Fire Civil Service Termination Leave Pay For Staff Personnel
Issued: September 30, 2016
HR Advisories are intended to assist with the clarification or interpretation of Personnel Rules & Regulations, provide guidelines on procedures, provide additional detail or information on a Rule, describe Best Practices or serve as a teaching resource.
Civil Service Staff Personnel in the Fire Department on a 40 hour weekly schedule, who voluntarily separate, are involuntarily terminated, or who retire from the City.
Termination Leave Pay-All hours accumulated during the employee’s employment with the City.
Employees and HRCs need to be knowledgeable of the processing of Termination Leave Pay for Civil Service Staff Personnel in the Fire Department who are on a 40 hour weekly schedule.
Upon termination, all Civil Service Staff Personnel in the Fire Department who are on a 40 hour weekly schedule shall have their rate of pay and accrued leave balances converted to a 56 hour rate.
Examples based on 2016-2017 Salary Schedule
|40hr Firefighter||56hr Firefighter Conversion|
Upon termination, a conversion factor of 1.5 shall be used on accrued leave balances for Civil Service Staff Personnel in the Fire Department on a 40 hour schedule when Termination Leave Pay is processed.
40 hr. Leave Balance: 1,112.86 hours
56hr Conversion: 1112.86 x 1.5 = 1,669.29 hours
Payment of Sick Leave at Termination
Texas Local Government Code Chapter 143, Section 143.045, provides for the payment of up to 90 days of accumulated sick leave to a firefighter at termination. This equates to a maximum payment of 1,080 hours of terminal sick leave to a firefighter.
56hr Conversion: 1112.86 x 1.5 = 1,669.29 hours sick leave
1,080 hours: Paid at termination
589.29 hours: Applied to firefighter’s retirement service credit.
For additional information please call the HR HRIS/Records Manager at 817-392-7567 or the Assistant HR Director at 817-392-7847.
This HR Advisory is a brief synopsis of policy and any questions or apparent conflicts between an Advisory and City policy should be directed to the Human Resources Director or an Assistant HR Director for clarification.
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