Section VI: Salary, Leaves, and Benefits

Salary
Leaves
Benefits

Salary, Leaves, and Benefits

This section contains information relating to salaries, leaves, and benefits. By necessity much of the information is brief and general, particularly in the area of benefits. Faculty members are urged to consult the Office of the Provost or Human Resource Services for more information.

Salary

Pay Periods

Salaries for both nine-month and twelve-month full-time faculty are paid in twelve consecutive monthly installments. Part-time faculty members who are employed for the entire academic year are paid in eight installments beginning in September. Salary increase recommendations for twelve-month faculty normally become effective on July 1, and salary increase recommendations for nine-month faculty normally become effective on August 1. However, late action by the North Carolina General Assembly may delay action on payroll adjustments so that increases may not be reflected in paychecks until later. On occasion, the General Assembly may legislate that salary increases will take effect on dates other than those specified above.

Payroll checks are distributed the last workday of each month. The distribution is handled one of two days as requested by the department head: (1) Individuals will pick up their own payroll check or (2) a specified department representative will pick up all payroll checks for the department. Payroll checks are picked up in the Mossman Building. When the last day of a month falls on a non-workday, distribution of payroll checks is made on the last workday of the month. The General Statutes of North Carolina prohibit any advance payment of salaries.

Payroll Direct Deposit

Any University employee, except a student or temporary employee, employed on or after July 1, 1997, is required to have payroll direct deposit. The Direct Deposit Authorization Form with the required personal VOIDED check should be received in the Payroll Department by the 10^th of the month in order to be entered into the HRS payroll system for that month. The first month is for "Prenote," i.e., testing of the bank routing and account data, and the employee will receive a payroll check for that month. If all the bank data is correct, the employee's direct deposit will be in effect the second month.

Deductions

Certain deductions are applicable to all faculty members unless an exception is made by law or regulation. These deductions are federal and state income taxes, Social Security, and retirement. In addition, deductions may be made for the authorized purposes listed below. For additional information, contact the Payroll Department in the Office of Accounting Services.

N.C.G.S. 143-3.2 and other statutes limit payroll deductions to the following purposes:

All State-approved comprehensive health benefit plans (hospitalization);
Parking fees;
Dues for employee organizations (in compliance with G.S. 143-3.3);
Prepaid legal services;
Insurance companies (G.S. 58-194.3);
United States savings bonds;
State Employees' Credit Union (G.S. 143-3);
Rents, meals, etc. furnished by agency;
Any amounts due the State from any employee (G.S. 143-553);
Garnishment for taxes (county, city, state, federal);
Garnishment for hospital (if allowed by Statute);
Garnishment for ambulance service (county listing in G.S. 44-51.8);
North Carolina Deferred Compensation plan (G.S. 147-9.4);
Tax Sheltered Annuity (G.S. 147-9.3);
Court order (child support, bankruptcy, etc.);
North Carolina Employees' Combined Campaign (United Way and Allied Health Agencies); and,
Dependent Care.

Salaries

The initial salary for a faculty member is determined by the department head with the approval of the dean and the Provost and is influenced by the qualifications of the appointee, the availability of funds, and the market conditions in the specific field. The salary determination for EPA nonteaching personnel and Senior Academic and Administrative Officers follow the same procedure as outlined above.

Normally, the State Legislature allocates funds each year for the purpose of providing salary increases to eligible state employees. These funds are appropriated to the Board of Governors of The University of North Carolina, which in turn distributes these funds to each constituent institution in the form of a salary increase package. This salary adjustment package includes specific instructions for awarding increases, such as an across-the-board increment or a merit increment (including equity adjustments) or a combination of the two. Instructions may vary from year to year.

Once the increase policy is determined by the Board of Governors, General Administration sends instructions to the Chancellor. The Provost follows these instructions in administering the salary program through more specific policies for academic salary increases. Those administrators who report directly to the Provost are provided with the guidelines for administering the salary package.

Each unit receives an amount equal to a set percentage of the base salary budget for all ongoing EPA personnel. The dean, director, or associate provost typically uses a portion of the allocation in order to provide special assistance to departments with an unusual number of promotions or equity problems. The department head or director makes the recommendation of salary adjustments for each EPA employee upon review of annual evaluation material and consultation with the individual and possibly with senior colleagues involved in the annual review process. If a unit has unusual and justifiable demands in a single year, the Provost may provide a supplemental amount to that unit in order to handle line building, inequities, market pressures, and other special problems.

