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WWWWWWW!Z\LW's " "''Wgg W+++'XggW+'W++nbPRg`Q(XjQ WW<3XQ](f]@R]R,!(=#+$<&!!!WW*r!!!3X'''']!!!!!!!!!` i:  SEQ CHAPTER \h \r 1 POLICY AND PROCEDURE Title: CLASSIFIED PERSONNEL Policy No.: 5.40 Department: Human Resources Contact: Human Resources Director Policy 3 Procedures 3 1.0 Human Resources Functions & Responsibilities 3 1.1 Business Center North, Human Resources Services 3 1.2 GBC Classified Personnel 3 2.0 Job Classification Procedures 3 2.1 Classification Plan 3 2.2 Classification of Positions 3 2.3 Classification Adjustments 4 2.4 Reclassification of an Existing Position 4 2.5 Request for a New Position or Class 4 2.6 Employment of Minors 4 3.0 Compensation 4 3.1 Compensation, General 4 3.2 Special Compensation Topics 4 3.3 Wage Garnishments and Assignments 4 4.0 Equal Opportunity Employment and Affirmative Action 4 5.0 Sexual Harassment 4 6.0 Classified Appointment Processes 4 7.0 Other Appointments 5 8.0 Hiring Procedures 5 8.1 Reference/Background Checks 5 8.2 Determining Eligibility for GBC Employment 5 8.3 Other Employment Eligibility Restrictions 5 8.4 Payroll Action Form 5 8.5 Supplemental Appointment Forms 5 9.0 Continued Employment and Other Personnel Functions 5 10.0 Work Conditions (General) 6 10.1 Work Week 6 10.2 Periods for Meals and Rest 6 10.3 Identification Card Privilege 6 10.4 Classified Employee Training 6 11.0 Absences from Work 6 11.1 Procedure for Submitting Leave Requests 6 11.2 Attendance and Leave Record 7 11.3 Leave Audits and Reporting 7 12.0 Performance Evaluation Procedures 7 12.1 Work Performance Standards 7 12.2 Performance Evaluation 7 13.0 Employee Behavior and Performance Expectations 7 13.1 Appeal Rights 8 14.0 Employment Separation 8 APPENDIX Classified Staff Summary of Leave Procedures 9-13 Policy Administration of personnel functions at ɫ (GBC) is shared between the GBC Human Resources Office and the Nevada System of Higher Education (NSHE), Business Center North Human Resources Office. All Classified employees are State of Nevada employees and the Classified personnel administrative functions are the responsibility of the BCN Human Resources Office. Because personnel policies and procedures change frequently, the procedures below only provide minimal information. Employees should consult with the GBC Human Resources Office, the BCN Human Resources Office, or use the various links listed below to obtain more detailed information. Procedures 1.0 Human Resource Functions & Responsibilities1.1 Business Center North Human Resources: The Director of BCN Human Resources is responsible for administration of classified personnel programs. A close working relationship and liaison is maintained with the State Department of Personnel, since personnel transactions and policies for classified employees are made in accordance with the Rules for State Personnel Administration. See Chapter 284 of the Nevada Administrative Code (NAC)  HYPERLINK "http://dop.nv.gov/NAC.pdf" http://dop.nv.gov/NAC.pdf and section 3500-3999 of the State Administrative Manual  HYPERLINK "http://budget.state.nv.us/SAM24/SAM24.pdf" http://budget.state.nv.us/SAM24/SAM24.pdf . The Director of BCN Human Resources performs the following major functions: Develops, recommends, coordinates and interprets personnel rules, policies, regulations and procedures for the GBC Human Resources Office. Coordinates and conducts classification reviews of new and existing classified positions and recommends appropriate classification to operating officials and/or the State Department of Personnel. Assists in the employment and placement of classified personnel. Administers the classified salary schedule. Administers staff training and development programs. Promotes health, safety, and welfare programs. Conducts personnel research. 1.2 GBC Classified Personnel: The GBC human resources office has the responsibility for coordinating the day-to-day procedures of implementing the classified personnel policies as directed by the Director of BCN Human Resources. The GBC Human Resources Office performs the following functions: Acts as the liaison with GBC campus administrative staff and the BCN Human Resources Office. Fosters sound classified employee relations and acts as the advocate for classified employees in relation to the BCN Human Resources Office. Advises and consults administrative officers, deans, directors and department chairs regarding classified personnel and related matters. Reviews employee performance evaluations and work performance standards. Recommends appropriate measures for handling disciplinary actions and separations. Maintains 2nd copy personnel files for all classified staff to assist administrative staff in day-to-day operations. Maintains all classified employee leave records. Maintains databases for GBC internal use. Disseminates information to the administrative services and other staff routinely and on a need-to-know basis. Provides training for supervisory/administrative staff regarding classified employee topics. Acts in liaison capacity with classified employee associations and organizations. 