…and supervisors will not have direct access to these confidential records. Time/Pay Entry The accrual policy and pay code “CD-19 Booster Incentive” has been created in TIM for the COVID-19 Booster Incentive Leave for all permanent, leave-earning employees. It will have eight (8) hours (prorated for part-time employees). This leave expires March 31, 2023. Only TIM Administrators have access to the “CD-19 Booster Incentive” pay code in TIM. The TIM…

…administrative leave by using their own accrued leave and/or other accrued paid time off. Employees will need to coordinate with their TIM Administrator for proper record keeping and reporting FFCRA hours for payment. The TIM Administrator will enter the FFCRA leave information on the employee’s timecard. Administrative leave can be entered into TIM as instructed above. For more information about FFCRA benefits, please go to hr.unc.edu/benefits/ff…

…d Parental Leave What is Paid Parental Leave? Paid Parental Leave (PPL) is paid time off from work for eligible employees to recuperate and bond with a newborn or a newly-placed child through adoption, foster care placement, or other legal placement. Why are there two different types of Paid Parental Leave (PPL)? The two types of Paid Parental Leave (PPL) cover different uses of the leave. The four weeks of Paid Parental Recuperation Leave is for…

…nstead, the overtime must be paid in the employee’s next paycheck. Payouts & Transfers Compensatory time off must be taken 12 months of the date on which it was accrued. If management is not able to schedule the compensatory time off within this time period, the liability must be paid to the employee no later than in the next pay cycle following the end of the 12 months. (See “Determining Time Worked” for a prioritized list of leave/paid time off…

…non-exempt employees. Additional information: Leave, Paid time off, Payout & Transfers Determining Hours Worked Timesheet Examples Definitions Paid Holiday – Paid time off, up to 8 hours (pro-rated for part-time employees) for hours not worked on a University holiday (as established on the University Holiday Schedule). Holiday Premium Pay – One-half the employee’s hourly rate times the number of hours required to work on a University holiday. Holi…

…l State service. Longevity: If eligible, the employee shall continue to be paid longevity payments during the period of reserve active duty. Leave: The employee shall continue to accumulate sick and vacation leave. If the employee does not return to State employment, vacation leave earned while on reserve active duty will be paid in accordance with the Vacation Leave Policy. Retirement: The employee shall receive retirement service credit for peri…

…e first two weeks of EFML or use other available accrued personal leave or paid time off. EFML may be used intermittently. Employees should discuss their proposed work schedules with their supervisor. EFML is an expansion of the benefits provided under the traditional Family and Medical leave Act (FMLA). EFML does not extend the total number of weeks of FMLA leave an eligible employee may use within a 12-month period. Employees who previously exha…

…ork is not feasible or productive, must use their accrued leave or accrued paid time off for hours not worked. Emergency Paid Sick Leave (EPSL) Q5. Which employees are eligible for the Emergency Paid Sick Leave (EPSL)? All types of University employees (full-time, part-time, and temporary) are eligible for the immediate use of the paid sick leave provided by the EPSLA for qualifying reasons. There is no length of service requirement for this benef…

…ee returns and completes a full year. If an employee goes on leave without pay, longevity shall not be paid until the employee returns and completes the full year. If, however, the employee should resign while on leave without pay, the prorated amount for which the employee is eligible is paid. Exceptions are as follows: An employee going on leave without pay due to short-term disability may be paid the prorated amount for which the employee is el…

…ee returns and completes a full year. If an employee goes on leave without pay, longevity shall not be paid until the employee returns and completes the full year. If, however, the employee should resign while on leave without pay, the pro rata amount for which the employee is eligible is paid. Exceptions are as follows: An employee going on leave without pay due to short-term disability may be paid the pro rata amount for which the employee is el…