Division 17. Leave
Codified through Bill No. CB-018-2026, adopted May 12, 2026, effective July 24, 2026. Source: Municode, Supplement 2026 Update 2. Editorial notes and legislative history omitted.
Division 17. Leave
Prince George's County, Md., Code § 16-218 (2026)
Sec. 16-218. Administration of the leave programLinkCopy Citation
The Director of Human Resources Management shall be responsible for the administration of the leave program established under this Division and, in furtherance thereof, shall develop personnel procedures to insure that the leave program is uniformly administered within the various County departments, agencies, and offices.
Prince George's County, Md., Code § 16-219 (2026)
Sec. 16-219. Holiday leaveLinkCopy Citation
(a)
Regular Holidays. The following days shall be regular holidays for employees:
(1)
New Year's Day;
(2)
Martin Luther King's Birthday;
(3)
Presidential Inauguration Day;
(4)
Washington's Birthday;
(5)
Memorial Day;
(6)
Juneteenth Day;
(7)
Independence Day;
(8)
Labor Day;
(9)
Native American Day;
(10)
Veteran's Day;
(11)
Thanksgiving Day;
(12)
County Employees' Appreciation Day; and
(13)
Christmas Day.
(b)
Dates of Observance. The County Executive shall, by Executive Order, establish the dates of observance for each of the regular holidays established in Subsection (a), above. The dates of observance designated by the Executive shall be within seven (7) days of the generally recognized date of observance and shall not be a Saturday or Sunday.
(c)
Special Holidays. The County Executive shall be authorized, by Executive Order, to establish special holidays as full or partial nonwork days in a pay status for employees. Special holidays shall not exceed two (2) per year without approval of the Council.
(d)
Employees Eligible for Holiday Leave. All full-time employees, as defined in Section 16-181(a), shall be granted holiday leave with pay on any regular or special holiday. All part-time employees, as defined in Section 16-181(b), with the exception of those part-time employees allocated to the class of School Crossing Guard, shall be granted holiday leave with pay in proportion to the number of hours worked, provided that any such employee shall have worked a minimum of forty (40) hours during the one (1) full pay period immediately preceding the pay period within which the holiday falls. Those part-time employees allocated to the class of School Crossing Guard shall be eligible for holiday leave, in an amount equivalent to the established daily reporting rate, for four (4) holidays in each leave year. The four (4) holidays for which said employees are eligible to receive holiday leave shall be selected by the appropriate appointing authority from among those holidays designated annually by the Prince George's County Board of Education. Any full-time or part-time employee on authorized, paid leave during a pay period in which a regular or special holiday occurs shall be considered on holiday leave with pay for that period.
(e)
Leave Policy for Election Day. No regular or special holiday shall be observed on the same day as a primary election, general election, or special election held for County or State offices. On the aforesaid election days, a liberal annual leave policy shall be in effect. Notwithstanding the provisions of Section 16-233 to the contrary, all collective bargaining agreements proposed for approval in accordance with Section 13A-109 for terms beginning on or after July 1, 1996, shall conform to the provisions of this Subsection in effect on the date that the collective bargaining agreement is executed by the County Executive.
(f)
Determination of Eligibility. An employee must be in a pay status the last regular work day before, and the first regular work day after, a regular or special holiday in order to receive holiday leave pay.
(g)
Authorization for Holiday Leave. As far as is practical, a regular or special holiday shall be a nonwork day and an eligible employee shall receive the employee's authorized salary for any such day. An employee may be required to be on duty on any such day in order to maintain necessary County services. The County Executive shall be authorized to determine the County services required to be maintained on a regular or special holiday and the appointing authorities of departments, agencies, or offices so affected by such determinations shall designate those employees to perform duty on said days.
(h)
Compensation for Work Performed on a Regular or Special Holiday. Special rates of pay or other forms of compensation for employees required to work on a regular or special holiday, as authorized in Subsection (f), above, shall be granted as established under the applicable salary schedules within the Salary Plan.
Prince George's County, Md., Code § 16-220 (2026)
Sec. 16-220. Annual leaveLinkCopy Citation
(a)
General.
(1)
Annual leave shall mean paid leave granted to employees for their personal use. Annual leave shall be requested by the employee and approved by the employee's appointing authority. To minimize the possibility of an employee losing earned annual leave, the appointing authority shall establish a mutually agreeable alternative leave period if the employee's original leave request has been denied by the appointing authority.
(2)
Annual leave for family and medical leave purposes as established in Section 16-225.01 shall be approved by an employee's appointing authority pursuant to Section 16-225.01.
(b)
Annual Leave Year.
(1)
The annual leave year for employees shall be the twelve (12) month period beginning on the first day of January and ending on the last day of December of the calendar year.
(c)
Annual Leave Accrual.