2.0 Job Classification Procedures2.1 Classification Plan: The classification plan is a complete list of all classifications (job titles) within NSHE and the state government. The classification plan lists job title, pay grade, class code and occupational group. 2.2 Classification of Positions: The BCN Human Resources Office is responsible for the classification of positions. Factors involved in classifying a position include, the kind and variety of duties, supervision exercised and received, responsibilities, complexity of work experience and training required and any other important features that distinguish it from other positions. 2.3 Classification Adjustments: Higher education is a dynamic environment and is subject to constant and systematic revision. If the duties of a position change significantly, the department should request a position review. A position review may be initiated at the request of the appointing authority, the GBC Human Resources Office, an employee or the BCN Human Resources Office. 2.4 Reclassification of an Existing Position: To begin the reclassification process, a Position Questionnaire (NPD-19) must be completed and signed by the employee and the appropriate appointing authority. The NPD-19 is submitted to the GBC Human Resources Office and then forwarded to the BCN Human Resources Office for review. Along with the NPD-19, a Nevada System of Higher Education Business Center North Employment Requisition Form (VPAF 202) must be submitted to the BCN Human Resources Office. The VPAF 202 serves as funding approval for the proposed action. If there are insufficient funds to cover any resulting reclassification, the higher-level duties and responsibilities must be removed from the position. Reclassification of an existing position requires verification of significant change resulting from a gradual accumulation of new duties or a planned organizational change. 2.5 Request for a New Position or Class: To request a new position, a NPD-19 must be completed and signed by the appointing authority. This form is submitted to the GBC human resources office and then forwarded to the BCN Human Resources Office, along with a VPAF 202, which serves as funding approval for the new position. Both forms are available on the BCN Human Resources Office website  HYPERLINK "http://www.unr.edu/hr/bcnhr.html" http://www.unr.edu/hr/bcnhr.html 2.6 Employment of Minors: To be employed in any capacity within the Nevada System of Higher Education, a minor under the age of 16 must have a work permit. The work permit must be signed by the appointing authority before the employee begins working. 3.0 Compensation3.1 Compensation, General: The BCN Human Resources Office, as part of a statewide personnel plan, administers the compensation schedule. For detailed information contact the GBC human resources office, the BCN Human Resources Office, or refer to the State of Nevada Employee Handbook at  HYPERLINK "http://dop.nv.gov/emphand.pdf" http://dop.nv.gov/emphand.pdf 3.2 Specific Compensation Topics: For detailed information regarding pay dates, rate of pay, direct deposit, pay progression, overtime, longevity pay, holiday pay, call back pay, shift differential, standby pay, etc., contact the GBC human resources office, the BCN Human Resources Office, or refer to the State of Nevada Employee Handbook at  HYPERLINK "http://dop.nv.gov/emphand.pdf" http://dop.nv.gov/emphand.pdf 3.3 Wage Garnishments and Assignments: Nevada Revised Statutes 21.020 and 70.040 require all employers to execute legally served wage garnishments against an employee's pay. All wage garnishments are processed by the BCN Payroll Office. 4.0 Equal Opportunity Employment and Affirmative Action ɫ is an Affirmative Action/Equal Employment Opportunity educational institution. For detailed information, contact the GBC Human Resources Office, the BCN Human Resources Office, or refer to the State of Nevada Employee Handbook at  HYPERLINK "http://dop.nv.gov/emphand.pdf" http://dop.nv.gov/emphand.pdf Sexual Harassmentɫ regards sexual harassment as a very serious offense. For detailed information, contact the GBC Administrative Officer, the GBC Human Resources Office, the BCN Human Resources Office, or refer to the State of Nevada Employee Handbook at  HYPERLINK "http://dop.nv.gov/emphand.pdf" http://dop.nv.gov/emphand.pdf. Also see GBC Policy & Procedure 5.19, Sexual Harassment. 6.0 Classified Appointment ProcessesFor detailed information, contact the GBC human resources office, the BCN Human Resources Office, or refer to the State of Nevada Employee Handbook at  HYPERLINK "http://dop.nv.gov/emphand.pdf" http://dop.nv.gov/emphand.pdf 7.0 Other AppointmentsFor detailed information, contact the GBC human resources office, the BCN Human Resources Office, or refer to the State of Nevada Employee Handbook at  HYPERLINK "http://dop.nv.gov/emphand.pdf" http://dop.nv.gov/emphand.pdf 8.0 Hiring ProceduresFor detailed information, contact the GBC human resources office, the BCN Human Resources Office, or refer to the State of Nevada Employee Handbook at  HYPERLINK "http://dop.nv.gov/emphand.pdf" http://dop.nv.gov/emphand.pdf 8.1 Reference/Background Checks: Reference checks on prospective classified employees are strongly encouraged. The appointing authority may review the service jacket of any current classified employee being considered for hire. The BCN Human Resources Office also encourages conducting a background check on the final candidate. They can provide this service to hiring departments for a small charge. The background check will provide information on any criminal history. All information received through a background check will be considered confidential. Certain jobs that have an impact on public health or safety are subject to drug and alcohol testing. The BCN Human Resources Office identifies those specific positions and coordinates the testing of applicants with the GBC human resources office. Any and all costs associated with a background check and/or drug and alcohol testing will be paid by the hiring department. 