BC 2009 09 21 Regular Meeting - Laserfiche WebLink

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September 21, 2009 (Regular Meeting) Page 1591 with pay for such duty during the required absence without charge to accumulated annual or sick leave. Civil leave outside Cabarrus County is limited to five days unless approved by the County Manager. An employee may keep fees and travel allowances received for jury or witness duty in addition to regular compensation, except that employees must turn over to the County any witness fees or travel allowances awarded by the court for court appearances in connection with official duties. While on civil leave, benefits and leave shall accrue as though on regular duty. Section 23. Educational Leave An educational leave of absence, with or without pay, may be granted to a regular full time employee to take up to one course per semester or term which will better equip the employee to perform job related duties. Each request requires recommendation by the department head, review by the Human Resources Director, and County Manager approval. Leave is only available for attendance at appropriately accredited institutions of higher learning. An employee granted educational leave with pay shall agree in writing to return to their regular work schedule with the county upon completion of training and to remain in the employ of the county for a period equal to twice the educational leave received, or to reimburse the county for all compensation received while on educational leave, county incurred costs, and reimbursements made to the employee. An employee on educational leave with full pay shall continue to earn leave credits and other benefits to which county employees are entitled. An employee on educational leave with partial pay shall earn proportional leave credits and benefits. Employees who are eligible for the Sheriff's Educational Incentive Program, Article III, Section 13, are not eligible for educational leave with pay. Section 24. Volunteer Service Leave All County employees who are members of emergency volunteer service organizations shall receive leave with pay for such required absence under emergency circumstances without charge to accumulated leave, with approval of the County Manager. Article VII. Separation, Disciplinary Actions, and Suspensions Section 1. Separation from Employment Separation occurs when an employee leaves the payroll for reasons indicated below. Employees who have acquired regular employment status will not be subject to involuntary separation or suspension except for cause or reduction-in-force. (a)Resignation or Retirement. An employee may terminate his services with the County by submitting a written resignation or request for retirement to the department head (or in the case of department heads to the County Manager). It is expected that an employee will give at least two weeks (four weeks for department heads) notice prior to the separation date. (b)Dismissal. Dismissal is involuntary separation for cause, and shall be made in accordance with the provisions of Section 5 of this Article, except for those employees identified in Article I. 2(b). (c)Separation During Probation. An employee may be dismissed at any time during the probationary period for failure in performance of duties or failure in personal conduct. Separation during the probationary period creates no right of grievance or appeal pursuant to Article VIII of this Ordinance. (d)Reduction in Force. For reasons of curtailment of work, reorganization, or lack of funds the appointing authority may separate employees. Retention of employees in classes affected shall be based on systematic consideration of type of appointment, length of service and relative efficiency. No regular employee shall be separated while there are emergency, intermittent, temporary, probationary, or trainee employees in their first six months of the trainee progression serving in the same or related class, unless the regular employee is not willing to transfer to