(1)
All full-time employees, as defined in Section 16-181(a), and except as set forth in subparagraph (c)(5), below, shall earn annual leave in accordance with the following schedule:
| YEARS OF SERVICE | DAYS EARNED PER PAY PERIOD | HOURS EARNED PER PAY PERIOD |
| 0 through 3 | .50 | 4 |
| 4 through 15 | .75 | 6 |
| 16 or more | 1.00 | 8 |
(2)
All part-time employees, as defined in Section 16-181(b), with the exception of those part-time employees allocated to the class of School Crossing Guard, and except as set forth in subparagraph (c)(5), below, shall earn annual leave during any pay period provided that any such employee shall have worked a minimum of forty (40) hours in such pay period in accordance with the following schedule:
| HOURS EARNED PER PAY PERIOD | |||
| HOURS WORKED PER PAY PERIOD | YEARS 1 THRU 3 | YEARS 4 THRU 15 | YEARS 16 AND OVER |
| 40 thru 49 | 2.0 | 3.0 | 4.0 |
| 50 thru 59 | 2.5 | 3.8 | 5.0 |
| 60 thru 69 | 3.0 | 4.5 | 6.0 |
| 70 thru 79 | 3.5 | 5.3 | 7.0 |
| 80 | 4.0 | 6.0 | 8.0 |
Those part-time employees allocated to the class of School Crossing Guard shall earn one (1) hour of annual leave for each twenty (20) hours reported.
(3)
An employee shall not earn annual leave for any pay period during which the employee is on authorized leave without pay for more than two (2) working days during such pay period.
(4)
All full-time employees with between four (4) and fifteen (15) years of service, inclusive, shall earn six (6) hours of annual leave per pay period, as specified in subparagraph (c)(1), above, with a periodic adjustment to insure that each such employee earns twenty (20) days of annual leave per leave year.
(5)
For purposes of computing years of service in subparagraphs (c)(1) and (c)(2), above, credit shall not be given for any month of service in a classified service position for which an employee receives a retirement payment.
(d)
Maximum Accumulation of Annual Leave.
(1)
A maximum of 360 hours of accumulated annual leave earned beginning with the first pay period in Fiscal Year 1996, or such other amount established in an approved Salary Plan may be carried over from one (1) leave year to the next by an employee.
(2)
An employee shall be allowed to carry over annual leave earned as of the last full pay period in Fiscal Year 1995, even if such accumulated amount is in excess of the maximum allowed in Subsection (d)(1), above.
(3)
Annual leave hours in excess of the maximum allowed to be carried over to the next leave year shall be converted to sick leave.
(e)
Annual Leave Day.
(1)
An annual leave day shall mean a day when an employee would otherwise be required to work and receive pay, including regular and special holidays, sick leave days, and other nonwork days.
(f)
Charge Against Annual Leave.
(1)
Charges against an employee's annual leave account shall be in even increments of one-quarter (1/4) hour for periods of time the employee is absent on approved annual leave.
(g)
Advancement of Annual Leave.
(1)
Annual leave may be used by an employee only as earned, except that advance leave may be granted to an employee up to a maximum of ten (10) working days of leave at the discretion of the employee's appointing authority; provided however, that the combined total advance of annual and sick leave in any one (1) leave year shall not exceed ten (10) working days. If an employee is terminated from County service with a minus leave balance, the employee shall be indebted to the County for the monetary value of the leave advance.
(h)
Forfeiture of Accrued Annual Leave as a Disciplinary Action.
(1)
Pursuant to the provisions of Sections 16-193 and 16-194, an employee may be required to forfeit from one (1) to twenty (20) days of accrued annual leave as a disciplinary action.
(i)
Payment for Accumulated Annual Leave Upon Separation from County Service. Provisions are set forth in Section 16-221.02 of this Code.
(j)
Credit for Previous County Employment or Employment in Other County Funded Activities.
(k)
An employee's previous employment service with the County, or employment service with an activity funded in whole or in part with County funds, shall be, upon the written request of the employee and verification thereof by the Director of Human Resources Management, considered as County service time for the purpose of establishing the employee's annual leave earning rate under the earning schedule established in Subsection (c), above.
Prince George's County, Md., Code § 16-221 (2026)
Sec. 16-221. Sick leaveLinkCopy Citation
(a)
General.
(1)
Sick leave shall be granted to employees who are eligible to earn annual leave.
(b)
Sick Leave Year.
(1)
The leave year for sick leave shall be the same as the leave year for annual leave.
(c)
Sick Leave Accrual.
(1)
All full-time employees, as defined in Section 16-181(a), shall earn four and one-half (4 1/2) hours of sick leave each pay period with a periodic adjustment to insure that each such employee earns fifteen (15) days of sick leave per leave year.
(2)
All part-time employees, as defined in Section 16-181(b), with the exception of those part-time employees allocated to the class of School Crossing Guard, shall earn sick leave during any pay period, provided that any such employee shall have worked a minimum of forty (40) hours in such pay period, in accordance with the following schedule:
| HOURS WORKED PER PAY PERIOD | HOURS EARNED PER PAY PERIOD |
| 40 thru 49 | 2.3 |
| 50 thru 59 | 2.9 |
| 60 thru 69 | 3.5 |
| 70 thru 79 | 4.0 |
| 80 | 4.6 |
Those part-time employees allocated to the class of School Crossing Guard shall earn one (1) hour of sick leave for each twenty (20) hours reported.
