(i) The prorated rate is determined by
dividing the employee's standard weekly work hours by 40. For example, a
part-time employee scheduled for 20 hours per workweek would accrue annual
leave at 50% of the rate a full-time employee accrues annual leave (20 hours
÷ 40 = .5 or 50%). A new 20-hour employee would earn 2.5 hours of annual
leave semi-monthly or 5 hours monthly.
(ii) The minimum periods of time in pay
status required for annual leave accrual noted in Section (6)(b)3(i)-(ii),
above, are similarly prorated for part-time employees. A 20-hour employee would
need to be in pay status at least 20 hours during a semi-monthly pay period, or
40 hours during a monthly pay period, in order to accrue leave at the end of
that pay period.
(c) Use and Limitations of Annual Leave:
1. Annual leave may be used for vacation or
other personal reasons.
2.
Employees may not take annual leave before it is actually earned.
3. An agency may by written policy require
its employees to use compensatory time and/or deferred holiday time before
using annual leave.
4. An agency
may by written policy require its employees to use available sick leave before
using annual leave when the absence involves medical reasons that would qualify
for sick leave.
5. In scheduling
annual leave, agencies should try to accommodate employee preferences. However,
employees who request annual leave during busy periods or at times when
coworkers have already requested leave might need to make alternate plans.
Supervisors must weigh the agency's business needs and the timeliness of the
requests in approving annual leave.
(d) Carryover and Forfeiture of Annual Leave:
1. An employee may accrue up to 360 hours of
annual leave. Any leave balance in excess of 360 is forfeited at the end of
each month.
2. Annual leave that is
forfeited may be restored as sick leave by the agency if an employee exhausts
all paid leave and compensatory time and must be absent because of a personal
or immediate family medical condition. The restoration of leave is limited to:
(i) The amount required by the circumstances
of the medical condition; and
(ii)
The leave forfeited during the current period of employment. Forfeited leave
accrued prior to a break in service cannot be restored except as outlined in
Section (7)(h) of this Rule.
(e) Annual Leave Payout:
1. Annual leave payout can occur in four
circumstances:
(i) Payout Upon Separation.
Employees are paid for their accrued and unused annual leave, which has not
been forfeited, upon separation from State employment for at least one full
workday for any reason.
A. Annual leave payout
is limited to a maximum of 360 hours.
B. Annual leave is not paid out when an
employee transfers between State agencies with no break in service or when
annual leave will otherwise transfer to the new employer. (See Section (10) of
this Rule.)
C. Once a separation
date has been determined, the pay status of an employee cannot be extended for
the purpose of granting a holiday or unanticipated non-workday occurring after
the last day in pay status. Once an employee notifies the agency of the intent
to terminate employment, the employee cannot be continued on the payroll on
leave with pay status for the purpose of increasing the current salary, the
rate of leave accrual, or the rate at which accrued leave would be
paid.
(ii) Extended Leave
of Absence Payout: An employee who is taking an approved leave of absence
without pay of 30 calendar days or more may request and receive an annual leave
payout for all accrued annual leave excluding forfeited leave, up to a maximum
of 360 hours. The lump sum payment will be calculated as outlined in (6)(e)2,
below.
(iii) Payout Upon Transfer
to Position Ineligible to Earn Leave: Upon transfer into a position that is not
entitled to earn annual leave (i.e., temporary position, hourly position for
which the employee is paid only for the time worked, or part-time position
scheduled for fewer than 20 hours per week) an employee will be paid for
accrued and unused annual leave, up to a maximum of 360 hours.
(iv) Annual Leave Conversion Payout:
Employees may convert annual leave into a cash payout once per fiscal year upon
notice of the availability of this payout option.
A. The availability of the annual leave
conversion program shall be determined on an annual basis by the Governor's
Office of Planning and Budget. The Governor's Office of Planning and Budget
shall determine both the availability of funding and timing of the annual leave
conversion payout.
B. Agencies
shall annually certify to the Governor's Office of Planning and Budget the
intention to participate in the program and the availability of sufficient
funding within individual agency budgets to do so.
C. Upon notice of the availability of the
annual leave conversion payout, an employee may elect to irrevocably convert an
increment of 40 hours of annual leave to a cash payout if the employee has an
accrued annual leave balance of at least 160 hours and a sick leave balance of
80 hours at the time of request.
D.
Agencies should ensure that employees who are absent in a protected leave
status (e.g., FMLA, military leave) during the election period are advised of
any eligibility to convert annual leave to a cash payout and provided
reasonable opportunity to make the conversion.
E. Each agency is required to track employee
transfers between state agencies to ensure that the payout limitation of 40
hours per fiscal year per employee is not exceeded.
2. To calculate annual leave
payout for a full-time employee, the annual base pay last received by the
employee is divided by 2,080 hours to determine the value of each hour of
leave. (Annual base pay for a part-time employee must first be converted to the
equivalent full-time salary for purposes of this calculation.) The hourly rate
is then multiplied by the number of hours to be paid. Decimal fractions of an
hour will be rounded to the next highest hundredth of an hour.
3. Each agency has discretion to determine
whether it will pay out accrued annual leave for its active, salaried,
non-temporary employees who are rehired retirees of the Employees' Retirement
System of Georgia when they become ineligible for paid leave benefits upon
reinstatement of retirement annuity payments at the beginning of each calendar
year. If any agency chooses not to pay out the accrued annual leave, the leave
balance will remain credited to the rehired retiree who can then use the leave
upon regaining eligibility for paid leave benefits.
(7)
Sick Leave:
(a) Eligibility:
1. Each agency provides paid sick leave for
non-temporary salaried employees who are regularly scheduled to work 20 or more
hours a week.
2. The Georgia
Industries for the Blind provides paid sick leave for non-temporary
manufacturing employees who are regularly scheduled to work 20 or more hours a
week.
3. The following employees
are not eligible to accrue sick leave:
(i) All
temporary employees,
(ii) All
hourly employees, and
(iii) Active,
salaried, non-temporary employees who are rehired retirees of the Employees'
Retirement System of Georgia while receiving retirement annuity payments during
the first 1,040 hours of work performed in the calendar year.
(b) Accrual:
1. The accrual process begins on the first
date of employment. Sick leave is credited to eligible employees at the end of
each pay period.
2. Full-time
employees paid on a semi-monthly basis will accrue five (5) hours of sick leave
at the end of each pay period, provided the employee is in pay status for at
least 40 hours during the pay period.
3. Full-time employees paid on a monthly
basis will accrue 10 hours of sick leave at the end of each pay period,
provided the employee is in pay status for at least 80 hours during the pay
period. An agency that compensates employees on a monthly basis may choose to
administer sick leave as if those employees were compensated on a semi-monthly
basis.