8.2 Determining Eligibility for GBC Employment: The following applies to persons with conviction records or other serious problems: When an applicant reveals a record of a misdemeanor or felony conviction or some other serious problem, i.e., ill health, previous discharge from employment for cause, the director of GBC human resources should be consulted on how to proceed. In those cases in which no conviction record is noted on the application and a record is subsequently discovered, the individual is subject to discharge. In cases with conviction records, each case will be considered on its own merits, including seriousness of the offense, length of time since the offense, parole and probation reports and conduct since the offense. The appointing authority shall be responsible for making the final decision after considering the recommendations of the director of GBC human resources. Guides to eligibility are outlined in the Nevada Administrative Code, Section 284.314. 8.3 Other Employment Eligibility Restrictions: A disabled applicant must be able to perform the essential functions of a position with or without reasonable accommodation. Employers are not required to make accommodations that would eliminate the essential functions of the job or impose an undue hardship on their operation. No person may be employed who has practiced or attempted to practice any deception or fraud on the application, the examination, or in securing eligibility for appointment. Minimum age limit is 16, unless prior approval was granted by the appointing authority. 8.4 Payroll Action Form: All regular classified appointments, as well as other personnel transactions or changes, will be reported by means of a Payroll Action Form (PAF). All pertinent items on the PAF will be completed by the GBC human resources office. Once the PAF is signed by the appointing authority, indicating authorization for appointment, it is forwarded to the BCN Human Resources Office for review. 8.5 Supplemental Appointment Forms: For detailed information, contact the GBC human resources office or the BCN human resources office for a current list of required forms. 9.0 Continued Employment and Other Personnel FunctionsFor detailed information regarding various types of appointments, i.e., reemployment, reinstatement, reappointment, transfer, demotion, promotion, etc., and probationary periods, contact the GBC human resources office, the BCN Human Resources Office, or refer to the State of Nevada Employee Handbook at  HYPERLINK "http://dop.nv.gov/emphand.pdf" http://dop.nv.gov/emphand.pdf 10.0 Work Conditions (General)10.1 Work Week: The full-time standard work week for classified employees shall be 40 hours, Monday through Friday, except in those divisions which must operate on a variable schedule. It shall be the prerogative of the department director to determine the hours and days worked by each employee and to adjust these to fit the needs of the department. Employees who work over the normal 40 hour week (or over 8 hours in any work day) are eligible for overtime. An employee who works a variable work schedule may only be eligible for overtime after working 40 hours a week. Any employee who works a variable work schedule must complete a Request for Variable Workday Schedule Form, which must be approved by the president or his designee. The GBC human resources office will maintain a copy and forward a copy to the BCN Human Resources Office. Work schedules with slight variations from the norm, i.e., 7:30 a.m. - 4:30 p.m., 7:30 a.m. - 4:00 p.m. with a one-half hour lunch break, dont qualify as a variable work schedule and dont need to be reported. 10.2 Periods for Meals and Rest: Except as otherwise provided in the Rules for State Personnel Administration, the workweek for state employees is 40 hours. A workweek of a different number of hours may be established to meet the needs of state agencies in compliance with the provisions of NRS 281.100, 281.110 and 284.180. The workday for a full-time state employee who works a standard or nonstandard work schedule consists of two work periods separated by a 1/2- to 1-hour meal period. A 1/2- to 1-hour meal period must be provided during each period of work that exceeds 6 hours. Insofar as practicable, the meal period must occur in the middle of the work shift. A rest period of 15 minutes must be granted for each 4-hour period of work and, insofar as practicable, must occur in the middle of the period of work. In