(d)
Sick Leave Accumulation.
(1)
There shall be no limit on the amount of sick leave an eligible employee may accumulate in any leave year. Unused sick leave balances in any leave year shall be automatically carried forward to the next sick leave year and credited to an employee's sick leave account.
(e)
Granting of Sick Leave.
(1)
Subject to the provisions of Subsection (f), below, an employee shall be entitled to use earned sick leave for any one (1) of the following reasons:
(A)
Sickness, disability, or serious health condition which incapacitates an employee. As used in this Subtitle, the term serious health condition means an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical care facility, or continuing treatment by a health care provider;
(B)
Necessary medical or dental appointments;
(C)
Confinement at home because of quarantine;
(D)
Illness or serious health condition of, or to obtain medical care for, the employee's family member. The term "family" shall include the employee's spouse, mother- or father-in-law, child (biological, adopted, foster, stepchild, legal ward or child from whom the employee stands in loco parentis regardless of the child's age), parent (employee's legal guardian or an individual who acted as a parent or stood in loco parentis to the employee when the employee was a minor), grandparent, grandchild, and siblings that require care by the employee during normal work hours;
(E)
Birth of a child, pursuant to the provisions of Section 16-225.02;
(F)
Adoption of a dependent child, pursuant to the provisions of Section 16-225.02; and
(G)
Death of anyone in an employee's family, not to exceed five (5) working days; provided further, that for purposes of this subparagraph, the term "family" shall include the employee's spouse, child (including biological, adopted, foster, stepchild, or legal ward), parent, grandparent, grandchild, brother, sister, brother- or sister-in-law, mother- or father-in-law, or son- or daughter-in-law.
(H)
Due to domestic violence, sexual assault, or stalking committed against the employee or the employee's family member and the leave is being used for the following:
(i)
By the employee to obtain preventive medical care for the employee or employee's family member;
(ii)
Medical or mental health attention that is related to the domestic violence, sexual assault, or stalking;
(iii)
Services from a victim services organization related to the domestic violence, sexual assault, or stalking;
(iv)
Legal services or proceedings related to or resulting from the domestic violence, sexual assault, or stalking; or,
(v)
During the time the employee has temporarily relocated due to the domestic violence, sexual assault, or stalking.
(f)
Approval of Sick Leave.
(1)
An appointing authority shall examine each request for sick leave made by an employee and determine if the granting of sick leave is justified based on the provisions of Subsection (e), above. An appointing authority may require that an employee submit written evidence from a licensed physician, or other appropriate verification, to validate or support sick leave requests.
(2)
Whenever an appointing authority determines that an employee has a medical condition that may seriously impair the employee's ability to perform the duties and responsibilities of the employee's position or may jeopardize the health or safety of the employee, fellow employees or the general public, the appointing authority, after receiving a confirming medical opinion, may place the employee in a sick leave status pending corrective treatment or other resolution of the matter.
(3)
In the event that a sick leave request is not approved by an employee's appointing authority, any absence of the employee from work notwithstanding shall be charged against the employee's annual leave account or, in the alternative, charged as leave without pay.
(g)
Charges Against Sick Leave.
(1)
Charges against an employee's sick leave account shall be in even increments of one-quarter (1/4) hour for periods of time the employee is absent on approved sick leave.
(h)
Advance of Sick Leave.
(1)
In the event that an employee's accrued sick leave is exhausted and the employee is absent from work for any one (1) of the reasons set forth in Subsection (e), above, the employee shall be advanced sick leave as needed up to an amount equal to the employee's accumulated annual leave unless the employee requests annual leave or authorized leave without pay. Annual leave so encumbered may not be subsequently used until such time as the employee has earned sufficient sick leave to offset any such advance.
(2)
An employee may be advanced sick leave, in addition to that provided in subparagraph (h)(1), above, up to a maximum of ten (10) working days, at the discretion of the employee's appointing authority; provided however, that the total advance of sick and annual leave in any one (1) leave year combined shall not exceed ten (10) working days.
(i)
Repayment of Unliquidated Advance of Sick Leave.
(1)
Whenever an employee is separated or dismissed from County employment under any circumstances with an unliquidated advance of sick leave outstanding at the time of such separation or dismissal, the sick leave advance shall be satisfied as follows:
(A)
The employee's accumulated annual leave account shall be charged by reducing the number of such accumulated annual leave days in an amount equal to the number of unliquidated sick leave days; and/or,
(B)
The monetary value of the unliquidated sick leave shall be deducted from any final salary payment due the employee at the time of separation or dismissal and, where such deduction shall not satisfy the monetary value of the unliquidated sick leave, the employee shall be liable to the County for the payment of the balance thereof.
(j)
Disposition of Accumulated Sick Leave Upon Termination of Employment. Provisions are set forth in Section 16-221.02 of this Code.
