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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 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.
Accruals & Payouts for Certain Leave/Paid time off Programs, Leave/PTO Payouts & Transfers for SHRA Terminations, and External Regulations and Consequences
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.
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.
A permanent SHRA employee (including probationary, trainee, or time-limited appointments) regularly scheduled to work 20 hours or more each work week is eligible for vacation leave under the guidelines of this policy.
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.
This document describes sick leave guidelines for EHRA Non-Faculty and permanent SHRA employee with (including probationary, trainee, or time-limited appointments) regularly scheduled to work at least 20 hours per week. This document discusses eligibility, leave earnings, leave charges, and recordkeeping.
Paid Parental Leave (PPL) cannot be approved before the qualifying event (birth, adoption, foster care placement, or other legal placement of a child). Eligible employees who would like to request PPL should follow the steps in this document.
Leave Without Pay may be granted to an employee for various reasons, including family and medical leave, extended educational purposes, vacation, illness, workers’ compensation, military service, or personal reasons. At the end of the approved leave, the employee is reinstated to his/her prior position, or one of like seniority, status, and pay.
The Federal government expanded the eligible events under the Family and Medical Leave Act (FMLA) to include two provisions applicable to military families. The following is a brief summary of these provisions. Additional eligibility requirements may apply.
Family Illness Leave is provided for an employee to care for the employee’s child, parent, or spouse where that child, spouse, or parent has a serious health condition. It is not provided for the employee’s illness.
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).