offices employing more than one employee, the break may be arranged on a rotating basis so that one person remains in the office to provide customer service. Department directors may modify the conditions of the work break in those areas where special arrangements must be made because of the nature or condition of the work. For detailed information, contact the GBC human resources office, the BCN Human Resources Office, or refer to the State of Nevada Employee Handbook at  HYPERLINK "http://dop.nv.gov/emphand.pdf" http://dop.nv.gov/emphand.pdf 10.3 Identification Card Privilege: Each Classified employee will be issued an identification card when they begin working for GBC. The I.D. card is used to identify the person as a college employee when picking up a paycheck, traveling on college business, or for other times when identification as a state employee is required. Terminating employees must return their I.D. card to the GBC human resources office prior to the end of their employment. 10.4 Classified Employee Training: GBC shall, within budgetary constraints, provide training which is: beneficial to NSHE or GBC, required by the state, the appointing authority or the federal government; needed to enable the classified employee meet the standards of performance for his position; or to update the classified employee's skills, knowledge, and techniques of his current position. Training requests should be submitted on the appropriate form, which may be obtained from the GBC admissions and records office. The training must be approved as job related/required by the supervisor. Release time must be granted for required training. When training is requested by the employee, release time may be granted. For more detailed information, contact the GBC admissions and records office or refer to the GBC Grant-in-Aid policy for classified employees. 11.0 Absences from WorkFor detailed information regarding the various types of leave and the Family Medical Leave Act, refer to the Appendix, contact the GBC Human Resources Office, visit the BCN Human Resources website at  HYPERLINK "http://www.unr.edu/vpaf/hr/benefits/leave.html" http://www.unr.edu/vpaf/hr/benefits/leave.html, or refer to the State of Nevada Employee Handbook at  HYPERLINK "http://dop.nv.gov/emphand.pdf" http://dop.nv.gov/emphand.pdf 11.1 Procedure for Submitting Leave Requests: All leave, both paid and unpaid, shall be requested, approved, and processed as specified below. All absences from a classified employee's normal working schedule must be reported and accounted for. Leave Request Forms must be completed and receive supervisory approval in advance of taking leave, except for illness or an unforeseen emergency, in which case, the Leave Request Form must be completed and submitted to the supervisor as soon as possible after the employee returns to work. A brief explanation as to the nature of the unforeseen emergency should be noted in the remarks section of the Leave Request Form. In the case of leave taken due to a work-related injury, a Leave Request Form must be completed, approved, and forwarded to the GBC human resources office for processing. All approved leave shall be posted to the employees leave record, which is maintained by the GBC human resources office. The original copy of the Leave Request Form will be kept on file in the GBC human resources office and a copy of the completed and approved form will be returned to the employee. 11.2 Attendance and Leave Record: The GBC human resources office is responsible for maintaining a leave record for each employee. All leave and overtime accrual and usage must be noted on the leave record. All leave shall be identified as to type using the appropriate code designations. Leave shall be reported and recorded in actual hours and minutes. 11.3 Leave Audits and Reporting: The leave records for all terminating employees must be audited by the BCN Human Resources Office before any eligible, unused leave is paid. Once all of the final leave slips are posted, the leave record and supporting documents for the 12 months preceding termination will be submitted to the BCN Human Resources Office for auditing. All leave records will be audited by the GBC human resources office periodically to check conformance with leave regulations and procedures. After the completion of each quarter, the GBC human resources office will furnish each employee with a Quarterly Leave Report documenting the employee's accumulated leave balances as of that date. The employee must sign and return a copy of the report to the GBC human resources office, acknowledging agreement with the balances. If any discrepancies are noted, the GBC human resources office will investigate and make corrections, if warranted. 12.0 Performance Evaluation Procedures For detailed information regarding the evaluation process, contact the GBC human resources office, the BCN Human Resources Office, or refer to the State of Nevada Employee Handbook at  HYPERLINK "http://dop.nv.gov/emphand.pdf" http://dop.nv.gov/emphand.pdf 12.1 Work Performance Standards: Established work performance standards must be used as criteria for evaluating each employee's performance. Standards for each position should be reviewed annually. 