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.

This 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.

These documents contain the policy and guidelines that define the Career Banding framework and outlines the Career Banding Salary Administration plan.

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.

This policy governs civil leave administration.

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.

This policy defines the different types of creditable services in NC State Government.

This policy provides 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.

This 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.

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.

This policy provides guidance outlining when a state agency or university may or may not enter into employment contracts with employees.

This policy outlines what conditions must be met prior to a state agency or university making an employment offer.

The EEO Policy outlines provisions for the EEODF 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.

This policy provides guidelines for extended work duty for critical coverage shortages in certain medically related classes.

This policy 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.

The Hatch Act, a federal law passed in 1939, limits certain political activities of State and local government employees who work in connection with federally funded programs. ​The law’s purposes are to ensure that federally funded programs are administered in a nonpartisan fashion, to protect employees from political coercion in the workplace, and to ensure that employees are advanced based on merit and not based on political affiliation.

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.

The Compensation of Foreign Service Employees Policy defines a foreign service employee, establishes compensation requirements, benefits, and tax reimbursement requirements.

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.

This policy governs the review of employee grievance by state agencies and the Office of State Human Resources and the availability of remedies for those grievances. This policy applies to employees filing grievances on or after August 21, 2013.

The Holiday Premium Pay Policy defines compensation requirements, designated holidays, and shift schedules for employees required to work on a holiday.

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

This policy provides the guidelines for horizontal transfers.

This policy provides the guidelines for the administration of hours worked and overtime compensation.

This bill amends the definition of total and partial unemployment relating to the treatment of severance pay under the employment security laws of North Carolina.

This policy assists in the protection of state employees and assets located within state government buildings.

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

The In-Range Adjustments Policy defines salary increase adjustments related to job change, equity, and labor market. This policy addresses increase amounts and agency responsibility for granting an increase in and eligible employee's salary within the employee's current salary range and within the agency where the employee is employed.

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.

This document provides the policy guidelines for initial/newly classified positions subject to the State Human Resources Act.

This 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 respective policies. Parental leave without pay for employees not eligible for FMLA leave is covered at the end of this policy.

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

The Longevity Policy defines eligibility for longevity pay, accruals, prorated payments, movement between agencies, and the effects of longevity while on leave and its effect on base pay. This policy also outlines agency responsibility in determining the quantity of qualifying service.

It is the policy of the State of North Carolina to offer mentorship programs to all state employees through an agency-governed mentoring program. Each state agency may elect to establish a mentoring program. The mentoring program shall consist of a joint effort of the Office of State Human Resources and any branch of state government. Administration of the statewide program shall be based in OSHR, with each agency being responsible for the establishment and management of a mentoring program to meet its organizational needs.

Leave will 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.

The New Appointments Policy provides guidelines for new appointments to a position in state government.

This policy outlines the 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.

While Executive Order 95 is only applicable to state agencies within the Governor's oversight, all other state entities were encouraged to participate.  General  Statute Sec.

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.

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

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

This policy has been merged with "Types of Appointments" and renamed to "Appointment Types and Career Status".

This policy provides guidelines for any employee's promotion to a position assigned a higher grade.

A promotional priority consideration will be provided by all agencies, departments, and universities to all current state employees who have achieved career status. All employment decisions involving recruitment, selection, and priority consideration must comply with the state's Equal Employment Opportunity Policy.

This policy outlines the guidelines for reallocation to a position assigned to a different classification.

This policy sets forth guidelines to ensure compliance for reasonable accommodation under the Americans with Disabilities Act.

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

Agencies are no longer required to create and maintain individual Recruitment and Selection Plans. However, universities still must maintain these plans. Links to university plans are linked below. For the state agency recruitment plan, refer to the Recruitment and Posting of Vacancies Policy.

This policy provides 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.

The Reinstatement Policy provides guidelines for the reinstatement of employees.

The Reorganization through Reduction (RTR) program is a voluntary employee separation program which enables an agency to restructure.

This policy outlines the 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.

This 2010 memo clarifies the documentation requirements and approval process for salary actions in both the graded classification system and the career banding system.

This document includes the Salary Administration Policy terms and definitions.

This policy outlines the guidelines for Salary Range Revision where changes in a salary range provide current and competitive salary rates for use in the 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.

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 government service occurs when an employee leaves the payroll.

The Service Awards Program 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.

This policy provides guidelines for shift premium pay for employees regularly scheduled to work either an evening or night shift.

This policy governs sick leave administration.

This policy outlines 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.

The Special Annual Leave Bonus is leave granted to eligible state employees that can be used similarly to how regular vacation leave is used.

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.

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.

The policy is not intended to resolve all retention problems. Funds are available only from limited salary reserves of an agency or program and these funds must be managed to serve a variety of program necessities. Therefore, the implementation of special salary adjustments is limited to the most critical retention issues.

State agencies administer the State Employee Memorial Program to honor state employees who lose their lives while they are actively employed by the State of North Carolina. Below are links to all related policy documents and forms.

Memorial Program Website

State Employee Memorial Program Policy

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.

This policy outlines the duties and responsibilities of the State Human Resources Commission.

It is the intent and purpose of this chapter to establish for the government of the state a system of personnel administration under the Governor, based on accepted principles of personnel administration and applying the best methods as evolved in government and industry.

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

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.

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

This policy includes guidelines for supplemental salary compensation to employees.

Technical adjustments to the pay plan are refinements to the pay system approved by the State Human Resources Commission. This policy outlines those actions.

This 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.

This policy governs how Temporary Solutions must function as it relates to the selection and placement of temporary employees.

The Equal Employment Opportunity Act of 1972 makes very significant amendments to the Civil Rights Act of 1964. Under the 1964 Civil Rights Act, state and local governments and their employees were excluded from Title VII coverage. However, 1972 amendments to Title VII extend coverage to all state and local governments, governmental agencies, political subdivisions (except for elected officials, their personal assistants, and immediate advisors).

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.

This policy ensures the uninsurance benefits provided by the law while protecting the state from undue benefit charges. It provides the type of work that is covered by unemployment law and the agency responsibilities.

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 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. This policy outlines the rules for sharing leave.

This policy 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.

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

This policy provides the basis for the development of worksite wellness programs.