Sick Leave 

Effective March 10, 2020, this policy has been temporarily suspended due to the Coronavirus Disease 2019 (COVID-19). Please see the College’s Coronavirus Response web page for more information about employee sick leave.


3.2.7 (printable version)

Policy Name:

Sick Leave


Kathy McKinley
Executive Director, Human Resources


Human Resources

Effective Date(s):

June 11, 2013; November 28, 2017 (revision);
October 25, 2019 (revision)

Next Review Date:




1C SBCCC 200.94 
25 NCAC 01E .0300


Policy Statement

Durham Technical Community College provides all eligible employees with paid sick leave.


Sick leave is granted to eligible Durham Technical Community College (Durham Tech) employees to cover loss of time incurred due to illness or injury, medical and dental appointments, quarantines due to contagious disease, and temporary disability. Sick leave may also be used for illness of an immediate family member. Eligible employees earn sick leave if they work or are on paid leave for one-half or more of the regularly scheduled work days in any month. Full-time employees working thirty (30) to thirty-nine (39) hours per week earn sick leave on a prorated basis. Part-time hourly contracted employees do not earn paid sick leave. Time taken for sick leave must be reported in the Employee Leave System.

The amount of time deducted from an employee’s sick bank should equal the amount of time they were scheduled to work. For example, if an employee is scheduled to work ten (10) hours on a day they are absent due to illness, ten (10) hours should be deducted. If an employee’s work schedule is eight (8) hours or more on a day they are absent, the amount of time they are scheduled to work should be deducted from their sick bank rather than eight (8) hours. If an employee scheduled to work a forty-hour work week is on-campus for thirty-two (32) hours and off-campus for eight (8) hours, they must report forty (40) hours of sick leave for that week unless they were able to work during their off-campus hours.

Employees earn four hundred and eighty (480) minutes or eight (8) hours of sick leave for each month of employment. Sick leave may be taken and reported in quarter-hour increments. Employees are allowed to go up to (forty) 40 hours in the negative in their sick bank. If an employee’s leave bank is in the negative at the end of June, the employee’s pay will be deducted to bring his or her balance back to zero (0).

Employees working off site are still considered to be on duty; if they need to take sick leave during off-site work days, they only need to report as leave the actual time taken away from completing work tasks. For example, if an employee is working from home and needs to take their child to a doctor’s appointment, only the actual time taken away from work tasks has to be reported as sick leave. This would also apply if the employee was sick for the entire day; they would need to report those eight (8) hours as sick leave.

Employees must exhaust all sick, annual, and bonus leave before they can take “Leave without Pay.” Employees may go up to forty (40) hours in the negative in their leave bank without taking leave without pay. Having a 40-hour negative balance is not to be an ongoing practice and cannot be carried forward to the next fiscal year.

An employee who separates from the College does not receive payment for any remaining sick leave. Sick time counts towards the employee’s state service time and is held in the employee’s leave bank for up to five (5) years. If an employee is retiring, their sick leave counts towards state service. If an employee separating from the College is not retiring, they will forfeit sick time unless they transfer to another state facility or retire within five (5) years of separation.


For the purposes of this policy, an immediate family member is a spouse, domestic partner, child, stepchild, mother, father, stepmother, stepfather, brother, stepbrother, sister, stepsister, grandparent, grandchild, aunt, uncle, niece, or nephew. In-law relationships are also considered immediate family.

For the purposes of this policy, eligible employees are permanent full-time employees who work thirty (30) or more hours per week.