(k)
The County Executive may establish procedures for the donation of accrued annual or sick leave by a County employee to another County employee for use as sick leave.
(l)
Sick Leave - Legal Proceedings.
(1)
Sick leave shall be paid leave requested by the employee and approved by the employee's appointing authority to allow the employee or the employee's family member to prepare for, or participate in, any legal, judicial, administrative, or immigration proceeding involving the employee or employee's family member.
(2)
In this Subsection, employee is defined as County probationary, permanent, limited-term grant funded, full-time and part-time, exempt and non-exempt, personal services agreement, temporary/seasonal, and temporary/provisional employees.
(3)
In this Subsection, family member is defined as:
(A)
Family member shall include the employee's spouse, mother- or father-in-law, child (biological, adopted, foster, stepchild, legal ward or child from whom the employee stands in loco parentis regardless of the child's age), parent (employee's legal guardian or an individual who acted as a parent or stood in loco parentis to the employee when the employee was a minor), grandparent, grandchild, sibling, brother- and sister-in-law, and cousin that require care by the employee during normal work hours.
(B)
Family member includes any individual who regularly resides in the employee's home or where the relationship creates an expectation that the employee care for the person, and that individual depends on the employee for care. Family member includes any individual who regularly resides in the employee's home, except that it does not include an individual who simply resides in the same home with no expectation that the employee care for the individual.
(4)
For purposes of fulfilling a request for verification for leave taken under this Subsection, an employee may submit documentation or written statement that must not disclose any personally identifiable information about a person's legal or immigration status or underlying legal or immigration protection and the employer must accept:
(A)
Documentation that the employee or the employee's family member is involved in a legal, judicial, administrative, or immigration proceeding from any of the following persons from whom the employee or employee's family member sought assistance in addressing the proceeding, an advocate for immigrants or refugees, an attorney, a member of the clergy, or other professional. The provision of documentation under this subsection does not waive or diminish the confidential or privileged nature of communications between an employee or an employee's family member and one or more of the individuals described in this Subsection, or other applicable law; or
(B)
An employee's written statement that the employee or the employee's family member is involved in a legal, judicial, administrative, or immigration proceeding and that the leave taken was for one of the purposes described in this Subsection.
Prince George's County, Md., Code § 16-221.01 (2026)
Sec. 16-221.01. Governmental leave creditLinkCopy Citation
(a)
Annual or sick leave accumulated by an individual while employed by a governmental agency, the budget of which is subject by law to review or approval by the County, may be credited as a beginning leave balance when an individual is employed by the County provided:
(1)
The Director of Human Resources Management shall verify the employee's accumulated leave balances;
(2)
The employee has not received a cash payment or other consideration from the agency in liquidation of leave; and
(3)
No more than thirty (30) days of annual or sick leave balance may be carried over by an employee under the provisions of this Section.
Prince George's County, Md., Code § 16-221.02 (2026)
Sec. 16-221.02. Sick and Annual Leave disposition upon separationLinkCopy Citation
(a)
The annual and sick leave balances accumulated by an employee shall, upon the employee's separation from employment, with proper notice of separation as determined by the employee's appointing authority, be liquidated in the following manner:
(1)
The employee may elect to retain all or any portion of the employee's sick and annual leave balances credited to the employee's leave record for the period of time equal to the employee's eligibility for reappointment as determined in accordance with Section 16-148(a)(8);
(2)
The employee may elect to apply all or any portion of the employee's sick and annual leave balances to employment elsewhere, provided another employer has agreed to accept accumulated sick or annual leave balances for credit on behalf of the employee;
(3)
Except in the case of an employee who is entitled to credit for sick and annual leave balances under the terms of an applicable County sponsored pension plan, the employee may elect to receive cash payment for all or any portion of the employee's annual leave balance in an amount equal to the total number of unused annual leave hours multiplied by the employee's final base hourly rate of pay, subject to the following limitation:
(A)
The maximum total amount of annual leave eligible for cash payment upon separation shall be the amount of remaining accumulated leave earned as of the end of the last full pay period in Fiscal Year 1995, or 360 hours, whichever is greater;
(B)
Any accrued annual leave not eligible for cash payment may be converted to sick leave.
(4)
For all or any portion of the employee's sick leave balance earned as of the end of the last full pay period of Fiscal Year 1995, the employee may elect to receive cash payment in an amount equal to the total number of unused sick leave hours multiplied by one-half of the employee's base hourly rate of pay as of June 30, 1995, or as otherwise established by an applicable collective bargaining agreement and/or salary schedule. Sick leave earned beginning the first pay period of Fiscal Year 1996 is not subject to cash payment to the employee upon separation. Any employee who is entitled to credit for sick and annual leave under the terms of an applicable County sponsored pension plan will only be entitled to receive cash distribution for leave balances in accordance with the terms of the applicable pension plan.
(5)
Notwithstanding any provision in this Section to the contrary, an employee who is involuntarily separated from employment with the County for disciplinary reasons is not entitled to any payment for unused sick leave.