4. Part-time employees
scheduled to work at least 20 (but fewer than 40) hours per workweek accrue
sick leave as outlined for full-time employees, but at a prorated rate.
(i) The prorated rate is determined by
dividing the employee's standard weekly work hours by 40. For example, a
part-time employee scheduled for 20 hours per workweek would accrue sick leave
at 50% of the rate a full-time employee accrues sick leave (20 hours ÷
40 = .5 or 50%). A 20-hour employee would earn 2.5 hours of sick leave
semi-monthly or five (5) hours monthly.
(ii) The minimum periods of time in pay
status required for sick leave accrual noted in Section (7)(b)2-3, above, are
similarly prorated for part-time employees. A 20-hour employee would need to be
in pay status at least 20 hours during a semi-monthly pay period or 40 hours
during a monthly pay period in order to accrue leave at the end of that pay
period.
(c) Use
and Limitations of Sick Leave:
1. Provided the
employee adheres to the procedures for approval of leave, an employee may use
accrued sick leave for any absence due to:
(i) Personal illness, injury, or
disability;
(ii) Adoption of a
child by the employee when the employee's presence is required for
health-related reasons;
(iii)
Dental or medical care;
(iv)
Illness, injury, or disability in the employee's immediate family which
requires the employee's presence; or,
(v) Death in the employee's immediate family
which requires the employee's presence; however, sick leave used for this
purpose shall be limited to five (5) workdays or the equivalent of a
workweek.
2. Sick leave
may also be used to allow an employee paid time off from work because s/he has
been exposed to a contagious disease and may reasonably expose others and
endanger their health by being present at work.
3. Employees may not use sick leave before it
is actually earned.
4. An agency
may by written policy require its employees to use compensatory time and/or
deferred holiday time before using sick leave.
5. An employee may be required to furnish
evidence to support the use of sick leave if the employee uses 17 or more hours
of sick leave in a 30 calendar day period or has demonstrated excessive or
abusive use of sick leave.
6.
Employees using sick leave during a period of Family and Medical Leave (FMLA)
are also subject to the medical certification provisions associated with FMLA.
(See Rule
478-1-.23, Family and Medical
Leave.)
(d) Excessive or
Abusive Use of Sick Leave:
Excessive or abusive use of sick leave is defined as a pattern
of intermittent, short-term usage that includes, but is not limited to, the
following:
1. Frequent use of sick
leave in conjunction with holidays, scheduled off days, weekends, or
paydays;
2. Frequent use of sick
leave when scheduled for undesirable temporary shifts or assignments, or during
periods of peak workload;
3. A
request for sick leave for an absence for which other paid leave has previously
been denied;
4. Frequent
occurrences of illness during the workday;
5. Peculiar and increasingly improbable
excuses;
6. Repetitive use of fewer
than 17 hours of sick leave in 30-day periods; or,
7. Prior written notification of failure to
adhere to procedures for approval of leave, inappropriate attendance, or
inappropriate use of leave (e.g., written warning, active attendance plan,
etc.).
(e) Illness during
Annual Leave:
If an employee is ill for three (3) workdays or more during a
period of annual leave, the period of illness may be charged to sick leave if
the employee provides satisfactory written evidence supporting the illness
during annual leave. A request for substitution of sick leave for annual leave
must be made to the agency within two (2) weeks after the employee has returned
to duty. No substitution will be allowed for illness that does not last for
three (3) or more workdays.
(f) Exhaustion of Sick Leave:
If an absence because of illness, injury, or disability extends
beyond available sick leave, the absence may be charged to available annual
leave, personal leave, compensatory time, or deferred holiday time, unless the
employee applies for, and the agency approves, a leave of absence without pay.
Leave donations may be available to an employee who must be absent for an
extended period of time after exhausting all paid leave and compensatory time.
(See Rule
478-1-.17, Leave Donation, for program
details.)
(g) Carryover and
Forfeiture of Sick Leave:
1. An employee may
accrue up to 720 hours of sick leave. Any leave balance in excess of 720 is
forfeited at the end of each month.
2. Sick leave that is forfeited may be
restored by the agency if an employee exhausts all paid leave and compensatory
time and must be absent because of a personal or immediate family medical
condition. The restoration of leave is limited to:
(i) The amount required by the circumstances
of the medical condition; and,
(ii)
The leave forfeited during the current period of employment. Forfeited leave
accrued prior to a break in service cannot be restored except as outlined in
Section (7)(h) of this Rule.
(h) Divestment and Restoration of Sick Leave:
1. Upon a break in State service (i.e.,
separation from State employment for at least one full workday), an employee's
accrued sick leave is divested and not paid out. (See Section (10)(e) of this
Rule for an exception in such case as when a Community Service Board, County
Board of Health, or Board of Health Community Operated Program agrees to accept
an employee's leave upon transfer without a break in service.)
2. An employee's accrued sick leave is
divested and not paid when an employee transfers into a position that is not
entitled to earn sick leave (i.e., temporary position, hourly position for
which the employee is paid only for the time worked, or part-time position
scheduled for fewer than 20 hours per week).
3. Each agency has discretion to determine
whether it will divest accrued sick leave for its active, salaried,
non-temporary employees who are rehired retirees of the Employees' Retirement
System of Georgia when they become ineligible for paid leave benefits upon
reinstatement of retirement annuity payments at the beginning of each calendar
year. If an agency chooses not to divest the accrued sick leave, the leave
balance will remain credited to the rehired retiree who can then use the leave
upon regaining eligibility for paid leave benefits.
4. Employees who return to State employment
on or after July 1, 2003, and remain employed for a period of two (2)
consecutive years in a position entitled to accrue leave in accordance with
this Rule, are eligible to regain sick leave divested when their most recent
previous period of State service ended.
5. Divested sick leave includes any sick
leave that was available for use at the time of the employee's last separation
from State service. It does not include any sick leave forfeited prior to the
employee's last separation.
6. The
maximum amount of divested sick leave the employee may regain is 720 hours.
Divested leave will only be restored to the extent that the restored leave and
current unused sick leave total 720 hours. Any remaining balance of divested
sick leave will be credited to the employee's current forfeited leave
balance.
7. If a Community Service
Board, County Board of Health, or Board of Health Community Operated Program
accepts leave upon transfer from the State, then sick leave is not considered
divested at the time the employee leaves State service. Should the employee
later return to State employment, sick leave divested at the time the employee
returns to the Executive Branch would not be eligible for
reinstatement.
8. To obtain
restoration of divested sick leave, an employee must apply in writing to the
employing agency and include supporting documentation. The agency will
determine the appropriate amount of divested sick leave to be
restored.
9. Employees returning to
State employment within one year of being laid off by a State agency in
accordance with a reduction-in-force plan will immediately receive restoration
of the sick and forfeited leave that was lost at the time of layoff, provided
they return to a position entitled to accrue leave in accordance with this
Rule. (See Section (11) of this Rule.)
