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The purpose of this Policy is to establish consistency among Adams School of Dentistry faculty and departments with respect to the use of terminal leave in a manner that does not compromise the delivery of patient care and other business operations.

The following summarizes guidelines for payout or transfer of leave balances for EHRA non-faculty positions when terminating employment, changing positions at UNC-Chapel Hill or in moving to or from UNC-Chapel Hill to another State agency or campus of the UNC System.

The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees of covered employers with unpaid, job-protected leave for specified family and medical reasons. The University has enacted a policy to provide a mechanism for employees to access, and the University to administer, the benefits made available through the FMLA (FMLA leave).

The purpose of this general order (G.O.) is to provide requirements to University of North Carolina at Chapel Hill (UNC-CH) Police Departmental personnel for submitting requests for leave. The University of North Carolina at Chapel Hill Police Department (UNC-CH Police Department) recognizes that employees are eligible to utilize accumulated vacation and sick leave.

The purpose of this Policy is to set establish how leaves of absence by DDS students will be managed.

Leave shall be granted to eligible employees for certain periods of service in the uniformed services. No agent or employee of the State shall discriminate against any State employee 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 University is committed to ensuring that Employees are Fit for Duty while also respecting Employee privacy. Employees are Fit for Duty when they are able to perform their Essential Job Functions without posing a Direct Threat to themselves or others. These Procedures and associated Policy describe the circumstances in which the University may evaluate an Employee’s Fitness for Duty, provide the procedures for those evaluations, and safeguard Employee privacy related to those evaluations.

The purpose of this policy is to establish Personal Observance Leave, as authorized by the state, and to ensure that University employees have an opportunity to observe these days of personal, cultural, or religious importance.

Each permanent SHRA employee is scheduled for the same number of holidays, listed in the University holiday schedule. Each permanent SHRA employee must either be scheduled off on the specified holiday and receive paid holiday or, if required to work on the holiday, receive holiday premium pay and equal time off as defined in this Policy.

The University recognizes the importance of community involvement and encourages employees to participate in volunteer activities by providing flexibility in work schedules and paid leave opportunities. Community Service Leave (CSL) is a paid time off program to participate in the educational process of children through the high school level and to support other community service volunteer activities for non-profit organizations.

The University is committed to ensuring that Employees are Fit for Duty while also respecting Employee privacy. Employees are Fit for Duty when they are able to perform their Essential Job Functions without posing a Direct Threat to themselves or others. This Policy and associated Procedures describe the circumstances in which the University may evaluate an Employee’s Fitness for Duty, provide the procedures for those evaluations, and safeguard Employee privacy related to those evaluations.

On Sept. 20, 2019, the University of North Carolina Board of Governors approved a Paid Parental Leave program for eligible university employees. The University of North Carolina at Chapel Hill will offer a Paid Parental Leave (PPL) benefit, effective as of Jan. 13, 2020, that provides eligible employees dedicated leave time to care for and bond with a newborn or a newly-placed child, under the age of 18, by adoption, foster care placement, or other legal placement.

The purpose of paid leave is to maintain employee income, not enhance it. If employees work additional hours outside their normal schedule in a workweek in which they also have scheduled or taken time off, the additional time worked “offsets” the time that the employee intended to cover with available leave or paid time off. The following process should be followed in determining the use of paid leave and paid time off for the workweek.

Voluntary Shared Leave allows one employee to assist another employee in the case of a prolonged medical condition that exhausts the employee’s available leave and would otherwise force the employee to be placed in leave without pay status, resulting in a loss of income and benefits. This policy does not apply to incidental, normal, and/or short-term medical conditions.

Whether or not travel time is compensable depends on the kind of travel involved. There are three categories of travel time: Commuter Travel, Single-Day Travel, Multi-Day Travel (includes Travel Time ETO).