A. Full bi-weekly pay period. An employee shall be considered, for leave purposes, to have been employed for a full bi-weekly pay period if the employee shall have been in a pay status, or a combination of pay status and on pay status, during all of the days within such period, exclusive of holidays and all non-work days established by the Chief Executive Officer. This may be interpreted as follows:

B. Fractional Pay Periods – If employment is continuous, leave is credited on a pro rata basis for those days during a fractional pay period for which an employee is being paid. The following table may be used to determine the of prorated leave credit:

C. Accrual Reduction Because of Non-Pay Absence: When an employee’s absence in a non-pay status totals the hours for one of the employee’s pay periods, their sick leave credit is reduced by one-half day and the individual’s annual leave credit is reduced by either one-half, three fourths, or a full day depending on the employee’s leave-earning category. If the employee is in a non-pay status for a full year, the employee earns no leave.

D. Leave Charges:

1. Leave Days: Both annual and sick leave are charged to an employee’s account only for absence on regular work days, i.e., days on which the employee would otherwise work and receive pay during their regular tour of duty. Leave is not charged for absence on days for which premium pay would be paid, holidays, or other non-work days.

2. Minimum Charge: One half hour is the minimum charge for either annual or sick leave. After one half hour, additional charges may be made in multiples of one half hour; absences of different days are not combined.

3. If an employee is tardy or unavoidably or necessarily absent from duty for less that one half hour, the employee may be charged one half hour to annual leave.

4. When an employee is charged with leave for unauthorized absence or tardiness, the employee may not be required to perform work for any part of the leave period charged against their account.

5. When an employee is absent without official leave, fails to report for duty without prior approval or does not have an acceptable excuse for absence, the employee shall be charged for absence without leave (AWOL) and not paid for such time.

History: Rule 01-2000, eff. Sept. 25, 2000.