(8)
Personal Leave:
Each year, an employee who has an accrued sick leave balance of
more than 120 hours as of November 30 may convert up to 24 hours of the excess
sick leave to personal leave.
(a) The
employee must have a remaining sick leave balance of at least 120 hours after
conversion.
(b) The employee must
notify the agency of such a conversion no later than December 31 of that year.
Agencies should ensure that employees who are absent in a protected leave
status (e.g., FMLA, military leave) during the election period are advised of
any eligibility to convert sick leave to personal leave and provided a
reasonable opportunity to make the conversion.
(c) Sick leave that is converted during
December becomes personal leave on January 1 and cannot be reversed after it is
converted. Personal leave is available for use only during the calendar year
following conversion.
(d) Each
agency, by written policy, may set a minimum period of personal leave to be
charged for any use which is only a fraction of that period. The minimum leave
period cannot be greater than fifteen (15) minutes.
(e) Personal leave may be used for any
reason, upon receiving supervisory approval, with the following exceptions:
1. Employees cannot use personal leave while
they are receiving Georgia State-funded wage substitutes, such as Workers'
Compensation wage loss benefits.
2.
An agency may by written policy require its employees to use available sick
leave before using personal leave when the absence involves medical reasons
that would qualify for sick leave.
(f) Agencies should make every reasonable
effort to accommodate requests to utilize personal leave. An employee is,
however, expected to give as much advance notice as possible to minimize
disruptions.
(g) Personal leave not
used by December 31 of the year the leave was available will be divested and
cannot be restored.
(h) Any unused
personal leave at the time of an employee's break in State service of at least
one full workday is divested and not paid to the employee.
(i) When an employee transfers into a
position that is not entitled to earn leave (i.e., temporary position, hourly
position for which the employee is paid only for the time worked, or part-time
position scheduled for fewer than 20 hours per week) any unused personal leave
is divested and not paid.
(j)
Personal leave carries no cash value if unused. There will be no payout for
unused personal leave upon termination.
(9)
Election to Use Accrued Leave or
Personal Leave for Workers' Compensation Absence:
(a) An employee may not use annual, sick, or
personal leave for an accidental injury or occupational disease which is
compensable under the Georgia Workers' Compensation Act, unless the employee
elects in writing to use paid leave in lieu of receiving Workers' Compensation
wage loss benefits.
(b) The leave
granted for such purpose will be credited on a day-for-day basis as
compensation against any indemnity award by the State Board of Workers'
Compensation.
(c) An employee may
prospectively submit to the agency a written election to use annual, sick,
and/or personal leave in lieu of receiving Workers' Compensation wage loss
benefits.
(10)
Transfer of Accrued Leave and Personal Leave:
The following provisions define the transfer of accrued leave
and personal leave when employees transfer to a different State government
agency or entity without a break in service from a position entitled to accrue
leave into another position entitled to accrue leave. Note that accumulated
compensatory time does not transfer between State entities. Upon transfer, the
losing organization must payout unused FLSA compensatory time, and unused State
compensatory time balances are divested and not paid. (See Sections (23) FLSA
Compensatory Time and (24) State Compensatory Time of this Rule.)
(a) Transfer between Executive Branch
Agencies:
Unused sick, annual, and personal leave and the record of
forfeited leave will transfer between Executive branch agencies.
(b) Transfer between Branches of
State Government:
1. Unused sick, annual, and
personal leave and the record of forfeited leave will transfer from an
Executive branch agency into the Legislative or Judicial branch to the extent
the receiving organization agrees to accept the transfer. The employee will be
paid for unused annual leave that cannot be transferred, up to a maximum of 360
hours, once the agency has received confirmation that the employee cannot
receive credit. Accrued personal leave and sick leave balances that cannot be
transferred are not paid and are divested.
2. The unused leave and record of forfeited
leave will transfer into an Executive branch agency from the Legislative or
Judicial branch only when the losing and receiving organizations have the same
leave accrual program. If the Legislative or Judicial branch entity's leave
program deviates from this Rule, leave balances and the record of forfeited
leave will not transfer into the Executive branch agency, and the employee will
be considered a new hire for purposes of graduated annual leave
accrual.
(c) Transfer
between Board of Regents and Executive Branch:
1. Unused sick, annual, and personal leave
and the record of forfeited leave will transfer from an Executive branch agency
into a unit of the Board of Regents/University System of Georgia to the extent
the receiving organization agrees to accept the transfer. The employee will be
paid for unused annual leave that cannot be transferred, up to a maximum of 360
hours, once the agency has received confirmation that the employee cannot
receive credit. Accrued personal leave and sick leave balances that cannot be
transferred are not paid and are divested.
2. Unused leave and the record of forfeited
leave will not transfer into an Executive branch agency from the Board of
Regents/University System of Georgia. Transferring employees are considered new
hires for purposes of graduated annual leave accrual.
(d) Transfer between Authorities and
Executive Branch:
1. Unused sick, annual, and
personal leave and the record of forfeited leave will transfer from an
Executive branch agency into an authority to the extent the receiving
organization agrees to accept the transfer. The employee will be paid for
unused annual leave that cannot be transferred, up to a maximum of 360 hours,
once the agency has received confirmation that the employee cannot receive
credit. Accrued personal leave and sick leave balances that cannot be
transferred are not paid and are divested.
2. The unused leave and record of forfeited
leave will transfer into an Executive branch agency from an authority only when
the losing and receiving organizations have the same leave accrual program. If
the authority's leave program deviates from this Rule, leave balances and the
record of forfeited leave will not transfer into the Executive branch agency,
and the employee will be considered a new hire for purposes of graduated annual
leave accrual.
(e)
Transfers between Community Service Boards (CSB), County Boards of Health, and
Board of Health Community Operated Programs (BOHCOP) and Executive Branch:
1. Unused sick, annual, and personal leave
and the record of forfeited leave will transfer from an Executive branch agency
into a unit of a CSB, County Board of Health, and BOHCOP to the extent the
receiving organization agrees to accept the transfer. The employee will be paid
for unused annual leave that cannot be transferred, up to a maximum of 360
hours, once the agency has received confirmation that the employee cannot
receive credit. Accrued personal leave and sick leave balances that cannot be
transferred are not paid and are divested.
2. Unused leave and the record of forfeited
leave will not transfer into an Executive branch agency from any CSB, County
Board of Health, or BOHCOP. Transferring employees are considered new hires for
purposes of graduated annual leave accrual. An exception applies to classified
employees whose unused sick, annual, and personal leave and record of forfeited
leave will transfer into the Executive branch.
(11)
Credit for Leave on Return from
Layoff:
The provisions in this section apply to employees rehired into
State service in a position entitled to accrue leave in accordance with this
Rule within one (1) year of being laid off as a result of agency downsizing or
reorganization.
