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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).

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

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.

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.

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.

Accounts should be written off when all collection procedures, including those required by the Office of the Attorney General (OAG), have been conducted without results and management deems the accounts uncollectible.

Academic-related, off campus travel (“Academic Travel”) enhance the learning experiences of students and are integral to many courses at the University of North Carolina at Chapel Hill. This Procedure outlines the steps needed to establish an Academic Travel and minimize the risk to the University when taking students off campus.

State regulations require the University to take control on authorizing Capital and Non-Capital Equipment to be taken off Campus. Equipment owned by UNC-Chapel Hill must remain on campus.

This Policy establishes standards, requirements, and exceptions for students and faculty who participate in off-campus field trips (“Academic Travel”) for courses at the University of North Carolina at Chapel Hill. This Policy prioritizes the safety of all who participate in Academic Travel.

On-Call is compensation for an employee who must remain available to be called back to work on short notice if the need arises. Emergency Callback is compensation for an employee who has left the work site and is requested to respond (either by returning to work or by responding by telephone or computer) on short notice to an emergency work situation.

This document includes policy guidance on reserving space in the Pit, including Solicitation Tables and Carolina Union West Lounge Tables. This document also describes how students may appropriately use sidewalk chalk.

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.

It is the policy of the University of North Carolina at Chapel Hill Police Department (UNC-CH Police Department) that all call boxes will be inspected regularly and that they will be maintained in good operating order to ensure their availability to both the campus community and general population in emergency situations.

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.