12.2 Performance Evaluation: The State Department of Personnel requires that an Employee Appraisal and Development Report (NPD-15) be completed annually for each permanent classified employee in state service. Probationary employees will be required to have a NPD-15 completed according to the appropriate schedule for their position. The NPD-15 provides an outline of performance areas management should assess for each employee and also constitutes the official justification for all merit salary adjustments. All employees who supervise a classified position must complete the required training before completing an Employee Appraisal and Development Report. Contact the GBC human resources office for training information. 13.0 Employee Behavior and Performance Expectations The director of GBC human resources should be contacted regarding any employee behavioral or performance issues before the supervisor takes action. If the Director is unavailable, the BCN Human Resources Employee Relations Specialist should be contacted. The NSHE Prohibitions and Penalties Guide has been developed as a supplement to Chapter 284 of the Nevada Administrative Code to provide supervisors and classified employees with information about those specific activities which will be considered inconsistent, incompatible, or in conflict with their duties as classified employees, as well as to advise all parties of the kinds of penalties that may be imposed. It is not intended to provide an all inclusive list of infractions or violations that could conceivably develop. Action taken in each case will depend upon the seriousness of the offense and on the facts of each incident, realizing that problems which call for disciplinary action are too individual and complex to permit the complete application of standardized procedures. It shall be the responsibility of the classified employee's supervisor, with the concurrence of the appointing authority, to take prompt, fair, and impartial corrective measures when necessary. The main objective of discipline should be to improve the performance or behavior of the offender, rather than punishment. This is especially true when the offense is a relatively minor one. The principal of progressive discipline is herein reaffirmed as an effective personnel management tool and departments at GBC are advised to utilize this process. There are occasions, however, when the severity of the offense requires prompt and severe measures. 13.1 Appeal Rights: All permanent classified employees have the right to file a grievance for any condition arising out of the employer-employee relationship including, but not limited to, compensation, working hours, working conditions, or the interpretation of any law, regulation or disagreement. For more detailed information, contact the GBC human resources office, the BCN Human Resources Employee Relations Specialist, or refer to the State of Nevada Employee Handbook at  HYPERLINK "http://dop.nv.gov/emphand.pdf" http://dop.nv.gov/emphand.pdf and the Prohibitions and Penalties Guide at  HYPERLINK "http://www.unr.edu/vpaf/hr/forms/hiring.html" http://www.unr.edu/vpaf/hr/forms/hiring.html 14.0 Employment Separation Classified employees of GBC are expected to give at least two weeks notice when resigning or retiring, although a longer notice is preferred. Employees should submit a letter of resignation/retirement to their supervisor or the director of GBC human resources. Once an employees written resignation/retirement is accepted by the appointing authority, the employee may not revoke the resignation, regardless of the effective date set forth in it, if three (3) or more working days have elapsed since its acceptance, unless the appointing authority approves the revocation. The GBC human resources office will contact the employee to setup a meeting to complete the final paperwork, explain benefits information, answer any questions the employee may have and collect the employees keys, I.D. Card, etc. For detailed information, contact the GBC human resources office, the BCN Human Resources Office, or refer to the State of Nevada Employee Handbook at  HYPERLINK "http://dop.nv.gov/emphand.pdf" http://dop.nv.gov/emphand.pdf Also see the related NAC at  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html#NAC284Sec602" http://www.leg.state.nv.us/NAC/NAC-284.html#NAC284Sec602 Approved by Presidents Council: July 2, 2008 Contact the assistant to the president for any questions, corrections, or additions. APPENDIX Classified Staff--Summary of Leave ProceduresType of LeaveDescriptionAnnual Leave Employees working a full-time schedule, earn 10 hours of annual leave for each month of continuous full-time service. After six months of full-time service you are eligible to use leave at this time. Your supervisor must approve annual leave. If you are a part-time employee, you will earn a prorated amount of annual leave based on full-time equivalent service. After ten years of continuous service you will earn up to a maximum of 12 hours of annual leave per month; and, with 15 years of service, up to 14 hours per month. Annual leave that is accrued in excess of 240 hours must be used by January 1, after which it will be