(a) Upon rehire, the
employee's sick leave balance existing at the time of layoff will be
reinstated.
(b) Any record of
forfeited leave existing at the time of layoff will be reinstated, but the
leave will not be available for the employee's use, except as provided for in
Section (7), Sick Leave, of this Rule.
(c) The period of absence for the layoff will
not constitute a break in service for purposes of graduated annual leave
accrual.
(d) Upon rehire, the
employee's personal leave balance will be reinstated, unless the employee
returns in the calendar year after the personal leave would have
expired.
(12)
Absence Due to Emergency Office Closures:
When the Governor, or an agency upon delegated authority by the
Governor, closes an office or facility because of weather conditions or other
emergency circumstances, affected employees are excused from duty without loss
of pay as provided in this Rule section. Employees who are not directly
affected by an emergency office closure will not be excused from work.
(a) Employees considered directly affected by
a closure:
1. Employees who were scheduled to
work in an affected area during an emergency office closure are considered
affected by the closure.
2.
Non-temporary salaried employees affected by the closure are paid for the
scheduled work time they do not work because of the closure. This paid time off
is not charged against their accrued leave.
3. The following employees are not eligible
for compensation for absences due to emergency closure:
(i) Unaffected employees,
(ii) All temporary employees,
(iii) All hourly employees, and
(iv) Active, salaried, non-temporary
employees who are rehired retirees of the Employees' Retirement System of
Georgia while receiving retirement annuity payments during the first 1,040
hours of work performed in the calendar year.
(b) Employees considered unaffected by the
closure:
Employees who were not scheduled to work in an affected area
during an emergency office closure are considered unaffected by the closure.
Employees scheduled to use leave or compensatory time during an emergency
office closure will be charged for that pre-approved leave or compensatory time
because they are considered unaffected by the closure.
(c) Essential Staff:
An agency may determine that it is essential to continue
certain functions during an emergency office closure. Employees whose functions
are deemed essential may be required to work, rather than excused from
duty.
1. Such employees will be
compensated as usual for the time worked during their normal work schedule and
do not have any right to additional absence or compensation for this time as a
result of paid absence authorized for non-essential staff.
2. Essential employees who are required to
work additional time because of an office or facility closing will be
compensated in accordance with the provisions of statewide policy #7 - Rules,
Regulations and Procedures Governing Working Hours, the Payment of Overtime and
the Granting of Compensatory Time.
(d) If an employee is absent from duty
because of severe weather conditions or other emergencies that do not cause
her/his office or facility to close, the agency may permit the employee to:
1. Make up time lost from work. In order to
comply with the Fair Labor Standards Act, a non-exempt employee must make up
time during the same workweek as the time lost;
2. Charge the period of absence to accrued
compensatory time;
3. Charge the
period of absence to accrued annual leave;
4. Charge the period of absence to personal
leave;
5. Charge the period of
absence to deferred holiday time;
6. Telework (if determined appropriate by the
agency); or,
If none of the above options are available, place the employee
on leave without pay for the period of absence.
(13)
Blood Donation
Leave:
(a) Non-temporary salaried
employees are permitted to take up to two (2) hours of paid time off to donate
blood, up to four (4) times each calendar year. Employees who donate blood
platelets or granulocytes through the plasmapheresis process may take up to
four (4) hours of paid time off, up to four (4) times a calendar
year.
(b) An eligibility exception
applies to active, salaried, non-temporary employees who are rehired retirees
of the Employees' Retirement System of Georgia. Such employees are not eligible
for blood donation leave while receiving retirement annuity payments during the
first 1,040 hours of work performed in the calendar year.
(c) The agency may specify the hours during
which an employee may be absent in order to donate blood. An employee who does
not use the entire time allowed at the time of each donation does not accrue
any right to any subsequent paid or unpaid leave.
(14)
Bone Marrow Donation Leave:
(a) Non-temporary salaried employees are
granted seven (7) workdays of paid leave to donate bone marrow for
transplantation. The amount of leave will not be deducted from any accrued
leave balance and will be included as service time for purposes of computing
any retirement or pension benefits.
(b) An eligibility exception applies to
active, salaried, non-temporary employees who are rehired retirees of the
Employees' Retirement System of Georgia. Such employees are not eligible for
bone marrow donation leave while receiving retirement annuity payments during
the first 1,040 hours of work performed in the calendar year.
(c) To receive paid bone marrow donation
leave, the employee must have approval from the agency for absence and provide
the agency with a written statement from a medical practitioner performing the
procedure. If the donation does not occur, bone marrow donation leave is not
applicable.
(15)
Organ Donation Leave:
(a)
Non-temporary salaried employees are granted 30 workdays of paid leave to
donate an organ for transplantation. The term "organ" means any human organ,
including an eye, which is capable of being transferred from the body of one
person to another. The amount of leave will not be deducted from any accrued
leave balance and must be included as service time for purposes of computing
any retirement or pension benefits.
(b) An eligibility exception applies to
active, salaried, non-temporary employees who are rehired retirees of the
Employees' Retirement System of Georgia. Such employees are not eligible for
organ donation leave while receiving retirement annuity payments during the
first 1,040 hours of work performed in the calendar year.
(c) To receive paid organ donation leave, the
employee must have approval from the agency for absence and provide the agency
with a written statement from a medical practitioner performing the transplant
procedure or a hospital administrator indicating that the employee is making an
organ donation. If the donation does not occur, organ donation leave is not
applicable.
(16)
Court Leave:
(a) The State
recognizes employees' obligation to perform civic duties when summoned as a
potential juror or witness and grants time off to employees for such purposes.
An employee may not be discharged, disciplined, or otherwise penalized because
the employee is absent from employment for the purpose of attending a judicial
proceeding in response to a subpoena, summons for jury duty, or other court
order or process which requires the attendance of the employee.
(b) Leave Request and Supporting
Documentation:
1. An employee who is summoned
to perform jury duty or to serve as a witness during scheduled work time and
needs to be absent from work is expected to provide a copy of the summons,
subpoena, or other court order when requesting leave.
2. Because employees will typically not know
in advance how much time will be required to fulfill their court obligation,
employees may be required to update the agency at reasonable intervals
concerning the time needed for absence from duty.
(c) Paid Court Leave:
1. Paid court leave is granted to
non-temporary salaried employees, as outlined in this Rule Section, for the
purpose of attending a judicial proceeding in response to a subpoena, summons
for jury duty, or other court order or process which requires the attendance of
the employee during scheduled work hours. Such paid time off is not charged to
an employee's accrued leave.
2. The
following employees are not eligible for paid court leave:
(i) All temporary employees,
(ii) All hourly employees, and
(iii) Active, salaried, non-temporary
employees who are rehired retirees of the Employees' Retirement System of
Georgia while receiving retirement annuity payments during the first 1,040
hours of work performed in the calendar year.