(6)
Notwithstanding any provision in this Section to the contrary, an employee who has been separated from employment under a separation-disability action pursuant to Section 16-189 shall forfeit any sick leave hours accumulated at the time of the employee's separation.
(7)
Upon retirement, an employee shall be entitled to receive credit on an actuarial equivalent basis for unused sick leave for which an authorized cash payment has not been elected as creditable service in accordance with the applicable provisions of the State Personnel and Pension Article, Annotated Code of Maryland, as amended, and the terms of any applicable County sponsored pension plan.
Prince George's County, Md., Code § 16-221.03 (2026)
Sec. 16-221.03. Sick and Safe LeaveLinkCopy Citation
Limited-Term Grant-Funded (LTGF) employees, Personal Services Agreement (PSA) employees, Temporary/Seasonal and Temporary/Provisional employees are entitled to earn forty (40) hours of Sick and Safe Leave in a year pursuant to the Maryland Healthy Working Families Act of 2018, and in accordance with established personnel procedures.
Prince George's County, Md., Code § 16-222 (2026)
Sec. 16-222. Administrative leaveLinkCopy Citation
(a)
Administrative leave may be granted to any full-time or part-time employee by the employee's appointing authority for any one (1) of the following reasons:
(1)
Performance of jury duty;
(2)
Where an employee is subpoenaed to appear before a court or otherwise officially requested to appear before a public body, public agency or commission on matters relating to government business;
(2.1)
When summoned as a witness in a criminal case;
(3)
For the purpose of voting not to exceed two (2) hours following the opening of the polls or two (2) hours prior to the closing of the polls;
(4)
For the attendance in an official capacity as a representative of the County, at meetings, symposiums, conferences, conventions, or hearings;
(5)
For the purpose of taking educational courses directly related to the employee's work as determined by the employee's appointing authority; provided that such requests for administrative leave shall be approved in advance by the Director of Human Resources Management and shall not exceed a total of twenty (20) working days, or the prorated hourly equivalent thereof for part-time employees, in any one annual leave year;
(6)
For the purpose of investigating an alleged act of misconduct by an employee as required under the provisions of Section 16-193(c)(2)(A)(ii);
(7)
Participation in blood donor program;
(8)
Guard of honor at burial services;
(9)
For the purpose of undergoing a medical examination as may be required by the employee's appointing authority under the provisions of Sections 16-189 or 16-221(f)(2);
(10)
For the employee in interest to consult with appropriate County personnel regarding grievances and adverse action appeals, applicable equal employment opportunity programs, skills assessment, and benefit planning and counseling;
(11)
For the purpose of emergency volunteer services in public safety activities as defined in the County Code by an employee not in a public safety class of work for not more than three (3) hours on any one occasion; provided that the employee requesting administrative leave for this purpose has previously notified the appointing authority in writing of the employee's volunteer firefighting commitment;
(12)
For the purpose of permitting an employee to be placed on leave during the five (5) day notice period required in Section 16-201, when the appointing authority believes that the employee's presence at work would not be in the agency's best interest;
(13)
For the purpose of volunteering in the Prince George's County public and private schools not to exceed thirty (30) hours per year to support the schools in the areas of remediation and recovery activities particularly in reading and mathematics;
(14)
For bereavement leave in accordance with Section 16-221(e)(1)(G), not to exceed three working days in the event of the death of an employee's spouse, child, or parent and not to exceed one working day in the event of the death of any other member of the employee's family.
(b)
In addition to the provisions of Subsection (a), above, administrative leave may be granted to any full-time or part-time employees by the County Executive, or the County Executive's designee, for any one of the following reasons:
(1)
Extreme inclement weather, or other hazardous working conditions, which may prevent an employee from reporting to work or which may require an early release from work; or,
(2)
Performance of emergency civilian duty in the public interest.
Prince George's County, Md., Code § 16-223 (2026)
Sec. 16-223. Military leaveLinkCopy Citation
(a)
Military leave shall be approved for an employee by the employee's appointing authority as follows:
(1)
Military Leave With Pay - Active Duty For Training. Military leave with pay, not to exceed fifteen (15) working days per annual leave year, shall be granted to employees who are reservists or members of the National Guard of the United States or the Reserves ordered to active duty for training.
(2)
Military Leave With Pay - Active Duty for Domestic Emergencies. Military leave with pay shall be granted to employees who are members of the National Guard of the United States or the Reserves who are ordered on domestic emergency duty related to disaster relief or civil disturbance, provided, however, that such leave shall not exceed fifteen (15) working days for each such domestic emergency, except when ordered to active duty under the authority of the Governor pursuant to Article 65, Section 42 of the Annotated Code of Maryland.
(3)
Salary Supplement - Extended Active Duty for National Emergencies. Employees who are members of the National Guard of the United States or the Reserves ordered to active duty by authority of the President of the United States pursuant to Title 10 or Title 32 of the United States Code for a period not to exceed twelve consecutive months shall be eligible for a salary supplement equal to the difference between the employee's base rate of pay and the employee's base military pay.