forfeited. To avoid forfeiture, a request for permission to take annual leave must be submitted to your supervisor by October 15. Annual leave in excess of the 30 working days, which is requested by this date, but denied in writing, is eligible for payment. Payment for unused leave will be made by January 31. If you separate from State service and have worked at least six months, you will be paid for any unused annual leave you have accumulated. ( HYPERLINK "http://www.leg.state.nv.us/NRS/NRS-284.html" \l "NRS284Sec350" NRS 284.350 and  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec113" NAC 284.113 and  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec538" 284.538 to  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec5395" 284.5395) Sick LeaveEmployees earn 10 hours of sick leave for each month of full-time service. Part-time employees earn a prorated amount based on full-time equivalent service. Sick leave can be used as soon as it is accrued. ( HYPERLINK "http://www.leg.state.nv.us/NRS/NRS-284.html" \l "NRS284Sec355" NRS 284.355,  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec113" NAC 284.113 and  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec544" 284.544) Family and Medical Leave Act The Family and Medical Leave Act (FMLA) of 1993 entitles eligible employees to take up to 12 weeks of job-protected leave in a rolling 12-month period for specified family and medical reasons. The leave may be taken in blocks of time, or under some circumstances, you may take leave intermittently or reduce your normal work schedule. To be eligible for FMLA leave, you must: Have worked for the State of Nevada for 12 months or more (need not be continuous); Have worked at least 1,250 hours over the previous 12 months (all hours in paid status are used for calculation purposes); and Work at a location where at least 50 employees are employed by the State of Nevada within 75 miles. FMLA leave must be granted for one or more of the following reasons: For the birth of a child, or to care for the newborn; For placement of a child with you for adoption or foster care, or to care for a child after placement; To care for a spouse, child, or parent who has a serious health condition; or For a serious health condition that makes you unable to perform your job. You must provide at least 30 days advance notice when the need for leave is foreseeable. If 30 days notice is not possible, such as a medical emergency, notice must be given as soon as practicable. Less stringent notice requirements pertaining to annual or sick leave apply when used instead of unpaid leave. An agency is responsible for designating paid leave or leave without pay as FMLA qualifying and promptly notifying the employee of the designation (typically within 2 working days). The appointing authority may require paid leave to be exhausted prior to an employee being placed on unpaid leave. Your agency must provide you with a written notice detailing specific expectations and your obligations after you notify them of the need for FMLA leave. Medical certification may be required to support a request for leave. Your group health insurance coverage must be maintained during FMLA leave on the same basis as if you had been continuously working. If you normally pay a portion of the premium for your coverage or have dependent coverage, these payments continue to be your responsibility. Upon return from FMLA leave, you must be restored to your job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions (unless you would not otherwise have been employed in such a job). ( HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec5231" NAC 284.5231 through  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec5239" 284.5239,  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec558" 284.558,  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec566" 284.566,  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec581" 284.581 through  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec5813" 284.5813) Personal Sick Leave Sick leave may be used only for authorized reasons. Sick leave can be used if you are unable to work because of illness or injury, incapacity due to pregnancy or childbirth, for medical and dental appointments, family illness (subject to some limitations) and a death (up to 5 working days) in your immediate family. Nonexempt employees must report any sick leave taken, even if it is for an appointment or part of the day. If you retire or voluntarily terminate your employment, you may be eligible to receive payment for a portion of your accrued sick leave. See your personnel representative to determine when you would be eligible for this benefit. ( HYPERLINK "http://www.leg.state.nv.us/NRS/NRS-284.html" \l "NRS284Sec355" NRS 284.355,  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec542" NAC 284.542 through  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec568" 284.568) Maternity LeaveMaternity leave is not a special type of leave, but may consist of a combination of sick leave, annual leave, and leave without pay. The provisions of the Family and Medical Leave Act (FMLA) may apply to any leave you request for this purpose. Family IllnessIf there is an