Voluntary Shared Leave Program
Cape Fear Community College’s voluntary shared leave program allows employees to donate leave to employees who have been approved to receive leave through the program due to a medical condition.
An employee may donate leave to another employee who has been approved to receive voluntary shared leave due to a medical condition or to a member of the employee’s immediate family that will require the employee’s prolonged absence. All shared leave donation requests must go through the appropriate approval process. Contact Human Resources for more information.
For further information on this policy, please visit the Office of State Human Resources webpage:
Human Resources will administer the voluntary shared leave program. All shared leave donation requests must go through the appropriate approval process. A leave “bank” for use by unnamed employees is not an established practice. Leave shall be donated on a one-to-one personal basis.
Qualifying to Participate in Voluntary Shared Leave Program
To participate conditions in the Voluntary Shared Leave Program, an employee shall meet the following:
1. A donor or recipient shall have a half-time or more permanent, probationary, ort temporary appointment.
2. A recipient shall apply or be nominated by a fellow employee to participate in the program;
3. A recipient shall produce medical evidence to support the need for leave beyond the available accumulated leave; and
4. The parent college shall review the merits of the request and approve or disapprove according to these Rules.
For further information on donor guidelines, please visit the Office of State Human Resources webpage: https://oshr.nc.gov/policies/leave/voluntary-shared-leave .
Leave Accounting Procedures
The following conditions shall control the accounting and usage procedures for leave donations in the Voluntary Shared Leave program:
1. The College may establish a specific time period during which leave can be donated.
2. All leave donated shall be credited to the recipient’s sick leave account and is available for use on a current basis or may be retroactive for up to 60 calendar days to substitute for advanced vacation or sick leave already granted to the recipient or to substitute for leave without pay. Donated leave shall be applied to advanced leave before applying it to leave without pay.
3. At the expiration of the medical condition, as determined by the College, any unused leave in the recipient’s donated leave account shall be treated as follows:
a. The recipient’s vacation and sick leave account balance shall not exceed a combined total of 40 hours.
b. Any additional unused donated leave shall be returned to active (working 64
or on leave without pay) donor(s) on a pro rata basis and credited to the
leave account from which it was donated.
4. If a recipient separates due to resignation, death, or retirement from state government, participation in the program ends. Donated leave shall be returned to active donor(s) on a pro rata basis.
The Community College Laws of North Carolina do not permit Community College employees to donate sick leave to other non-family member Community College employees or other state employees. Leave shall not be allowed to be banked for future use. All Shared Leave must be assigned to an individual qualifying for Shared Leave at the time of the donation.