Classified employees who are terminated, demoted or otherwise adversely affected by reorganization, program modification or financial exigency, as approved or determined by the President of the University or his/her designee, shall not be governed by the procedures (dismissal, demotion, or suspension) and (appeals) as described in this book. Such employees shall, however, have the right of appeal to the Board of Regents as provided in Article IX of the By-laws of the Board of Regents.
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The University will observe eleven (11) official holidays each year for regular employees working one-half time or more. A terminating employee will not be paid for any holidays occurring after the last working day of his or her employment.
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If you are a regular employee working one-half time or more, you will earn vacation in accordance with the following schedule:

One and one-fourth (1 1/4) working days per month for each of the first five years of continued employment (fifteen working days per year).

One and one-half (1 1/2) working days per month for each of the second five years of continuous employment (18 working days per year).

One and three-fourths (1 3/4) working days per month after the completion of ten years of continuous service (21 working days per year).

Vacation accrual is determined by the time worked and/or paid during the pay period. Accrual for part of a pay period is pro-rated.

Vacation time may be accrued to a maximum of forty-five working days at the end of any calendar year. Any vacation time taken by an employee must be at a time mutually acceptable to the employee and his or her immediate supervisor.

 All accrued vacation will be paid to the employee upon termination for any reason. A terminating employee will not accrue vacation leave after the last working day of his or her employment.
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Regular employees working one-half time or more will accumulate sick leave at the rate of one working day for each calendar month of service. There is no maximum to the amount of sick leave an employee may accumulate. Sick leave may be granted at the discretion of the college and upon approval of the employees immediate supervisor for any to the following reasons:

1. Illness or injury of the employee.
2. Medical and dental treatment or consultation.
3. Quarantine due to a contagious illness in the employee’s household.
4. Illness, injury or death in the employee’s immediate family requiring the employee’s presence.

If sick leave is claimed for a continuous period in excess of one week, a physician’s statement may be required to permit further sick leave with pay.

A terminating employee will not accumulate sick leave or be entitled to receive paid sick leave after the last working day of employment.

For those persons employed prior to October 1, 1970, a sick leave reserve was established by the Human Resources office by computing maximum benefits under the previous college policy and under the policy stated above and crediting the employee with the benefits which work to his or her best advantage.
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Any regular employee unable to return to work after exhausting all accumulated sick leave and vacation leave may be granted sick leave without pay for a period not to exceed one year. Such approved leave shall allow the employee the right to elect to continue his or her group insurance coverage with university participation.
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The university may grant educational leave without pay to regular employees for periods not to exceed one year at a time for the purpose of encouraging professional development. Such approved leave shall allow the employee the right to elect to continue his or her group insurance coverage with university participation.
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To be identified as “military duty”, service must be performed by a member of the armed forces and must be of less than thirty (30) days duration.

Regular employees shall be entitled to leave with pay while engaged in the performance of military duty and while going to and from such duty. The maximum length of military leave with pay shall be fifteen (15) work days in one calendar year and shall not exceed fifteen (15) work days in any one continuous period except that in the event the Governor declares an emergency and orders an employee to state active duty as a member of the National Guard, the leave shall not exceed thirty (30) days in any one continuous period of such state active duty service.
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Disability due to pregnancy shall be considered as any other disability and appropriate sick leave provisions shall apply.
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Any employee who has been employed on a half-time basis or greater for at least twelve months is eligible for twelve work weeks of family leave during a twelve-month period commencing on the date the family leave begins. Family leave shall be unpaid leave; however, if an employee is eligible to use accumulated sick leave, the employee, after obtaining permission from the employer, may do so exclusive of the twelve weeks of family leave. The employee may also utilize any accrued annual leave with the approval of the employer.

Family leave shall be granted to an eligible employee in the event of:

1. the birth of the child of the employee;
2. the placement of a child with the employee for adoption; a serious health condition of the employee’s child, spouse, parent or spouse’s parent necessitating the employee’s presence; or,
3. a serious health condition of the employee which renders him/her unable to perform the duties of his/her job.

Institutions within the University System must comply with all other provisions of Federal Public Law 103-3 and Code Section 45-24 O.C.G.A.
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