illness or a medical, optometric or dental service or examination in your immediate family (see below for definition of immediate family) requiring your attendance, you may use your accumulated sick leave not to exceed 120 hours in any one calendar year. The appointing authority may approve an exception to the 120- hour limit for good cause. In addition, an employee is not subject to this 120-hour limitation if the leave is approved under the Family and Medical Leave Act. ( HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec558" NAC 284.558) Death in the Family If a member of your immediate family dies, you may use your accumulated sick leave not to exceed 5 working days for each death. The appointing authority may approve additional time in instances where extended travel is involved. Immediate family is defined as an employee's parents, spouse, children, brothers, sisters, grandparents, great-grandparents, uncles, aunts, nephews, grandchildren, nieces, great-grandchildren, father-in-law, mother-in-law, son-in-law, daughter-in-law, grandfather-in-law, grandmother-in-law, great-grandfather-in-law, great-grandmother-in-law, uncle-in-law, aunt-in-law, brother-in-law, sister-in-law, grandson-in-law, granddaughter-in-law, nephew-in-law, niece-in-law, great-grandson-in-law, great-grand-daughter-in-law, step-parents and step-children. ( HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec562" NAC 284.562) Sick Leave PayoffUpon the retirement of an employee or when an employee leaves state service through no fault of his own or his death while in public employment, the employee or his beneficiaries are entitled to payment for his unused sick leave up to the following maximum amounts:Years of Service Maximum Payoff Amount10 but less than 15 $2,50015 but less than 20 $4,00020 but less than 25$6,00025 or more years$8,000Additionally, an employee may be eligible to receive a portion of his unused sick leave accrued but not carried forward (also known as special sick) when he leaves State service. To determine the amount of payoff, you may use the following formula: (special sick leave hrs accrued and not carried forward + 120 hrs accrued regular sick leave) /(divided by)2 X (multiplied by) rate of pay = payment amount For example: (70 hrs spec sick + 120 hrs reg sick) /2 X $16.07/hr = $1,526.65 Catastrophic Leave You may qualify for catastrophic leave if you or a member of your immediate family is affected by a serious illness or accident which is life threatening or which requires a lengthy convalescence or there is a death in your immediate family. For this purpose: "Lengthy convalescence" means a period of disability that an attending physician expects to exceed 10 consecutive weeks. "Life threatening means a condition which is diagnosed by a physician as creating a substantial risk of death. "Immediate family" has the meaning ascribed to it in  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec562" NAC 284.562. In addition to the above requirements, an employee must have exhausted all of his accrued sick leave, annual leave and compensatory time, and the employee must receive approval from his appointing authority to be eligible for catastrophic leave donations. The maximum number of hours of catastrophic leave an employee can be approved to use in a calendar year is 1,040. As an employee of the State, you are permitted to donate up to a maximum of 120 hours of annual leave and sick leave each calendar year. Your sick leave balance, however, must not fall below 240 hours as a result of such donation. You may also donate leave directly to a catastrophic leave account for use by an employee in any branch of State government who is approved to receive such leave. If the leave donated exceeds the amount approved for use by the employee, it must be returned to your account. If you have questions regarding the approval of leave or donation of leave to an account, you should contact your personnel representative. ( HYPERLINK "http://www.leg.state.nv.us/NRS/NRS-284.html" \l "NRS284Sec362" NRS 284.362 through  HYPERLINK "http://www.leg.state.nv.us/NRS/NRS-284.html" \l "NRS284Sec3629" 284.3629 and  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec575" NAC 284.575 through  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec577" 284.577) Administrative Leave With PayAn appointing authority may grant administrative leave with pay to employees: 1. To relieve them of duties during the active investigation of a suspected criminal violation or an alleged wrongdoing. 2. When the appointing authority initiates the leave, not to exceed 30 days, in order to obtain the results of an examination concerning the employees ability to perform the essential functions of his position. 3. To remove him from the work environment, not to exceed 30 days, when he has committed an act of violence or threatened to commit an act of violence. 4. For up to 2 hours to donate blood. 5. To relieve them of duties until the appointing authority receives the results of a screening test for alcohol or drugs. ( HYPERLINK "http://www.leg.state.nv.us/NRS/NRS-284.html" \l "NRS284Sec4065" NRS 284.4065) An appointing authority or the Department of Personnel may grant administrative leave with pay to an employee for: 1. Participation in, or attendance at, activities which are directly or indirectly related to the employees job or employment with the State, but which do not require participation or attendance in an official capacity as a State employee. 