Leave Policies

Sick and Annual Leave
All full-time employees earn 8 hours of sick leave per month. Staff earns vacation (annual) leave based on years of total state service. Faculty are allowed two personal days per calendar year with prior approval. Personal leave does not accumulate.

Years of Aggregate Services Hours Granted Each Month Hours Granted Each Year Days Granted Each Year
Less than two years 7.83 93.96 11.75
2 but less than 5 years 9.16 109.92 13.74
5 but less than 10 years 11.16 133.92 16.74
10 but less than 15 years 13.16 157.92 19.74
15 but less than 20 years 15.16 181.92 22.74
20 years or more 17.16 205.92 25.74

For detailed leave earnings and usage policies, as well as information on other types of leave such as FMLA, civil, military, and voluntary shared leave, please reference Section 7.3 of the College’s Procedure Manual.

Family & Medical Leave Act (FMLA)
Employees eligible under the Family and Medical Leave Act of 1993 (FMLA) are provided 12 weeks of unpaid, job-protected leave during a single 12 month period based on the calendar year.

Lenoir Community College Procedures Manual – Section 7.3
Employee Rights and Responsibilities under the Family and Medical Leave Act

Eligibility
Eligible employees are annual or provisional employees who have been employed by the College for at least 12 previous months and have worked for the College for at least 1,250 hours during the previous 12 months. The FMLA does not cover temporary employees, unless a temporary position continues for more than 12 months and employees worked for more than 1,250 hours during the 12 months. Once determined eligible, employees can take leave in the following circumstances:

  • The birth of a child and in order to take care of that child
  • The placement of a child with employees for adoption or foster care
  • A serious health condition of a spouse, child, or parent of employees that requires employees to care for that person
  • A serious health condition of employees that makes them unable to perform the functions of their position
  • For families of covered members who need leave because of any qualifying exigency arising out of the fact that the spouse, or a son, daughter, or parent is a covered military member on active duty (or has been notified of an impending call or order to active duty) in support of a contingency operation
  • In addition, Military Caregiver Leave is provided for eligible employees who are spouse, son, daughter, parent, or next of kin of a covered service member. This leave is for a total of 26 workweeks during a single 12-month period to care for a covered service member who has a serious injury or illness incurred in the line of duty. This service member may be undergoing medical treatment, receiving therapy, or recuperating, or he/she may otherwise be in out-patient status or on the temporary disability list

Employees may exhaust sick, annual, or bonus leave in order to remain on pay status during approved FMLA. Leave runs concurrent with FMLA for a total of 12 weeks. Employees using FMLA to care for a newborn are only able to use sick leave during the period of incapacitation as certified by the physician.

For more information:
Tasha Johnson
Director of Human Resources/Deputy Title IX Coordinator

Administration (Bldg 3), Room 120B
Phone: (252) 527-6223, ext. 397
Fax: (252) 233-6899
Email: tvjohnson90@lenoircc.edu