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EHRA Non-Faculty Leave Policies

Below are summaries related to the various types of leave that are accessible to EHRA Non-Faculty employees at UNC-Chapel Hill. Click on “Go to Policy” to read full policy statements.

The University of North Carolina must assure the delivery of critical services to its students, clients, customers, patients, and the general public during a variety of adverse weather and emergency events, and facilitate an orderly transition to more limited operations if conditions make that necessary. Recognizing the varied geographic locations and diversity of University facilities, this policy establishes broad guidelines for how operations may be affected during emergencies and establishes work expectations for employees.
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These policies summarize annual leave, sick leave, and holiday leave guidelines for EHRA non-faculty employees. These guidelines are governed by the following EHRA Non-Faculty Employment Policies: SAAO-I Policies and SAAO-II & IRIT Policies.

For information on payout or transfer of EHRA non-faculty leave in the event of termination, change of position or transfer to/from another State agency or UNC campus, see EHRA Non-Faculty Leave Transfer or Payout.

SHRA full-time employees (permanent, probationary, trainee or time-limited) shall receive bonus leave at the rates indicated if employed on the dates indicated. EHRA permanent employees who earn leave are eligible for bonus leave if employed on the dates indicated.
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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.
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This policy summarizes guidelines for payout or transfer of leave balances for EHRA non-faculty positions when terminating employment, changing positions at UNC-Chapel Hill or in moving to or from UNC-Chapel Hill to another State agency or campus of the UNC System.
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The Family & Medical Leave Act provides for twelve (12) work weeks of unpaid leave in any 12-month period for an eligible employee to use for the birth or adoption of a child, his/her own serious health condition or the serious health condition of a family member as described herein.
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Military Caregiver Leave allows up to 26 weeks of leave in a single 12-month period to be granted to an eligible employee to provide care to an injured covered service member who is the eligible employee’s spouse, son, daughter, parent, or eligible ‘next of kin’.
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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.
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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.
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The purpose of this policy is to outline provisions covering the following human resource areas in case of a communicable disease or other serious public health threat that is declared by the public health officials to be a public health emergency, including: designation of mandatory employees; compensation for mandatory employees; accounting for absences; and emergency furlough provisions.
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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.
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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.