(4)
Military Leave Without Pay. Military leave without pay shall be approved by an appointing authority when an employee enlists or is drafted into the uniformed services of the United States or, upon exhaustion of an employee's military leave with pay entitlement, when a member of the National Guard of the United States or the Reserves is required to perform active duty for training or inactive duty training in accordance with Title 38, Chapter 43 of the United States Code (Veterans Reemployment Rights Act of 1994).
(5)
Restoration to Position After Military Leave Without Pay. An employee shall be entitled to return to the position the employee occupied at the time the employee was granted military leave without pay, as provided in subparagraph (a)(4), above, subject to the following conditions:
(A)
The employee requests the employee's appointing authority to restore the employee to the employee's position within ninety (90) calendar days after the effective date of the employee's discharge from active military duty; or
(B)
The employee, if hospitalized at the time of discharge from active military duty, requests the employee's appointing authority to restore the employee to the employee's position within ninety (90) calendar days after discharge from the hospital; and
(C)
The employee was separated from active military duty under honorable conditions and was entitled to reemployment benefits pursuant to Title 38 United States Code Section 4304.
(D)
In the event an employee sustains a disability during military service and cannot perform the duties of his or her former position, the employee shall be reinstated in a position with similar pay, circumstances, and seniority.
Prince George's County, Md., Code § 16-224 (2026)
Sec. 16-224. Disability leaveLinkCopy Citation
(a)
An employee who is temporarily disabled in the performance of the employee's work shall be entitled to receive full salary for the period of the temporary disability without charge against the employee's annual or sick leave, subject to the following conditions:
(1)
The disability is temporary in nature and resulted from an injury or illness sustained directly in the performance of the employee's work;
(2)
Where the temporary disability incapacitates the employee to the extent that the employee appears to be unable to adequately perform the duties and responsibilities of the employee's position, the employee may be detailed, in accordance with the provisions of Sections 16-122 and 16-189(c) to other duties within the capacity of the employee to perform, as determined by a licensed physician, for the period of the temporary disability; provided, however, that the unwillingness of the employee to accept such a detail as directed by the employee's appointing authority shall make the employee ineligible for disability leave during the period of temporary disability;
(3)
A licensed physician employed or retained by the County shall provide a narrative report describing the nature of the illness/injury, the treatment plan, and the prognosis and shall certify to the physical and/or mental ability of the employee to continue working, to return to work, or to accept a temporary detail; provided, however, that the County may accept the narrative report and certification of the employee's licensed physician in lieu of the certification by the County's physician;
(4)
Disability leave not to exceed one hundred and eighty (180) calendar days or such other amount established in the Salary Plan for any one injury, including recurrences of the same injury shall be granted by the Director of Human Resources Management in accordance with personnel procedures promulgated by the Director of Human Resources Management;
(5)
The employee shall assign to the County such nonmedical benefits as awarded for the temporary disability by the State Workers' Compensation Commission for the State of Maryland; and,
(6)
The Director of Human Resources Management shall develop personnel procedures to implement the provisions of this Section.
Prince George's County, Md., Code § 16-225 (2026)
Sec. 16-225. Leave without payLinkCopy Citation
(a)
General. Leave without pay may be granted to an employee by the employee's appointing authority with the approval of the Director of Human Resources Management. Leave without pay shall be granted only when the interests of the County will not be jeopardized due to the absence of the employee.
(b)
Eligibility for Leave Without Pay. Leave without pay may be granted to any employee when the employee's appointing authority is reasonably certain that such leave is in the best interest of the County and that the employee will return to County service on or before the expiration of the approved period of leave.
(c)
Granting of Leave Without Pay.
(1)
Leave without pay may be granted by an appointing authority, with the approval of the Director of Human Resources Management, for periods up to, but not to exceed, one (1) calendar year for any one (1) request, for any one (1) of the following reasons:
(A)
To retain an employee whose accumulated sick and annual leave, including advances, has been exhausted; or
(B)
To allow an employee to participate in educational programs, when such participation will contribute to the employee's efficiency and effectiveness as a County employee; or
(C)
To allow an employee who has applied for a workers' compensation temporary total award to be placed directly on leave without pay without requiring the employee to exhaust accumulated sick or annual leave; or
(D)
To allow an employee who has been on approved sick leave or annual leave to be retroactively placed in a leave without pay status after receipt of a workers' compensation temporary total award, pursuant to duly developed, approved and issued personnel procedures.
(2)
Leave without pay may be granted by an appointing authority, with the approval of the Director of Human Resources Management, for a period up to, but not to exceed, thirty (30) calendar days per request, for reasons personal to an employee.
(3)
Upon exhaustion of an employee's sick leave, leave without pay shall be granted upon the written request of an eligible employee for family and medical leave, subject to the provisions of Section 16-225.01(b).
(d)
Status of an Employee While on Leave Without Pay.
(1)
The employee shall be placed in a nonpay status at the salary rate in effect as of the date immediately preceding the effective date of commencement of approved leave without pay.
