Incident Management Unit
H.E.R.O.
Standard Operating Procedures
I. Policy:
The purpose of this policy is to provide guidelines for the accrual, usage and administration of leave by employees of the HERO Unit.
II. Procedure:
A. Except in unforeseen circumstances (i.e. sick leave), all leave is to be approved in advance by a supervisor or manager.
1. Annual and Compensatory leave should be requested and approved at least 24 hours in advance of such leave being taken.
a. Whenever possible, leave should be approved by the employee’s immediate supervisor. If that supervisor is unavailable, another supervisor on that shift, or a manager, may approve leave as necessary.
1) When approving leave, the supervisor or manager approving shall always consider the manpower needs of the Unit before authorizing the taking of leave time.
a) If, in the opinion of the approving supervisor or manager, there is insufficient manpower coverage to allow the employee to be absent for leave, the supervisor will deny such request.
b. Employees may not leave voice mail, texts or messages through another operator/supervisor in regard to leave time and presume that such leave is approved. Leave must be approved either through KRONOS, or by personal contact with the appropriate supervisor or manager prior to such time being taken.
1) Leave taken without supervisory or management approval will be
considered leave without pay (LWOP).
a) Any leave taken without supervisory or management approval in excess of three (3) days will be considered job abandonment and
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the members employment terminated.
2. Sick leave shall only be taken when an employee feels that they are incapable of performing their job at a satisfactory level due to an injury or illness, or for the illness or death of an immediate family member, or for a medical or dental appointment.
a. Sick leave notification(s) must be made at least 15 minutes prior to the commencement of the employee’s assigned shift.
1) As with other leave requests, such notification shall be to the employee’s immediate supervisor, another supervisor on the same shift, or any manager and shall be by voice contact only.
b. Sick leave taken for the illness or passing of a family member will be regulated by those requirements delineated in the GDOT Policy and Procedure manual section 2230-4.
B. It is the responsibility of every employee to keep their immediate supervisor informed of any tardiness, absenteeism and leave requests.
1. Employees are expected to be in uniform and ready for work at the start of their assigned shift.
a. Employees who habitually report late for work, or report in a state of unpreparedness, will be subject to disciplinary action as appropriate.
C. ACCRUAL of Leave is predicated on length of service as noted below:
1. Annual Leave:
Length of Service Rate Of Accrual
0 – 60 months inclusive 1 ¼ workdays per month (10 hours)
61 – 120 months inclusive 1 ½ workdays per month (12 hours)
121 – months and over 1 ¾ workdays per month (14 hours)
2. Sick Leave:
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1 ¼ days per calendar month (10 hours)
2. Miscellaneous leave:
3. For General Regulations concerning additional types of leave,
reference the following sections of the GDOT Policy and Procedure manual:
v 2230-2 Annual Leave
v 2230-3 Terminal Leave
v 2230-4 Sick Leave
v 2230-5 Leave without Pay
v 2230-6 Military Leave
v 2230-7 Court Leave
v 2230-8 Personal Leave Conversion
v 2230-9 Family & Medical Leave
v 2230-10 Administrative Leave
v 2230-11 Leave Donations
v 2230-12 Holidays & Deferred Holidays
4. A leave tier is in the back of the manual detailing the order in which leave is taken when applying for CAS (cascading) in Work Force Time Keeper (KRONOS).
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Written by: D. Green Approved by: M. Roberson, Manager Date: February 10, 2014