Policies

For each policy below you will find the pdf versions as well as the policy history, the statutory authority, the administrative code, previous policies and FAQs when applicable.

The Academic Assistance Policy provides guidelines for when and how academic assistance should be utilized, reimbursement and associated leave.

This policy requires the State to provide education and training on work practices and procedures to ensure that employees who are exposed to or have HIV infection are provided with confidential, fair and equal treatment.

The State of North Carolina must ensure the delivery of services to citizens and businesses even during times of adverse weather conditions. Considering the varied geographic locations and diversity of State operations, it is the intent of this policy to establish uniform operations during times of adverse weather conditions and to establish guidelines for accounting for time and for releasing non-mandatory employees from work.

Policy defines employment requirements and summarizes eligibility for benefits for the different types of employee appointments and defines career State employee status.

This document provides details for how to administer and record bonus leave in the BEACON system.

Policies and guidelines that define the Career Banding framework and outlines the Career Banding Salary Administration plan.

Policy that governs civil leave administration.

Position management involves the design and control of individual positions to achieve a proper balance of values. This policy governs position management within the State of North Carolina.

This policy outlines State processes in the event of a communicable disease or other serious public health threat designated a public health emergency.

This policy covers the definition and administration of Community Service Leave.

In recognition of the State’s interests in supporting its students in compliance with The Excellent Public Schools Act of 2013, special provisions of the Community Service Leave policy to allow an alternate option in lieu of regular Community Service Leave (24 hours) for leave to be granted to volunteering in a literacy program in a public school or tutoring and mentoring a student in a formal standardized approved tutoring/mentoring program in a public school or a non-public school.

Under the State’s overtime compensation policy, certain employees are exempt from the provision for overtime pay. To grant these employees compensating time is a decision that must be made by an agency head using the provisions outlined in this policy. 

This policy was repealed in August 2014.

Three types of service credit are maintained for State employees. This policy covers the specific definitions and uses of each type of service.

Policy defines the different types of creditable services in N.C. State Government

Policy guidelines for demotions or reassignments.

It is the intent of the State Human Resources Commission in establishing this policy to provide for State employees and State government management a fair, clear and useful tool for correcting and improving performance problems, as well as to provide a process to assist management in handling cases of unacceptable personal conduct.

Policy defines dual employment and how to administer a dual employment work arrangement.

The state may provide leave with pay or leave without pay for certain types of educational courses. This document references the specific policies that apply.

EEO Program and Plan Policy was repealed by the State Human Resources Commission on April 2, 2015 and the provisions of the policy were incorporated in the new EEO Policy effective June 1, 2015.

When an emergency closing of a State facility or workplace occurs, the State shall provide paid time off for employees who are required to evacuate a location or worksite as a result of emergency conditions as determined by emergency/public safety officials or the agency head in consultation with the agency’s safety officer or designee. This policy governs the guidelines of emergency closings.

It is the intent of the State Human Resources Commission in establishing this policy to provide for State employees and State government management a fair, clear and useful tool for correcting and improving performance problems, as well as to provide a process to assist management in handling cases of unacceptable personal conduct.

Policy provides guidance outlining when a State agency or university may or may not enter into employment contracts with employees.

Policy outlines what conditions must be met prior to a State agency or university making an employment offer.

It is the policy of the State of North Carolina that veterans, spouses of disable veterans, and surviving spouses of deceased veterans are all granted preference in employment with every State department, agency, and institution.

EEO Policy that outlines provisions for the EEOI Training which is required by G.S. 126 for all supervisors and managers hired, promoted or appointed on or after July 1, 1991

The policy sets forth a standardized EEO policy applicable for all state agencies, departments and universities, and this policy details the necessary requirements for compliance in all EEO Plans, which are reviewed and approved annually by the NC Office of State Human Resources.

Signed May 7, 2009, Executive Order 14 governs the State's Equal Employment Opportunity policies, programs, and administration.

Signed on January 21, 2010, this Order is intended to encourage communication between employees and State leaders.

Policy guidelines for extended work duty for critical coverage shortages in certain medically related classes.

This Act provides reasonable unpaid leave for certain qualifying life and medical reasons.

The Family and Medical Leave Act (FMLA) entitles eligible employees to take unpaid, job-protected leave to care for a family member who is a current servicemember or a covered veteran with a serious injury or illness. FMLA leave for this purpose is called “military caregiver leave.”

The Family and Medical Leave Act (FMLA) entitles eligible employees to take up to 12 workweeks of unpaid, job-protected leave in a 12-month period for a “qualifying exigency” arising out of the foreign deployment of the employee’s spouse, son, daughter, or parent. FMLA leave for this purpose is called qualifying exigency leave. 

Family Illness Leave is provided for an employee to care for the employee’s child, parent, or spouse when that child, parent, or spouse has a serious health condition.

Policy provides guidance related to political activity in compliance with the Federal Hatch Act.

Several G.S. 126 contested cases are still active in the Office of Adminstrative Hearings. This policy applies to only those active cases filed prior to June 25, 2011.

A summary of the NCFlex Benefits offered to employees.