(2)
Subject to paragraph (3), below, the employee shall have the option to maintain active coverage under the County's health and life insurance plans and retirement program for the period of approved leave without pay, provided the entire costs thereof, including the employer contributions, are paid by the employee in a manner as determined by the Director of Human Resources Management under duly developed, approved and issued personnel procedures.
(3)
If the employee is in an approved leave without pay status during a period of temporary disability resulting from injury or illness sustained in the performance of the employee's work, the County shall make such employer contributions as are required in order to maintain active coverage for the employee under the County's health and life insurance plans, provided the employee elects to continue payments of required employee contributions.
(4)
If the employee receives a workers' compensation temporary total award for any portion of a period when the employee has been in an approved leave without pay status, the County shall reimburse the employee for the employer's cost of maintaining the benefits referred to in paragraph (2) of this Subsection, in accordance with duly developed, approved and issued personnel procedures.
(5)
The failure of the employee to return to duty on or after the expiration date of the approved period of leave without pay shall be considered as an automatic resignation by the employee to become effective as of the date immediately preceding the date of the expiration of the leave.
(6)
If the employee is in an approved leave without pay status for family and medical leave in accordance with Section 16-225.01(b), the County shall make such employer contributions as are required in order to maintain active coverage for the employee under the County's health and life insurance plans, provided the employee has been employed by the County for at least 12 months and has been in a paid status for at least 1,040 hours during that time and elects to continue payments of required employee contributions. If the employee fails to return from family and medical leave after the period of leave has expired, for a reason other than the continuation, recurrence, or onset of a serious health condition that entitles the employee to family and medical leave or other circumstances beyond the control of the employee, the County shall recover the premium that the County paid for maintaining health and life insurance coverage for the employee during any period of unpaid leave. The County may require that a claim that an employee is unable to return to work because of the continuation, recurrence, or onset of the serious health condition be supported by a certification issued by the appropriate primary health care provider.
Prince George's County, Md., Code § 16-225.01 (2026)
Sec. 16-225.01. Parental, family, and medical leaveLinkCopy Citation
(a)
Parental leave. For the purposes of this section, parental leave shall apply to maternity or paternity leave due to the birth or adoption of a dependent child.
(1)
Any employee eligible to earn annual leave shall be eligible for ten (10) days of paid parental leave immediately upon the start of their employment with the County.
(2)
Any employee eligible to earn annual leave and who has been in a paid status for at least 1,040 hours during the previous 12 months, shall be eligible for twenty (20) days of paid parental leave.
(b)
Family and Medical leave.
(1)
General. Family and medical leave shall be granted to all employees who:
(A)
are eligible to earn annual leave; and
(B)
have been employed by the County for at least 12 months; and
(C)
have been in a paid status for at least 1,040 hours during the previous 12 months.
(2)
Exception. Family and medical leave, in addition to paid parental leave granted under subsection (a) above, shall also be granted to all employees:
(A)
eligible to earn annual leave,
(B)
immediately upon the start of their employment; and
(C)
for the sole purpose of parental responsibilities associated with the birth or adoption of a dependent child.
(3)
Duration. Family and medical leave shall not exceed fifteen (15) workweeks of any combination of paid leave, parental leave, and leave without pay in accordance with Section 16-225.
(4)
Granting of family and medical leave. Subject to the provisions of Subsections (c) and (d), below, an employee may be granted family and medical leave only for one or more of the following:
(A)
Because of the birth of a child of the employee and in order to care for such child;
(B)
Because of the placement of a minor child with the employee for adoption or foster care;
(C)
In order to care for the spouse, child, parent, or parent-in-law of the employee, if such spouse, child, parent, or parent-in-law has a serious health condition;
(D)
Because of a serious health condition that makes the employee unable to perform the functions of the position of such employee;
(E)
The employee may use any combination of earned and available parental, sick, annual, or personal leave for paid family and medical leave.
(c)
Approval of parental, family, and medical leave.
(1)
Any employee may request parental, family, or medical leave.
(2)
An appointing authority shall examine each request and determine whether the employee's request meets the provisions of this Section. An appointing authority may require an employee to submit certification by the appropriate primary health care provider in order to make this determination.
(3)
The employee's request shall be granted if it meets the requirements of this Section.
(d)
Use of parental, family, or medical leave. All leave taken pursuant to this Section:
(1)
Must be used within twelve (12) months of the birth of the child or placement of the child with the employee for adoption or foster care;
(2)
Is subject to a thirty (30) day advance notice requirement if the necessity for leave is foreseeable;
(3)
May be taken under a method involving a reduced workday or workweek, an intermittent basis, or any combination thereof.
Prince George's County, Md., Code § 16-226 (2026)
Sec. 16-226. Absence without leaveLinkCopy Citation
(a)
General. Absence without leave shall mean a nonpay status wherein the employee is absent from work without a specified grant of approved leave.
(b)
Employee Status While Absent Without Leave. An employee absent without a specified grant of approved leave shall be subject to dismissal for the abandonment of the employee's position in accordance with the provisions of Section 16-193.
