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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).

Unlike hourly-paid (FLSA non-exempt) employees, EHRA Non-Faculty employees are all FLSA exempt and are accountable and compensated for their performance outcomes, rather than for time worked on an hour for hour basis. As such, EHRA Non-Faculty employees do not earn compensatory time when they work more than forty hours in a work week.

Eligible employees earn time-and-one half for all hours worked in excess of 40 hours in a work week. An employee must actually work over 40 hours to earn overtime compensation. Paid time that is not considered time worked (eg, most leave or paid time off packages) does not count as time worked for the purpose of determining employee eligibility for overtime compensation.

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.

Accruals & Payouts for Certain Leave/Paid time off Programs, Leave/PTO Payouts & Transfers for SHRA Terminations, and External Regulations and Consequences

Time Information Management (TIM) interfaces with various existing University business applications through ConnectCarolina. The system automates time reporting for payroll and special events, and centralizes the leave reporting system. The TIM system is used by University faculty (leave reporting only), staff, students and temporary employees.

Compensatory time is not to be accumulated, tracked, used, or paid out for FLSA exempt employees, except if specifically mandated by a State and/or UNC System policy, such as during a pandemic or communicable disease emergency.

To aid in the recruitment of middle or late career applicants to positions that the University has identified as critical to the agency mission and for which the agency has documented recruitment difficulty attracting qualified applicants or for applicants to "middle management positions", the State permits the University in certain circumstances to provide one-time recruitment incentive leave for new SHRA hires.

This standard establishes the expectations for post-submission requests that need to be submitted to the sponsor.

We will issue Building Access Cards to contractors for special projects by the authority and sponsorship of the Department where the work is being done. We will gather all required information from the contractor and enter that into our One Card Database for tracking purposes.

Summary of Total State Service, Retirement System, Miscellaneous Payroll Deductions, Vacation and Sick Leave, Vacation Leave in Excess of 240 Hours, Employee/Dependent Health Insurance, etc., and Longevity Pay.

The administrative absence leave policy ensures fair and consistent application of University leave policies and appropriate use of University resources. This policy applies to full-time and part-time (half-time or more) SHRA employees who have a permanent, probationary or time-limited permanent appointment.

This procedure applies to all permanent SHRA employees (including probationary, trainee, and time-limited) who are regularly scheduled to work 40 hours per work week.

The purpose of this document is to set forth a consistent and aesthetic means of communicating to visitors the locations, dates, and times of special events, continuing education courses, etc.

This procedure applies to SHRA employees who hold a full-time position with the state and secondary employment outside of the primary state position.