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Ä¢¹½¶ÌÊÓƵhas two types of Vacation Leave: Annual Leave and Personal Leave

• Eligibility: Generally extended to employees in permanent, full-time or part-time positions, with an FTE of .50 or greater, on a recurring contract basis. Eligibility for each is dependent on employment type and hire date. Please note, 9-month faculty do not earn leave.
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  • EPS employees accrue 24 annual leave days annually or 16 hours monthly.

  • SAAO employees accrue 26 annual leave days annually or 17.33 hours monthly.

  • SHRA employees earn the following amounts of annual leave per month based on years of service:

    • 0-5 years: 9.33 hours
    • 5-10 years: 11.33 hours
    • 10-15 years: 13.33. hours
    • 15-20 years: 15.33 hours
    • 20+ years: 17.33 hours
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  • EPS and SAAO employees accrue 26 personal leave days annually or 17.33 hours monthly.
  • SHRA employees are not eligible for Personal Leave.

Sick leave allows an employee to recover from personal illness, injury, or disability that prevents performance of usual duties.

• Sick Leave may be used for: Illness or injury, Medical appointments, Temporary disability due to childbirth, Care for members of immediate family, Death of immediate family member, Donations to a member of the immediate family* and non-family members who are approved to receive voluntary shared leave, Adoption of a child, limited to a maximum of 30 days for each parent (which is equivalent to a biological mother’s average period of disability)
• 8 hours per month (96 hours per year); pro rata basis for part-time employees
• Unlimited accumulation
• TSERS only - One month of retirement service credit allowed for each 20 days or portion of unused sick leave

Personal observance leave allows eligible employees to take a paid day off to observe a day of religious, cultural or personal significance. The day may be taken anytime during a given calendar year.

• Full-time employees will receive up to eight hours of personal observance leave each calendar year. Part-time employees will receive a prorated amount based on their number of hours compared to a full-time schedule. This leave expires if not used by the end of the calendar year.
• Available to full-time and part-time permanent, probationary or time-limited employees who work at least 20 hours per week.
• Personal observance leave may be used for any single work shift that falls on a day of personal significance; it is not for use across multiple shifts. This includes days of cultural or religious importance. Regardless of an employee’s religious or cultural background, any day an employee identifies as significant for cultural, religious or personal reasons can be used for personal observance leave.
• Employees should request the day off from their supervisor but do not have to provide a reason for taking a personal observance day.

The Family and Medical Leave Act of 1993 was passed by Congress to balance the demands of the workplace with the needs of families, to promote the stability and economic security of families, and to promote national interests in preserving family integrity; to minimize the potential for employment discrimination on the basis of sex by ensuring generally that leave is available for eligible medical reasons (including maternity-related disability) and for compelling family reasons; and to promote the goal of equal employment opportunity for women and men.

• Available to eligible permanent, probationary, and temporary employees after 12 months of cumulative service with NC State Government and have worked the minimum number of hours in the previous 12 months
• Up to 12 weeks of leave available for birth and care of a newborn, care for an adopted child, care of a child, spouse, or parent with a serious health condition, or a personal serious health condition
• Continuation of health insurance during leave period 

Eligibility: University employees who become a parent via childbirth, adoption, foster care or another legal placement are eligible if at the time of the qualifying event they:

• The employee is full-time or part-time (regardless whether half-time or more) in a permanent, probationary, or time-limited (benefits-eligible) appointment at the time of the qualifying event;
• For the immediate twelve (12) preceding months, employee has been employed without a break in service* by the State of North Carolina in a permanent, time-limited, or probationary appointment.
  • Periods of workers’ compensation or short-term disability in the 12 months preceding the qualifying events do not make the employee ineligible for paid parental leave.
  • Periods of leave without pay, as defined in 25 NCAC 01E.1100 and the Leave Without pay Policy, shall not constitute a break in service.
• The employee has been in pay status for at least 1,040 hours in the previous twelve-month period.
• The Paid Parental Leave benefit provides eligible employees:
  • Eight (8) weeks of paid parental leave for the birth parent, consisting of four (4) weeks for recuperation, immediately following the birth and four (4) weeks for bonding with the child. Bonding leave may be used within 12 months of the baby’s birth.
  • Four (4) weeks of paid parental leave for the non-birth parent, as well as for adoptions, foster care, or other legal placement of a child.

Leave with pay, up to a maximum of 120 hours each federal fiscal year (Oct-Sept) (pro-rated for part-time employees) shall be granted to members of the uniformed services for:

• Active duty for training (annual training or special schools, including an authorized training program for the National Disaster Medical System)
• Inactive duty training (drills – usually on weekends)
  If the drill is not scheduled on the employee’s off-day, the employee has the option of requesting that the work schedule be rearranged, or the employee may use any unused portion of the 120 hours leave with pay, vacation/bonus leave or leave without pay.
• Long-term and Short-term options available

Community Service Leave provides leave-eligible SHRA & EHRA employees paid time off to volunteer in NC schools, communities, institutions of higher education, NC State agencies, and not-for-profit organizations; as long as the employee is not receiving pay for the service. All CSL must be preapproved by supervisor prior to volunteer event.

• Paid time up to 24 hours per year may be granted for:
  • Involvement in a child's school
  • Tutoring and mentoring in schools (36 hours per year)
  • Volunteer activity in the schools or a community service organization
  • Volunteering in a state public university, community college system or state agency provided that it is outside of the employee's normal duties

Bereavement leave allows eligible employees to take paid leave after the loss of immediate family members and colleagues.

• Eligibility: Permanent, probationary or time-limited employees working 20 hours (0.50 FTE) or more per week
• Employees may receive up to 40 hours of paid leave following the death of an immediate family member. Eligible employees can take bereavement leave consecutively or intermittently within 180 days of an immediate family member’s death or notification of their death.  Employees will forfeit any unused leave after 180 days.

• The following are considered immediate family members under this program:

  • Spouse: Husband or wife
  • Parent: Biological, adoptive, step, in-loco parentis* or in-law
  • Child: Biological, adoptive, foster, step, legal ward, in-loco parentis* or in-law
  • Including miscarriage and stillbirth loss
  • Sibling: Biological, adoptive, step, half or in-law
  • Grand and great relatives: Grandparent, grandchild, great-grandparent or great-grandchild, including step and in-law relations
  • Dependents: Anyone living in the employee’s household
  • Domestic partner
• Employees may receive up to eight hours of paid leave to travel to and attend a funeral or memorial event for an NC State colleague.  The colleague must have passed away while employed at NC State or within one year after leaving their job at the university.