Policy guidelines for compensation of Foreign Service Employees.

This policy covers how employees may be paid for working while also attempting to receive paid leave.

An overview of the compensation plan foundation for ensuring consistent and equitable application of pay decisions and the administration of pay practices.

The Governor’s Awards for Excellence was created to acknowledge and express appreciation for outstanding accomplishments made by employees of the State.

Policy guidelines for Holiday Premium pay for employees required to work on designated holidays.

The Human Resources Act provides that the Human Resources Commission shall establish a holiday schedule that shall not exceed 12 paid holidays per year and shall include Martin Luther King Jr.’s Birthday, Veterans Day, and three days for Christmas.

Policy guidelines for horizonal transfers.

Policy guidelines for the administration of hours worked and overtime compensation.

This policy assists in the protection of State employees and assets located within State Government Buildings. It is designed to prevent unauthorized persons from accessing State agency buildings and to account for those persons authorized to be on the premises in case of emergency.

This policy is concerning the unlawful employment of individuals who are not authorized to work in the United States.

Policy guidelines for In-Range Adjustments in an employee's salary.

Incentive leave may be used as a recruitment tool to assist in the employment of qualified individuals who are middle or late career applicants employed outside of State government and who are interested in accepting employment with the State of North Carolina.

Policy guidelines for Initial/newly classified positions subject to SHRA.

Policy provides guidelines for requesting and approving the interchange of government employees between State and federal government entities.

This policy provides guidelines that will assist agencies in the development of work/life balance initiatives to support the wellness and health of employees of NC State Government.

Leave without pay may be granted for illness, education purposes, vacation, or for any other reasons deemed justified by the agency head. Special provisions for leave without pay for military, family and medical, and workers’ compensation are covered in these respective policies in this Section of the Personnel Manual. Parental leave without pay for employees not eligible for FMLA leave is covered at the end of this policy.

Policy provides guidelines for employees related to political activity in compliance with Article 5 of G.S. 126.

Policy guidelines for Longevity Pay that recognizes long-term service.

Statutory Authority: G.S. 126-4

Administrative Rule: 25 NCAC 01K .0801-.0805

Leave shall be granted to employees of the State for certain periods of service in the uniformed services. No agent or employee of the State shall discriminate against any employee of the State or applicant for State employment because of their membership, application for membership, performance of service, application for service or obligation for service in the Uniformed Services.

Policy guidelines for New Appointments to a position in State Government.

Policy guidelines for On-Call and Emergency Callback pay for employees required to serve in on-call status or called back to work.

A summary of other benefits offered to employees excluding NCFlex.

In addition to the types of leave described in separate policies, management may approve paid time off for employees to participate in specified state-related activities or because of natural or other emergencies. This policy summarizes the only acceptable reasons for approving other paid time off.

Note: Vacation, Sick, Adverse Weather, Civil, Community Service, Educational, Employee Transfer (relocating), Military, Workers’ Compensation, Special Leave Awards, and Communicable Disease Leaves are in separate policies.

This policy lists the general requirements and provides a general personal protective equipment (PPE) guide to be used by agencies in assisting them to determine the PPE needed for their employees.

The Training and Development Policy provide guidelines for how employees, managers/supervisors and the organization should work together to ensure employees are prepared to effectively perform all duties and requriements of the job.

In compliance with Article 7, of G.S. 126, this policy prescribes the basic provision for maintenance and use of State employee personnel records, with the Human Resources Commission establishing rules and regulations for the safekeeping of such records.

The Performance Management Policy outlines expectations for agencies, managers/supervisors and employees regarding the state-wide performance management system.

History of policy revisions for Priority Reemployment for Violations of G.S. 126-14.2

This policy is concerning the reemployment requirements for exempt policymaking and exempt managerial employees.

History of policy revisions for Priority Referral System

History of policy revisions for Probationary, Permanent and Career Status

Policy guidelines for Promotion to a position assigned a higher grade.

History of policy revisions for Promotional Priority

The Certified Public Manager® (CPM) program provides in-depth, comprehensive, competency-based leadership development to middle managers in North Carolina’s state government agencies/universities and local government organizations.

Policy guidelines for Reallocation to a position assigned to a different classification.

Policy sets forth guidelines to ensure compliance for reasonable accommodation under the American's with Disabilities Act.

This policy outlines the process and requirements as it relates to recruiting and posting vacancies for the State of North Carolina.

History of policy revisions for Recruitment

Policy guidelines for Redeployment due to an Enterprise-wide project and no break in service.

An agency has the authority to separate an employee whenever it is necessary due to shortage of funds or work, abolishment of a position, or other material change in duties or organization.

This policy addresses the employment priority afforded to Reduction-in-Force (RIF) candidates.

Policy guidelines for Reinstatement of employees.

Policy guidelines for Retention Salary Adjustments that provide a last resort means to maintain employment of a key employee.

The State of North Carolina encourages all state agencies to establish an employee rewards and recognition program as a means of recognizing performance achievements.

This recognition program is for State employees with 45 or more years of service. It's designed to acknowledge and express appreciation for noteworthy extended dedicated service.

