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  • COMMUNITY SERVICE LEAVE
    immediately upon their employment pro rated at two 2 hours per month for the remainder of the calendar year Leave that is not taken is forfeited it shall not be carried into the next calendar year If an employee chooses to change options during the calendar year the maximum hours that may be granted is the maximum allowed under the new option chosen minus the amount already used Use of Leave Acceptable program utilization Parents for child involvement in the schools as defined below Any employee for volunteer activity in the schools or in a Community Service Organization as defined below Any employee for tutoring and mentoring in the schools Any employee for volunteering in a State of North Carolina Public University Community College System or State agency provided that the service is outside of the employee s normal scope of duties and responsibilities and that the employee is not receiving any form of compensation for the services rendered Definitions Child A son or daughter who is a biological child adopted child foster child step child a legal ward or a child an employee standing in loco parentis Community Service is Meeting with a teacher or administrator concerning the employee s child Attending any function sponsored by the school in which the employee s child is participating in part or supplement to the school s academic or artistic program Performing school approved volunteer work approved by a teacher school administrator or program administrator Performing a service for a community service organization Performing volunteer work for a public university that is approved by a university administrator or other authorized university official Performing volunteer work for a community college that is approved by a community college administrator or other authorized community college official Performing volunteer work for a State agency that is approved by the agency head or his her designee Community Service Organization A non profit non partisan community organization designated as an IRS code 501 c 3 agency or a human service organization licensed or accredited to serve citizens with special needs including children youth and the elderly School A public or private elementary middle or high school or a childcare program authorized to operate under the laws of the State of North Carolina Public University A constituent institution of the University of North Carolina Community College An educational institution that is a member of the North Carolina Community College System State Agency A State government agency that is authorized to operate under the laws of the State of North Carolina Tutoring Mentoring Option In lieu of the 24 hour award as noted above an employee may choose to tutor mentor a student in a school Leave under this option shall be used exclusively for tutoring or mentoring a student in accordance with established standards rules and guidelines for such arrangements as determined and documented by joint agreement with the employee s agency and the school The amount of community service leave for tutoring mentoring is one 1 hour of

    Original URL path: http://www.uncfsu.edu/hr/benefits/leave-administration/community-service-leave (2016-02-17)
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  • Holidays
    s Birthday Good Friday Memorial Day Independence Day Labor Day Veterans Day Thanksgiving Christmas The University prepares a holiday schedule on a calendar year basis and distributes it via e mail to all departments or offices to be posted where employees have access Due to the scheduling of the school term all holidays may not be observed on their respective calendar dates However the University s holiday schedule always gives the employee the same number of holidays as approved by the State of Personnel Commission When a scheduled holiday falls on Saturday or Sunday Monday is observed as a holiday unless a special schedule has been adopted Eligibility Full time or part time half time of more permanent probationary trainee and time limited employees are eligible for holidays Part time employees receive holidays on a pro rata basis Temporary intermittent part time less than half time and student employees are not eligible for paid holidays Eligibility Criteria An employee is eligible for a holiday when the employee is In pay status through the holiday or In pay status for one half or more of the workdays and holidays in the month when a short leave without pay is involved An

    Original URL path: http://www.uncfsu.edu/hr/benefits/leave-administration/holidays (2016-02-17)
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  • SICK LEAVE
    Evidence to support leave for adoption related purposes may be required Use of Leave Sick Leave may be used for Illness or injury Medical appointments To care for member of immediate family Death of an employee s immediate family member Temporary disability due to childbirth Adoption of a child limited to a maximum of 30 days for each parent Donations to a member of the immediate family who is an approved voluntary shared leave receipient Definition of Immediate Family Spouse Parent Mother Father Child Daughter Son Brother Sister Grand Great Dependents Husband Wife Biological Adoptive Step Loco Parentis In law Biological Adoptive Foster Step Legal Ward Loco Parentis In law Biological Adoptive Step Half In law Parent Child Step In law Living in the employee s household A person who is in the position or place of a parent Leave Charges Sick Leave is taken and reported in increments of 15 minutes Only scheduled work hours are charged in calculating the amount of sick leave taken Saturdays and or Sundays are charged only if they are scheduled workdays Sick leave is never considered as hours worked for the purpose of calculating overtime or overtime pay in a workweek Separation Unused sick leave shall not be paid in terminal leave Unused sick leave shall be deducted from final pay check if overdrawn Unused sick leave may be applied toward retirement if eligible to retire within five years Exception 1 If an employee is exhausting approved sick vacation leave for medical reasons and resigns or dies before returning to work the date separated shall be the date the employee resigns or dies 2 If an employee gives notice of a resignation and becomes ill the employee may exhaust sick vacation leave up until the date of the resignation The date separated will

