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Section -1814. Siclc Leave -Credit 1•AtzAl'etttttttltttiott front Pt•evious Employ-nent Employees (tired aftet• the effective date of this Ordinance and previously employed by a governmental entity in North Carolina will receive credit with Cabarrus County for up to 20 clays sick leave accrued at that entity. In extraordinary circumstances the County Manager may grant additional credit of transferable hours. Accrued sick leave over 20 days will be credited the pay period of separation front County employment. The employee must have been employed by the governmental entity immediately prior (within the last 30 days) to County Employment and that entity must document the accrued sick leave amount and that the employee was not reimbursed for any pot•tion of the repotted leave. Seetiett-f9:-fiie • t}it Section ~A15, Calculation of~tftttnl Vacation: and Siclc Leave for Part time Emnlovees Vacation leave and sick leave credited to regular and probationary employees scheduled to work at least 1,000 hours during the calendat• year and having a work week with fewer hours than the basic work week, shall be determined in accordance with the following formula: (a) The number of hours worked by such an employee in their normal work week shall be divided by the number of hours in the basic work week of a regular full-time employee in a like or similar position. (b) The percentage obtained in level- (a) shall be used to obtain the prorated amount of leave earned ~i~ttd~ea~. Section ~-1-16. Famih~ Medical Leave Act Federal legislation made the Family and Medical Leave Act (FMLA) effective on August 5, 1993 and FMLA regulations were revised on January I G, 2009. A copy of ft-the Department of Labor, Wage and Flour Division Publication 1420, Employee Rights and Responsibilities Under the f amity and Medical Leave Act poster, tj le;,=~~ ~-ig'„t~-Rttd°°~,--~;;~~ is attached at Appendix lC. In cwnpliance with the FMLA, Cabarrus County provides up to 12 weeks of job protected leave or up to 26 weeks of military caregiver leave (unpaid if accrued paid leave time is not available) to employees if they have worked for the County for at least ette-yeftt~l2 months, normally within seven years, and for 1,250 hours over the previous 12 months. (a) Eligible employees Wray use FMLA leave for the following events or conditions: • For the bit•th of a son or daughter or to care for the child after birth; • For placement of a son or daughter for adoption or foster care or to care for the child after placement; • To care for the employee's spouse, sou, daughter or parent (but not a parent "in-law") with a se-•ious health condition; • Because of a serious health condition that makes the employees unable to perform the functions of the job;: • Hor qualifying exigency leave far families of members of the National Guard and Reserves when the covered military member (employee's spouse, son, daughter, or parent) is on active duty or called to active duty in support of a contingency operation; 34 Attachment number 2 F-5 Page 162 of 362