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 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 document provides details for how to administer and record bonus leave in the BEACON system.
Policy that governs civil leave administration.
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.
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.
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.
This policy covers how employees may be paid for working while also attempting to receive paid leave.
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.
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.
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.
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.
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.
Policy that governs sick leave administration.
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.
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.
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.
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.