(d) Jury Duty:
1. Eligible employees will receive paid court
leave while on jury duty for the time they are otherwise scheduled to work.
Employees will be paid only for the time they are required to appear by the
court, plus any additional time that is reasonably necessary, in the opinion of
the agency, for the employee to prepare for or return from jury duty.
2. Employees will not receive any
compensation for time spent serving as a juror that exceeds the employee's
regular work schedule.
3. Employees
may keep any juror fees and travel allowances they receive from the
court.
(e) Court
Attendance and Witness Duty Leave:
1. An
employee summoned to appear as a witness or required by a court to attend a
proceeding will typically be paid in the same manner as an employee serving on
a jury. However, an employee will not receive paid court leave to attend a
trial, arbitration hearing, or other judicial proceeding in which s/he:
(i) Is charged with a crime;
(ii) Is a plaintiff or defendant;
(iii) Voluntarily appears as a
witness;
(iv) Is a witness in a
case arising from or related to her/his outside employment or outside business
activity;
(v) Is testifying for a
fee as an expert witness; or,
(vi)
Has any other personal or familial interest in the proceeding.
2. When paid court leave is not
applicable, the employee must use annual leave, personal leave, compensatory
time, deferred holiday time, or take leave without pay.
(f) Return from Court Leave:
Employees are required to report back to work as soon as they
are released from jury duty or other court ordered appearance if the release
occurs before the end of the scheduled workday. Management may require
verification from the court showing the time served. Failure to return timely
from court leave is treated as an unexcused absence.
(17)
Voting Leave:
The State encourages employees to exercise their right to vote
in all federal, state, and local elections. Paid voting leave is not charged to
an employee's accrued leave.
(a)
Eligibility for Voting Leave:
1. Paid voting
leave is available to non-temporary salaried employees and may be taken on
Election Day or on a day designated for advance in-person voting.
2. Active, salaried, non-temporary employees
who are rehired retirees of the Employees' Retirement System of Georgia are not
eligible for voting leave while receiving retirement annuity payments during
the first 1,040 hours of work performed in the calendar year.
(b) Voting leave is limited to two
(2) hours per election.
(c) For
those employees not eligible for voting leave, agencies have the discretion to
arrange flexible work schedules for voting purposes. Agencies may also allow
employees to use other available paid leave, other than sick leave, if they are
not eligible for voting leave or need more than two (2) hours to
vote.
(d) Notification Requirement:
Employees are responsible for requesting and obtaining approval
from their supervisor in advance of taking time off to vote. The agency may
specify the hours during which an employee uses voting leave to ensure minimal
disruption of normal agency operations.
(18)
Education Support Leave:
To supplement work-life balance options for State employees,
the State provides up to eight (8) paid hours of leave per calendar year to
eligible employees for the purpose of promoting education in Georgia. Such
leave is in addition to, and not charged against, an employee's accrued
leave.
(a) Education support leave may
be taken in increments of fewer than eight (8) hours utilizing the same minimum
period an agency has established for other forms of paid leave.
(b) Eligibility:
All eligibility criteria defined below must be met before an
employee can use education support leave.
1. Any non-temporary, full-time employee of
the State of Georgia, or of any branch, department, board, bureau, or
commission thereof, may request to use and be considered for education support
leave. An exception applies to active, salaried, non-temporary employees in the
Executive branch who are rehired retirees of the Employees' Retirement System.
Such employees are not eligible for education support leave while receiving
retirement annuity payments during the first 1,040 hours of work performed in
the calendar year.
2. Only
activities directly related to student achievement and academic support will
qualify for education support leave. Such activities may range from early care
and learning through higher education. Each State employer maintains the
authority to determine, in accordance with the provisions outlined in this
Rule, whether an activity would qualify for education support leave.
3. To use education support leave, an
employee may be, but is not required to be, the parent of a student.
4. Employees must not receive pay for
services they perform while using education support leave.
5. Employees must receive prior approval from
their supervisor before providing the services for which they are requesting
education support leave. The State employer has discretion to require written
verification from a school administrator, teacher, or other official prior to
approval.
6. The State employer
maintains discretion to approve or deny requests for education support leave
based on operational needs or other reasons, such as conduct, attendance, or
unsatisfactory work performance. The State employer should ensure that denials
are applied consistently for all similarly situated employees.
7. Use of education support leave for any
political purpose or agenda is prohibited.
(c) Education support leave does not
accumulate, and unused leave does not roll over into subsequent calendar years.
Rather, eligible employees may use education support leave for qualifying
absences that occur during their regular scheduled work hours, up to a total of
eight (8) hours in any calendar year.
(d) Employees can use no more than eight (8)
paid hours of education support leave in a calendar year regardless of transfer
from one State employer to another. Each State employer is responsible for
conducting due diligence to ensure an employee has not exhausted education
support leave prior to approving the paid leave.
(e) Education support leave carries no cash
value if unused. There will be no payout for unused education support leave
upon termination.
(f) Education
support leave is not available to support education outside of the State of
Georgia.
(19)
Disaster Volunteer Leave:
The State recognizes that cooperation among government agencies
and volunteer service agencies is vital in coping with natural disasters and
other emergencies. To help prevent the loss and destruction of life and
property, the State believes that employees who are trained and experienced in
disaster relief should be able to provide assistance for brief periods without
loss of pay and benefits.
(a)
Eligibility:
1. To be eligible for paid
disaster volunteer leave, an employee must be a certified disaster service
volunteer of the American Red Cross whose services have been requested by the
American Red Cross or by the Civil Air Patrol Auxiliary of the United States
Air Force. The request for leave is subject to approval by the employee's
agency and must be coordinated through the Director of Emergency
Management.
2. The following
employees are not eligible for disaster volunteer leave:
(i) All temporary employees,
(ii) All hourly employees, and
(iii) Active, salaried, non-temporary
employees who are rehired retirees of the Employee's Retirement System of
Georgia while receiving retirement annuity payments during the first 1,040
hours of work performed in the calendar year.
(b) Paid Disaster Volunteer Leave:
An eligible employee may be granted leave with pay to
participate in specialized disaster relief services for the American Red Cross
or for the Civil Air Patrol Auxiliary of the United States Air Force. Paid
leave to participate in specialized disaster relief services for the Civil Air
Patrol Auxiliary of the United States Air Force is available only for service
on a numbered mission in support of a county emergency management agency, the
Georgia Emergency Management and Homeland Security Agency, or a comparable
federal agency.
1. Paid leave under
this section cannot exceed 15 workdays in any 12-month period and can be
granted only for services related to a disaster occurring within the State of
Georgia or in a bordering state which has a reciprocal statutory
provision.