    Original URL path: http://www.uncfsu.edu/hr/benefits/leave-administration/sick-leave (2016-02-17)
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  • Leave Without Pay
    or pay period with supervisor approval It shall not exceed six 6 months Employee Responsibility Apply in writing to his her supervisor for leave without pay Obligated to return to duty within or at the end of the time granted Failure to report at the expiration of a leave of absence unless an extension has been granted may be considered as a resignation Provide written notice of intention to return to work at least 30 days prior to the end of the leave If not provided the University is not required to provide reinstatement but my do so if feasible Notify the supervisor immedately when there is a decision not to return to work University Responsibility The decision to grant leave without pay is an administrative one Factors considered are workload need of the employee requesting leave need for filling employee s job chance of employee returning to duty and obligation of the University to reinstate employee to a position of like status and pay Use of Leave Without Pay Vacation but only after all accumulated vacation leave is exhausted Sick Leave but only after all accumulated sick leave is exhausted Extended Educational Leave accumulated vacation leave may be exhausted before going on LWOP or employee may choose to retain part of all accumulated leave until their return to service Worker s Compensation in accordance with worker s compensation option selected Military Leave refer to military leave policy Notification to Employee If it is necessary to fill a position vacant by leave without pay or if it is necessary to terminate an employee on leave without pay the position may be filled by a temporary or time limited permanent appointment provided the employee on leave without pay is notified of such action immediately Retention of Benefits An employee on leave

    Original URL path: http://www.uncfsu.edu/hr/benefits/leave-administration/leave-without-pay (2016-02-17)
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  • VACATION LEAVE
    17 hrs 20 mins 208 26 Uses of Leave Vacation leave may be used for vacation other periods of absence for personal reasons absences due to adverse weather conditions personal illness in lieu of sick leave illness in the immediate family time lost for late reporting however deductions should be made from the employee s pay where excessive tardiness or absenteeism occurs donations to an employee who is an approved voluntary shared leave recipient and to account for the hour that no work is performed when the time is changed from Eastern Standard Time to Daylight Savings Time This applies only to those employees scheduled to work during this interval Maximum Accumulation 240 Hours On December 31 any employee with more than 240 hours of accumulated vacation leave will convert the excess time to sick leave If the employee separate from the service payment for accumulated vacation leave may not exceed 240 hours If an employee has excess leave accumulation during the latter part of the year and is unable to take such leave because of staffing demands the employee shall receive no special consideration either in having vacation leave scheduled or in receiving any exception to the maximum accumulation allowed as of December 31 Leave Charges Vacation leave is taken and reported in 15 minute increments Only scheduled work hours are charged in calculating the amount of leave taken Saturdays Sundays and or holidays are charged only if they are scheduled workdays Vacation leave is never considered as hours worked for the purpose of calculating overtime work or overtime pay in a workweek Approval and Scheduling The scheduling of vacation leave must take departmental operating requirements into account The department head should designate the time s when taking leave will least interfere with efficient operation of the unit Approval is necessary before taking vacation Effect of Compensation and Benefits The use of Vacation Leave with pay has no effect on an employee s salary increase anniversary date or other employee benefits Separation of Employment An employee is paid in a lump sum for accumulated vacation leave not to exceed maximum of 240 hours when he she terminates State Service When separation is due to Accumulated Vacation Leave THEN the employee and the date separated is Resignation Dismissal Death shall be paid in a lump sum not to exceed 240 hours prorated for part time employees ceases to accumulate leave be entitled to take sick leave be entitled to holidays See 1 exception below the last day of work See 2 3 exceptions below Service retirement Early retirement or Reduction in force may be exhausted if the employee elects to do so accrues benefits while exhausting leave the last day of leave See example below 1 When the last day s of the month is a holiday and the employee is in pay status through the last available workday the employee shall also receive pay for the holiday s 2 If an employee is exhausting approved sick vacation leave for