(c)
Conversion to Other Leave. Absence without leave may be converted to annual leave, sick leave, or leave without pay with the approval of an employee's appointing authority upon presentation of acceptable proof by the employee that the unauthorized absence of the employee from the employee's position was due to extenuating circumstances beyond the employee's control.
Prince George's County, Md., Code § 16-227 (2026)
Sec. 16-227. Compensatory leaveLinkCopy Citation
(a)
To the extent permitted by applicable Federal Law, all employees who are determined to be eligible for compensatory leave in accordance with the applicable provisions of the Salary Plan shall be granted such leave at such rates as are established under the applicable schedules within the Salary Plan for each hour or part thereof worked in excess of forty (40) productive hours per work week, subject to the following conditions:
(1)
If the employee is exempted from the provisions of the Fair Labor Standards Act with respect to overtime compensation and the employee was determined to be eligible to receive overtime compensation for such excess hours worked in accordance with the provisions of Section 16-139, but funds were not available for the payment of such overtime compensation; or
(2)
The employee was determined to be ineligible to receive overtime compensation for such excess hours worked in accordance with the provisions of Section 16-139.
(b)
Any employee covered by the provisions of the Fair Labor Standards Act shall only be eligible to receive compensatory leave in lieu of overtime compensation to the extent permitted by applicable Federal law.
(c)
Any employee entitled to be granted compensatory leave in accordance with Subsection (a), above, shall be granted such leave by the employee's appointing authority, provided that the compensatory leave shall be granted within a reasonable period of time after being earned or within such appropriate work period as may be required pursuant to any applicable Federal law.
Prince George's County, Md., Code § 16-228 (2026)
Sec. 16-228. Personal leaveLinkCopy Citation
(a)
Personal Leave. Personal leave in an amount as established in the Salary Plan shall be granted to all permanent, full-time employees eligible for annual leave. Personal leave shall be granted to all permanent, part-time employees eligible for annual leave on a prorated basis in accordance with hours worked. Personal leave may be used for any purpose.
(b)
Personal Leave Year. The leave year for personal leave shall be the same as the annual leave year.
(c)
Charges Against Personal Leave. Personal leave may be taken in increments in accordance with the Salary Plan.
(d)
Personal Leave Accumulation. There shall be no accumulation of personal leave days from one leave year to the next leave year. Unused time shall be forfeited at the end of the leave year, or upon separation or dismissal from County employment.
(e)
Request for Personal Leave. Personal leave shall be requested by the employee and approved by the employee's appointing authority in advance of use.
Prince George's County, Md., Code § 16-229 (2026)
Sec. 16-229. FurloughsLinkCopy Citation
(a)
Employees occupying full or part-time positions in either the classified or exempt service, who are entitled to earn annual leave as provided in Section 16-220, may be required to take leave without pay as a furlough under any one (1) of the following circumstances:
(1)
Where the County Executive determines that an ascertained shortfall in revenue, based upon available projections, during any fiscal year requires the compensation level of a department, agency, or office to be reduced; or,
(2)
Where a reduction in the compensation level of a department, agency or office is effectuated in the County's approved annual expense budget; or,
(3)
Where an appointing authority requests, and the County Executive approves, furloughs for employees under the appointing authority's jurisdiction in order to meet the compensation level funded for the department, agency, or office in the County's approved annual expense budget.
(b)
Whenever furloughs are required under any one (1) of the circumstances described in Subsection (a), above, the County Executive shall transmit to the County Council a Furlough Plan, in resolution form, which sets forth:
(1)
The circumstance warranting the furlough action;
(2)
The number of employees to be affected by the furlough action identified by agency, salary, grade and salary schedule;
(3)
The number of furlough days or hours affected employees will be required to take;
(4)
The period of time over which furlough days or hours will be required; and,
(5)
The dollar amount of compensation savings expected to result from the Furlough Plan.
(c)
The Furlough Plan shall not require any employee to take more than one (1) furlough day or eight (8) furlough hours of regularly scheduled work time, whichever is greater, in any given pay period, as defined in Section 16-126; provided, however, that in order to effect savings related to the closing of certain buildings for specified periods, the Furlough Plan may require more than one furlough day in a pay period provided that the furlough time shall be charged to employees in such a manner that no more than one (1) furlough day may be charged to an employee during any one pay period unless requested by the employee.
(d)
The Furlough Plan may include the crediting of annual leave to the annual leave account of any employee required to take a furlough, in an amount equal to the number of furlough hours an employee is required to take, notwithstanding the annual leave accrual schedule or maximum accumulation established in Section 16-220 or any Salary Plan.
(e)
Notwithstanding the provisions of Section 16-219, an employee on furlough the last regular work day before or the first regular work day after a holiday will be entitled to receive holiday leave pay.
(f)
Notwithstanding the provisions of Section 16-220, an employee on furlough will continue to earn annual leave at the employee's regular annual leave earning rate.
(g)
The County Council shall approve or reject the Furlough Plan as submitted by the County Executive.