2. Paid disaster
volunteer leave is not charged against an employee's accrued leave.
3. The employee will be compensated at the
rate of pay for the regularly scheduled hours during which the employee is
absent from work as a result of disaster volunteer leave.
(20)
Line-of-Duty Injury
Leave (Special Injury Leave):
A non-temporary salaried employee scheduled to work 30 or more
hours per week who becomes physically disabled as a result of an injury
incurred in the line-of-duty and caused by a willful act of violence committed
by a non-agency employee is entitled to a leave of absence for the period the
employee is physically unable to perform her/his duties. Such a leave of
absence will be provided in lieu of using accrued leave, and the employee will
continue to receive regular compensation, subject to the limitations
below.
(a) Leave granted under this
provision cannot exceed 180 workdays for any single incident.
(b) An employee seeking leave under this
section must submit documentation of disability to the agency.
(c) The following employees are not eligible
for line-of-duty injury leave:
1. All
temporary employees,
2. All hourly
employees, and
3. Active, salaried,
non-temporary employees who are rehired retirees of the Employees' Retirement
System of Georgia while receiving retirement annuity payments during the first
1,040 hours of work performed in the calendar year.
(d) Benefits received under this provision of
the Rule will be subordinate to any Workers' Compensation wage loss benefits
that the employee is awarded and will be limited to the difference between the
amount of Workers' Compensation benefits actually paid and the amount of the
employee's regular compensation.
(e) Injury to Employees of the Department of
Transportation:
When an employee of the Department of Transportation is
disabled while working in the proximity of traffic movements or equipment
movements doing maintenance, construction, or other activities which may be
construed as hazardous, the reasons that qualify for line-of-duty injury leave
are expanded. Qualifying reasons include: an act of violence, accident, or
injury that is caused by a person other than an employee of the agency or an
employee of a contractor or subcontractor performing duties under a contract
with the agency.
(f)
Permanent Disability to Law Enforcement Personnel:
Law enforcement personnel who are permanently disabled by an
act of external violence or injury on the job and who qualify for a disability
retirement benefit under O.C.G.A. §
47-2-221are not eligible to
receive line-of-duty injury leave under this provision.
(21)
Leave for Contracting
TB or Hepatitis on the Job:
(a) A
non-temporary salaried employee who contracts tuberculosis or infectious
hepatitis while charged with the care, treatment, or diagnosis of a person
infected with tuberculosis or infectious hepatitis, and who has exhausted all
available sick and annual leave will be granted a paid leave of absence of
one-half her/his total compensation or $150 per month, whichever is less, for
the duration of the disability due to the tuberculosis or infectious hepatitis,
not to exceed 350 weeks.
(b) The
following employees are not eligible for paid leave for contracting TB or
hepatitis on the job:
1. All temporary
employees,
2. All hourly employees,
and
3. Active, salaried,
non-temporary employees who are rehired retirees of the Employees' Retirement
System of Georgia while receiving retirement annuity payments during the first
1,040 hours of work performed in the calendar year.
(c) An employee receiving leave under this
special situation will be given credit for all salary adjustments and
advancements, which would have been received had the employee remained in the
same position with the same capacity and status held at the time the leave was
granted.
(22)
Leave
Without Pay:
(a) Leave without pay may
be used in the following situations:
1. When
an employee is authorized for absence but does not have available paid leave to
cover the absence;
2. When an
employee is authorized for absence but foregoes the use of available paid leave
for a Workers' Compensation-related absence or for other absence with the
concurrence of the agency;
3. When
an employee does not have approval for an absence (See Section (22)(g),
below);
4. When there is
insufficient funding for salaries (See Section (22)(h), below); and
5. When there is insufficient work available
(See Section (22)(i), below).
(b) Leave without pay is not included as
service time for purposes of computing retirement or pension benefits, unless
otherwise specified.
(c) Short-Term
Authorized Leave without Pay:
Agencies may grant an employee who is absent, but does not have
accrued leave to cover the period of absence, leave without pay for a period of
not more than 10 consecutive workdays in any one continuous absence. At the
expiration of the approved leave, the employee shall be returned to the same
position without any loss of rights provided the employee returns within the
terms of the leave granted.
(d) Regular Leave of Absence without Pay:
1. A regular leave of absence without pay
allows an employee to take unpaid time off for up to 12 continuous months and
be granted return to work if the employee returns within the terms of the leave
approval.
2. The employee must
submit a written request to the agency. If approved, a written notice
specifying the terms and conditions of the approval must be provided to the
employee, including a statement indicating that the employee will be reinstated
to the former position or to a position of equal grade and pay without loss of
any rights provided the employee returns within the terms of the leave
granted.
3. Although a regular
leave of absence without pay does not constitute a break in service and does
not result in divestment of leave, an employee who is taking an approved leave
of absence without pay of 30 calendar days or more may request and receive an
annual leave payout for all accrued annual leave excluding forfeited leave, up
to a maximum of 360 hours. (See Section (6)(e) 4 of this Rule.)
(e) Contingent Leave of Absence
without Pay:
1. A contingent leave of absence
without pay is similar to a regular leave of absence, but does not guarantee a
position will be available for the employee's return.
2. The employee may submit a written request
to the agency to take a continuous leave without pay for a period not exceeding
12 months. The notice of approval must include the terms and conditions of the
approval including a statement that the employee's right to return at the
expiration of leave is not guaranteed and will be contingent upon a suitable
vacancy being available.
3. Because
a contingent leave of absence without pay does not guarantee an employee the
right to return to work at the expiration, it may not be considered a
reasonable accommodation under the Americans with Disabilities Act, as
amended.
4. Although a contingent
leave of absence without pay does not constitute a break in service and does
not result in divestment of leave, an employee who is taking an approved leave
of absence without pay of 30 calendar days or more may request and receive an
annual leave payout for all accrued annual leave excluding forfeited leave, up
to a maximum of 360 hours. (See Section (6)(e)4 of this Rule.)
(f) Extending a Leave of Absence
without Pay:
1. The agency may extend an
approved leave of absence without pay when such extension is properly
requested. The employee must submit a written request for extension before the
expiration of approved leave or follow other agency procedures. If approved, a
written notice specifying the terms and conditions of the extension, including
any rights to reinstatement, must be provided.
2. A continuous unpaid leave of absence may
not exceed 24 months, unless otherwise required as a reasonable
accommodation.
(g)
Unauthorized Leave without Pay:
1. An employee
who is absent without approval may be placed in non-pay status and may be
subject to disciplinary action, up to and including termination of
employment.
2. An unclassified
employee who is absent from duty for three (3) consecutive workdays or
equivalent without proper authorization may be considered to have voluntarily
resigned. (See Rule
478-1-.15, Changes to Employment
Status.)