    Original URL path: http://www.uncfsu.edu/hr/benefits/leave-administration/vacation-leave (2016-02-17)
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  • Voluntary Shared Leave
    rules and have a prolonged medical condition or a member of the employee s immediate family has a medical condition that requires the employee s absence for a prolonged period of time apply for or be nominated produce medical evidence to support the need for leave beyond the available accumulated leave and be approved to participate in the program Employee must have been out of work in excess of 20 or with established exception continuous workdays in order to apply for leave under the shared leave program Leave donated however may be used to cover absences from the first day Employee must exhaust all vacation or sick leave in their account to become eligible to use donated leave Non Qualifying Reasons Employees receiving benefits from the Disability Income Plan of North Carolina DIPNC are not eligible to participate Shared leave may be used during the required DIPNC waiting period and following the waiting period provided DIPNC benefits have not begun The policy will not ordinarily apply to short term or sporadic conditions or illnesses This would include such things as sporadic short term recurrences of chronic allergies or conditions short term absences due to contagious diseases or short term recurring medical or therapeutic treatment These examples are illustrative not all inclusive Each case will be examined and decided based on its conformity to policy intent and handled consistently and equitably Cannot be used for parental care of a newborn child absent a documented prolonged health condition Qualifications to Donate An employee donor must at the time of donation Be an active employee Be in a position that earns leave Have sufficient leave balances Approved Period Employees approved to participate in the program are limited to 1 040 hours pro rated for part time employees either continuously or if for the same condition on a recurring basis A continuation up to a maximum of 2 080 hours may be granted on a month to month basis if the employee would have otherwise been granted leave without pay Availability of Shared Leave Voluntary shared leave may begin after an employee has exhausted all available sick and vacation bonus leave While an employee is using voluntary shared leave the employee continues to earn leave when accounting for leave this vacation and sick leave should be used first Participation Requirements of Donors family member An employee of any agency public school or community college may contribute vacation bonus or sick leave to another immediate family member in any agency public school or community college This includes family members on leave without pay Participation Requirements of Donors non family member An employee may donate vacation bonus leave to another employee in any State agency An employee may donate vacation bonus leave to a co worker s immediate family who is an employee in a public school or community college The employee and co worker must be in the same agency This includes non family members on leave without pay An employee of a State agency

    Original URL path: http://www.uncfsu.edu/hr/benefits/leave-administration/voluntary-shared-leave (2016-02-17)
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  • HR Services
    Employee Clearance Process Personnel Records Personnel File Review Form Tutorials How do I complete the Position and Personnel Action Form Cancel a Position Change Funding Source of employee Employment Changes Establish a position Extra Duty Employment Hiring Adjunct Faculty and Continuing Faculty Hiring EHRA Employees Hiring Graduate Assistants Hiring Online Education Hiring SHRA Employees Hiring Student Employees Hiring Summer School Hiring Temporary Employees Leave of Absence Overload Payments Position Competency

    Original URL path: http://www.uncfsu.edu/hr/benefits/hr-services (2016-02-17)
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  • Employee Assistance Program - ComPsych
    Using EAP It costs employees nothing It s easy to access It s confidential It s available to employees and their families It provides practical solutions and referrals Services Provided by ComPsych Confidential Counseling Highly trained Master s and Doctorial level Clinicians who will listen to your concerns and refer you for in person one on one counseling Financial Information and Resources Phone consultation with a Certified Public Accountant and Financial Planners Legal Support and Resources Consultation with an attorney Refers to local attorneys for a fress 30 minute session and 25 reduction in legal fees Work Life Solutions The specialist will do the research for you and recommend qualified referralls to meet your needs in Child Elder care Relocation College planning Pet care GuidanceResources Online One stop for expert information on a variety of services Tutorials streaming videos and self assessmentss are available Resources On Campus Contact Kimberly Weston Moore HR Consultant Employee Relations Manager Barber Building Lower Level 910 672 1455 krweston01 uncfsu edu In Case of Emergency Please call 911 in case of an emergency If you are not sure what to do in a non medical emergency or need assistance call ComPsych at 866 465 8933

    Original URL path: http://www.uncfsu.edu/hr/employee-relations/employee-assistance-program (2016-02-17)
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