Salary Administration Terms and Definitions

Policy guidelines for Salary Range Revision where changes in a salary range provides current and competitive salary rates for use in recruitment of employees.

The employment responsibilities to the State are primary for any employee working full-time; any other employment with a non-State government employer in which that person chooses to engage is secondary. The policy requires an employee to have approval from the agency head before engaging in any secondary employment. The purpose of this approval procedure is to determine that the secondary employment does not have an adverse effect on the primary employment and does not create a conflict of interest.

Safety and security within state government office buildings and facilities can only be maintained if all employees and visitors are properly identified via an ID badge designating them as an employee or visitor.

This policy outlines the selection process for the State North Carolina. Additionally, this policy outlines the appeal process and employment limitations as it relates to selection.

Separation from State service occurs when an employee leaves the payroll.

The Service Awards celebrates length-of-service milestones of employee service to State government.

G. S.126-8.5 provides for severance salary continuation or a discontinued service retirement allowance when the Director of the Budget determines that the closing of a State institution or a reduction in force (RIF) will accomplish economies in the State Budget, provided reemployment is not available. “Economies in the State Budget” means economies resulting from elimination of a job and its responsibilities or from a lack of funds to support the job.

Policy guidelines for Shift Premium pay for employees regularly scheduled to work either an evening or night shfit.

Policy that governs sick leave administration.

Policy guidelines for sign-on bonuses when the legislature appropriates funds to be used for sign-on bonuses.

The Statewide Safety and Health Steering Committee created this document to address the unrestricted use of space heaters in facilities that house state workers.

A State employee may receive up to 24 hours leave as part of an award for a suggestion that has been adopted by the NCThinks Program or an award given under the department or university program which supports the Governor’s Awards for Excellence Program.

On July 26, 2013, the North Carolina General Assembly ratified Senate Bill 402 (Session Law 2013-15), which grants a one-time additional five days of special vacation leave effective July 1, 2013, to permanent full-time employees of the State. Part-time permanent employees shall be granted a pro-rata amount of the five days.

This program is designed to acknowledge the value and service of State employees who have lost their lives in the line of duty and to assist family members and coworkers who also have suffered the loss.

This policy provides the program requirements as set forth in Article 63 of Chapter 143 and Chapter 126-4 (10) of the General Statues which require agencies to have written safety programs and safety and health committees.

Policy outlines the duties and responsibilities of the State Human Resources Commission.

Current policy and history of policy revisions for State Human Resources Commission.

Policy outlines the statutory authority for the State of North Carolina System for Human Resources Administration.

History of policy revisions for SHRC Contested Case Review Procedures

Policy guidelines for Supplemental Salary compensation to employees.

History of policy revisions for Technical Adjustments

Policy is established as a pilot program to provide agencies the flexibility to offer work options at alternate work locations in order to promote general work efficiencies.

With the authority granted by 2013 NC Executive Order #4 “Temporary Employment Services” the Cabinet Agencies were required to utilize the NC Office of State Human Resources (OSHR), through Temporary Solutions, to secure temporary employees. House Bill 97 further established that all state agencies which utilize temporary employees to perform work, excluding Information Technology related work, will employ all temporary employees through Temporary Solutions.

The State recognizes that relocation of an employee is often necessary to serve the best interests of the employee and of State government. In order to most effectively utilize the capabilities of each employee and to staff all positions with qualified persons, the transfer of employees may be necessary.

A summary for employees on Unemployment Insurance.

The purpose of this policy is to establish that the State of North Carolina prohibits in any form unlawful workplace harassment or retaliation based on opposition to unlawful workplace harassment of State employees or applicants and to require that every agency shall develop strategies to ensure that work sites are free from unlawful workplace harassment, including sexual harassment discrimination and retaliation.

Vacation leave is credited to employees who are in pay status (working, on paid leave or on workers’ compensation leave) for one-half or more of the regularly scheduled workdays and holidays in the pay period in accordance with the provisions outlined below.

This policy outlines the employment preference afforded to candidates who have served in the Armed Forces on active duty during defined periods.

An employee may donate leave, as outlined below, to an employee who has been approved to receive voluntary shared leave because of a medical condition of the employee or of a member of the employee’s immediate family that will require the employee’s absence for a prolonged period of time.

Policy which outlines agency responsibilities for developing variable work options for State employees in order to increase productivity in State services, benefit employee morale, and expand job opportunities.

Policy defines the standards workweek schedule for State agencies and universities and outlines exceptions to the standard work schedule.

This policy describes the responsible parties and basic processes by which state employee workers' compensation claims will be handled.

This policy describes how leave will be administered for employees with work related injuries that lose time from work due to such injuries.

This policy addresses the need for all agencies to develop a Workforce Planning Program.

The state is guided by the Federal Occupational Safety and Health Act of 1970 that requires employers to provide their employees with a safe and healthy work environment. It is intended that all useful management tools be employed to accomplish the dual purpose of reducing the effects of violence on victims and providing consequences to those who perpetrate violence.

Policy provides the basis for the development of worksite wellness programs.