3. A classified employee
who is absent from duty for five (5) consecutive workdays or the equivalent of
a scheduled workweek without proper authorization may be considered to have
voluntarily resigned. (See Rule
478-1-.28, Voluntary Separations for
Classified Employees.)
(h) Furlough - Insufficient Funding:
1. Due to a curtailment of funds, an agency
may place employees in a non-pay status as a temporary reduction-in-force
pursuant to a plan filed with the Department of Administrative
Services.
2. On furlough days, an
employee does not perform work and does not receive pay.
3. Employees may not be placed in non-pay
furlough status for more than a total of 30 workdays in any 12-month
period.
4. Absences under these
circumstances will not be charged against accrued leave or compensatory time,
will not be considered a break in service, and will not affect eligibility for
salary increases.
(i)
Temporary Layoff - Insufficient Work:
1. If
sufficient work is temporarily unavailable or not feasible, the supervisor may,
pursuant to a prior written employment agreement with an employee, place the
employee in a non-pay status during the period.
2. The agreement should clearly specify the
terms and conditions of the leave without pay and any rights to
reinstatement.
3. An employee
affected by a temporary layoff because of insufficient work may request the use
of accrued annual leave, personal leave, deferred holiday time, or compensatory
time to remain in pay status.
4.
This provision may not be used in lieu of an adverse action against an
employee.
(23)
FLSA Compensatory Time:
Overtime for non-exempt employees will be governed by the
provisions of the Fair Labor Standards Act (FLSA). Overtime worked by
non-exempt employees will normally be credited as FLSA compensatory time at a
rate of one and one-half hours of compensatory time for each hour of overtime
worked. (See statewide policy #7 - Rules, Regulations and Procedures Governing
Working Hours, the Payment of Overtime and the Granting of Compensatory
Time.)
(a) Overtime:
1. Each agency is responsible for the control
of all overtime worked in the agency and for accurately approving and recording
such overtime worked in the agency time and leave system.
2. For most non-exempt employees, overtime is
credited when the employee actually works more than 40 hours in a defined
workweek. The overtime threshold is defined differently for law enforcement,
fire protection, hospital, and nursing home employees if they use extended FLSA
work period options as provided in statewide policy #7 - Rules, Regulations and
Procedures Governing Working Hours, the Payment of Overtime and the Granting of
Compensatory Time.
3. Time worked
does not include paid time off, such as leave, holidays, or
suspension.
4. Unscheduled and
unauthorized overtime worked by non-exempt employees will be compensated.
However, disciplinary action determined appropriate by the agency, up to and
including separation from employment, may be taken against a non-exempt
employee who works unscheduled or unauthorized hours.
(b) Use and Limitations of FLSA Compensatory
Time:
1. An employee must be granted FLSA
compensatory time off within a reasonable time after making the request if the
use of such time off does not unduly disrupt operations.
2. An agency may by written policy require
its employees to use accumulated FLSA compensatory time before using annual
and/or sick leave.
3. For most
employees, the maximum FLSA compensatory time accrual is 240 hours at any given
time. The maximum accrual is 480 hours for employees in a public safety
activity, emergency response activity, or seasonal activity. Compensatory time
in excess of 240 hours (480 hours for employees in a public safety activity,
emergency response activity, or seasonal activity) must be paid out.
(c) Payment for Overtime:
1. Employees receive pay for overtime only in
the following situations:
(i) When the agency
approves payment in lieu of FLSA compensatory time as provided in statewide
policy #7 - Rules, Regulations and Procedures Governing Working Hours, the
Payment of Overtime and the Granting of Compensatory Time.
(ii) Upon exceeding the accumulation limits
of FLSA compensatory time. (See Section (23)(b)2.)
(iii) Upon separation from employment with
the agency, including transfer from the agency to another State
employer.
2. Payment for
overtime is typically made the pay period following the pay period in which the
overtime is earned. Payment for law enforcement, fire protection, hospital, and
nursing home staff with unique FLSA work periods is made the pay period
following the FLSA work period during which the overtime is earned.
(24)
State
Compensatory Time:
State compensatory time is hour-for-hour paid time off for
employees who work longer than the normally assigned hours in a work period but
do not qualify for FLSA compensatory time. Each agency by written policy
defines which of its employees, if any, are eligible for state compensatory
time as provided in statewide policy #7 - Rules, Regulations and Procedures
Governing Working Hours, the Payment of Overtime and the Granting of
Compensatory Time.
(a) The maximum
state compensatory time accrual allowed is 240 hours at any given time. Any
state compensatory time earned in excess of 240 hours is lost and not paid
out.
(b) Generally, state
compensatory time not used within one (1) year of the date that it is earned is
lost and not paid out.
1. An agency may, by
written policy, allow state compensatory time earned during the Public Health
State of Emergency declared on March 14, 2020, and ended on July 1, 2021, to be
used within two (2) years of the date it is earned.
2. Such written policy may be applied to an
entire agency or may identify eligible employees or job classes of employees
that were so impacted by the increased workload during the Public Health State
of Emergency that the state compensatory time was unable to be used prior the
regular one (1) year expiration.
(c) Unused state compensatory time is lost
upon separation from employment. The employee will not be compensated for such
time in any manner, and it will not transfer with the employee to another State
entity.
(d) An agency may by
written policy require its employees to use accumulated state compensatory time
before using annual and/or sick leave.
(25)
Holidays:
(a) Observing State Holidays:
The State observes 13 public holidays each calendar year on
dates declared by the Governor. State offices are closed and employees do not
report for work on declared holidays, except as noted below.
1. 24-7 operations, such as hospitals and
correctional facilities, will remain open on holidays, and designated staff
will report for work.
2. State
operations with seasonal fluctuations that result in insufficient availability
of work during certain times of the year may establish a policy for its
employees to observe holidays during the work down cycle, rather than on the
dates declared by the Governor. The policy must be in writing and communicated
to all affected employees, and the alternate holidays must be observed within
the same calendar year as the dates declared by the Governor.
3. In emergency situations or to meet
essential business needs, an agency may require one or more employees to work
on a holiday.
(b)
Eligibility for Paid Holiday:
1. Salaried
employees and other employees designated by the Georgia Industries for the
Blind are eligible to receive paid time off for State holidays they observe, as
provided in this Rule section.
2.
To be eligible for pay on a State holiday, an employee must be in pay status
for the full scheduled work shift on either the workday immediately before or
immediately after the holiday. "Pay status" means either working or taking
approved paid time off.
3.
Employees are not paid for a holiday that occurs the day before they enter or
reenter State service.
4. Employees
are not paid for a holiday that occurs the day after they leave State
employment.
5. Employees are not
paid for a holiday that occurs on their last day of State employment, unless
the holiday is at the end of their normal workweek. (See item 6, below, for an
exception.)
6. The compensation for
employees retiring from State employment will not be reduced when their last
day of employment before retirement falls on a holiday.