2. Closure of office or work site caused by a natural disaster or other similar adverse condition when the employee is scheduled and expected to be at work. 3. Appearance as an aggrieved employee or a witness at a hearing of the Employee-Management Committee. 4. Appearance as an appellant or a witness at a hearing to determine reasonableness of dismissal, demotion or suspension. ( HYPERLINK "http://www.leg.state.nv.us/NRS/NRS-284.html" \l "NRS284Sec390" NRS 284.390) 5. Appearance to provide testimony at a meeting of the Personnel Commission. An appointing authority shall grant administrative leave with pay to an employee for: 1. The initial appointment and one follow-up visit to receive counseling through the Employee Assistance Program. 2. Attendance at a health fair authorized by the board of the Public Employees Benefits Program. 3. Serving as a representative of State employees on a statutorily created board or commission. 4. Up to eight hours to prepare for a hearing regarding the employees suspension, demotion or dismissal. ( HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec589" NAC 284.589) Civil Leave With PayIn most cases, if you serve on a jury or as a witness in court or at an administrative hearing, you will be given civil leave with pay. You may keep all jury or witness fees paid to you except: 1. If you are serving as a witness in your official capacity as a State employee, you are required to relinquish any witness fee to your agency. ( HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec582" NAC 284.582) 2. If you are a witness in an action to which you are a party, you will not receive civil leave with pay unless it is job related. ( HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec582" NAC 284.582) Civil leave with pay will also be granted for the following: 1. If you meet the conditions of  HYPERLINK "http://www.leg.state.nv.us/NRS/NRS-293.html" \l "NRS293Sec463" NRS 293.463 and need time off to vote; 2. If you meet the conditions of  HYPERLINK "http://www.leg.state.nv.us/NRS/NRS-284.html" \l "NRS284Sec357" NRS 284.357 as a volunteer firefighter, emergency medical technician, volunteer ambulance driver or attendant, or reserve member of a police department or a sheriff's department; 3. If your absence from the job is necessary to meet a disaster or emergency and it is approved by your appointing authority.  HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec587" NAC 284.587) Military LeaveYou will be given a leave of absence with pay for 15 working days in any one calendar year in order to perform active military duty. If you are required to perform active military service during your employment with the State of Nevada, you will be granted a leave of absence for the period of your military service plus a period up to 90 days. If your gross State pay is more than your gross military pay, you will be eligible to receive differential pay to supplement your military pay. If you serve less than 90 days of active military service, you will be restored to your same position, at the grade and step you would have held had you not served in the military. If you serve longer than 90 days, you must be reemployed in your former position or a comparable position having seniority and pay equal to that which you would have held had you not served in the military. ( HYPERLINK "http://www.leg.state.nv.us/NRS/NRS-281.html" \l "NRS281Sec145" NRS 281.145,  HYPERLINK "http://www.leg.state.nv.us/NRS/NRS-284.html" \l "NRS284Sec359" NRS 284.359) Release Time for State ExaminationsRelease time during normal working hours is provided for a qualified employee to participate in any examination given by the Department of Personnel provided reasonable notice is given to the employees immediate supervisor. The formal interview with the hiring State agency is typically considered part of the examination process. The release time within the normal workday will be considered the same as time worked. However, hours exceeding the normal workday or workweek do not qualify for overtime. ( HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec322" NAC 284.322) Leave of Absence Without PayA leave of absence without pay may be approved for one year by the appointing authority for any satisfactory reason. The Personnel Commission, upon recommendation of the appointing authority, may grant a leave of absence without pay in excess of one year for purposes deemed beneficial to the public service. ( HYPERLINK "http://www.leg.state.nv.us/NAC/NAC-284.html" \l "NAC284Sec578" NAC 284.578) Reporting AbsencesIf you are absent from work, you are required to report the reason for the absence to your supervisor or designated representative as prescribed by your agency. Any unauthorized and unreported absence may be grounds for disciplinary action. If you are physically unable to report your absence, you should have someone else do it for you.  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