7. The following employees are not eligible
for paid State holidays:
(i) All temporary
employees,
(ii) All hourly
employees, and
(iii) Active,
salaried, non-temporary employees who are rehired retirees with the Employees'
Retirement System of Georgia while receiving retirement annuity payments during
the first 1,040 hours of work performed in the calendar year.
8. Part-time salaried employees
and part-time employees of the Georgia Industries for the Blind are not paid
for a holiday that falls on a day they would not have otherwise been scheduled
to work. For example, a part-time employee who is scheduled to work Mondays,
Wednesdays, and Fridays, would not be paid for a holiday that falls on a
Thursday.
(c) Pay for
Holidays and Provisions for Employees on Alternative Work Schedules:
1. Employees eligible for a paid holiday
receive pay for the time they would otherwise have worked that day, up to a
maximum of eight (8) hours.
2. An
agency with full-time salaried employees on alternative work schedules will
define the options available to its employees who would have been scheduled for
shifts longer than eight (8) hours on the holiday. Such options include
allowing employees to:
(i) Revert to an 8x5
work schedule during the week of the holiday (or for a 2-week cycle for
employees on a 9-hour workday schedule);
(ii) Use paid leave to supplement the holiday
pay and receive full pay for the day; or,
(iii) Work additional time during the week of
the holiday to remain in pay status the full workweek.
3. An agency with full-time salaried
employees on alternative work schedules whose scheduled day off falls on a
holiday may allow such employees to revert to an 8x5 schedule, as indicated in
Section 25(c)2, above, or allow them to remain on their alternative schedule
and receive equivalent time off for the holiday, as defined in Section (25)(d),
below.
(d) Equivalent
Time Off or Deferred Holiday Payout:
1.
Equivalent time off (i.e., deferred holiday time) will be made available to
employees who would otherwise have been eligible for a paid holiday but were
either required to work on part or all of a holiday or whose scheduled day off
occurred on a holiday. See exceptions in (i) and (ii), below.
(i) Neither equivalent time off, nor
additional compensation, will be given to those employed on an academic school
year basis whose annual compensation is based on a specified number of
workdays, and the holiday is a workday on which their salary is
based.
(ii) Part-time employees
whose scheduled day off occurred on a holiday are not given equivalent time off
or additional compensation for the holiday.
2. Equivalent time off to observe the holiday
will not exceed the time actually worked on the holiday or eight (8) hours,
whichever is less.
3. An agency may
by written policy require its employees to use deferred holiday time before
using annual leave, sick leave, personal leave, or compensatory time.
4. Deferred holiday time must be used within
365 days after the day proclaimed as a holiday; otherwise, it must be paid out
by the agency.
5. An employee who
separates from an agency will be paid for any deferred holiday time not used or
paid out prior to separation.
6. An
employee will not be paid for a holiday in advance of the observance of the
holiday.
7. An employee scheduled
to work on a holiday who, without prior approval, fails to report for any
portion of the scheduled duty will not be granted deferred holiday time for the
time (if any) that was worked on the holiday. Such employee may be subject to
leave without pay for the scheduled time not worked and/or other
appropriate.
(e) Request
to Observe Other Religious Holiday:
1. An
employee may request priority consideration for time off from work to observe a
religious holiday that is not observed as a State holiday. To receive priority
consideration, the request should be made at least seven (7) calendar days in
advance.
2. An employee may request
priority consideration for up to three (3) workdays in each calendar
year.
3. A request by an employee
for time off for religious observance cannot be denied unless:
(i) The duties performed by the employee are
urgently required, and the employee, in the agency's judgment, is the only
person available who can perform the duties; or,
(ii) The agency can otherwise show that
accommodating the request would be an undue hardship.
4. Any paid time off granted to observe a
religious holiday will be deducted from the employee's accrued annual leave,
personal leave, compensatory time, or deferred holiday time available at the
time of the observance. If the employee does not have sufficient annual leave,
personal leave, compensatory time, or deferred holiday time to cover the period
of absence, the agency must allow leave without pay for the absence, unless
doing so would be an undue hardship.
(26)
Paid Parental Leave:
To enhance work-life balance for employees, the State provides
full-time employees, as well as hourly employees who meet the criteria noted in
subsection (a) 2 (ii) below, with up to 120 hours of paid parental leave in a
12-month period. Paid parental leave is not charged against an employee's
accrued leave.
(a) Eligibility:
1. Eligibility for paid parental leave is
based on one of the following qualifying life events:
(i) birth of the employee's child;
(ii) placement of a minor child for adoption
with the employee; or
(iii)
placement of a minor child for foster care with the employee.
2. To be eligible to use paid
parental leave for a qualifying life event, an employee must meet one of the
two following criteria:
(i) if salaried, the
employee must have six continuous months of employment with an employing entity
(as defined in O.C.G.A.
45-20-17(a)(2)(A));
or,
(ii) if hourly, the employee
must have worked 700 hours for an employing entity (as defined in O.C.G.A.
45-20-17(a)(2)(A))
in the six months immediately preceding the first requested paid parental leave
date.
Rehired retirees of the Employees' Retirement System of
Georgia, whether salaried or hourly, are not eligible for paid parental leave
while receiving retirement annuity payments during the first 1,040 hours of
work performed in the calendar year.
(b) Usage of Paid Parental Leave
1. An eligible employee may take a maximum of
120 hours of paid parental leave in a rolling 12-month period. The rolling
period will be measured backward from the first date of leave taken. The amount
of leave in a rolling 12-month period cannot exceed 120 hours, regardless of
the number of qualifying events that occur during that period and regardless of
transfers between employing entities (as defined in O.C.G.A. §
45-20-17(a)(2)(A)).
Each state employer is responsible for conducting due diligence to ensure an
employee has not exhausted the 120- hour allotment prior to approval of paid
parental leave.
2. Leave may be
taken as needed and in increments of less than eight hours, using the same
minimum period an agency has established for other forms of paid
leave.
(c) If an employee
eligible for paid parental leave is also eligible for leave under the federal
Family and Medical Leave Act (FMLA) (see Rule
478-1-.23, Family and Medical Leave),
an agency may, by written policy, require paid parental leave to run
concurrently with FMLA leave.
(d)
Agencies may require employees to submit appropriate supporting documentation
for the use of paid parental leave. Any required supporting documentation shall
be the same as that required for the use of federal family and medical leave
under Section (7) of Rule
478-1-.23, Family and Medical Leave,
for the same qualifying event.
(e)
Any paid parental leave remaining 12 months after the initial qualifying event
shall not carry over for future use.
(f) Unused paid parental leave shall have no
cash value and shall not be paid out at the time of the employee's separation
from employment.
O.C.G.A.
§§
45-20-3, 45-20-3.1, 45-20-4.