The initial recommendation is made at the unit level. Department heads make recommendations to the respective unit head (dean, director, or associate provost) concerning the allocations to individual EPA employees based on teaching, research, professional activities, service, promotion, and previous inequity. The unit head reviews the recommendations, discusses them with the department head, and forwards the salary recommendation package to the Provost. In turn, the Provost reviews the recommendations and may discuss any apparent problems with the unit head. In some instances, a modification may be made after consultation with the unit head and possibly the Provost, but no additional increments are added to a salary by the unit head or Provost. Department heads are expected to have a full and complete understanding of each faculty member's achievements and activities, inside the department as well as outside the department and the University.

Salary increases above a specified percentage increase must be approved by the President and the Board of Governors.

Summer School Compensation

Compensation for summer term instruction is in addition to the regular salary. For a three-credit hour course, faculty members are compensated upon a formula of one-twelfth of their base salary in the preceding year. The minimum salary for a full-time, nine-month faculty member teaching a three-credit-hour course is $2800, prorated for fewer or more credit hours taught. The salary for summer school teaching is paid at the end of each term. For more details contact the Director of Summer Session or refer to the "Summer Session Compensation Policy."

Pay-Outs for Retiring Faculty

Faculty members at UNCG receive their salary in twelve monthly installments paid through the end of their yearly contract period. Upon retirement, the University legally retains the right to continue to pay the contractual obligation on a monthly installment basis. It is the University's desire, however, to assist retiring faculty members in the transition from full-time service to the status of retirement by providing a lump-sum payment, when funds are available, to the faculty member at the end of the month in which employment responsibilities have been met. If the faculty member provides late notice of retirement, this lump-sum payment cannot be guaranteed because such a payment could compromise the academic unit's efforts to make full use of unencumbered faculty salary (1310) funds under the terms of budget flexibility.

Unit-level budget planning for the use of unencumbered 1310 funds makes it necessary for faculty members who are planning to retire in May, June, or July (and who wish to receive a lump-sum pay out of their salary) to notify the department head (or dean, in nondepartmentalized schools) of their plans by January 1. Department heads receiving such notice should promptly inform their respective deans. In following this procedure, consideration will be given to all such requests. Notice of a faculty member's planned retirement should be held in confidence by the department head and/or dean.

Those faculty members who do not provide sufficient notice (by January 1) of their intended retirement plans may receive the balance of their salary in multiple installments, possibly extending into the next fiscal year, because sufficient funds may not be available for a lump-sum pay out. In no case, however, will the final payment be received later than the end of the faculty member's annual pay cycle. (For most nine-month faculty members who were employed after 1972, this cycle is from August through July.)

Leaves

Faculty members on nine-month appointments do not earn vacation leave; however, provisions have been made for nine-month faculty to receive sick leave for extended illness, disability, or an immediate family member's extended illness. Faculty members on twelve-month appointments and other twelve-month EPA nonteaching personnel are eligible to earn both vacation leave and sick leave. Other types of leave for which both faculty and EPA nonteaching personnel are eligible include: civil leave, community service leave, family and medical leave, family illness leave, military leave, personal and educational/professional development leave, leave for political activities, research assignments, voluntary shared leave, and special annual bonus leave.

Vacation Leave

Twelve-month faculty, including librarians, and Employees Exempt from the Personnel Act (EPA nonfaculty employees) are eligible for vacation leave. In accordance with the "Policy on Employees Exempt from the State Personnel Act," twelve-month faculty, librarians and other EPA nonfaculty personnel earn twenty-four days of annual vacation leave. Senior administrative officers (Tier I) earn twenty-six days annually, in accordance with the provisions of Section II.E.2 of the policy for "Senior Academic and Administrative Officers" (Policy 300.1.1of The UNC Policy Manual). The maximum number of unused days of annual leave that may be accrued and carried forward from one year to the next shall be thirty days (240 hours). Annual leave in excess of thirty days will be automatically converted to sick leave at the end of the year. An employee who has accrued such unused annual leave as of the date of discontinuation of employment shall be paid for such unused annual leave, subject to the prescribed maximum of thirty days.

Sick Leave

Faculty members on nine-month appointments who experience an extended illness, disability, or a family member's extended illness may request paid leave in accordance with policy on "Extended Illness and Serious Disability for Faculty."

Sick leave for eligible twelve-month faculty and EPA nonteaching personnel is governed by state regulations on sick leave, which entitles employees to twelve days a year. Sick leave may be granted for illness or injury that prevents the performance of usual duties, death in the immediate family, medical appointments, and illness of a member of the immediate family. Sick leave may be used and reported in quarter-hour increments. Unused sick leave for twelve-month faculty and EPA nonfaculty employees may be accumulated and carried forward from year to year without limit. Employees may not be paid for any unused accumulated sick leave; however, employees may have their unused sick leave credited toward years of service upon retirement. Employees who return to nine-month faculty appointments and who have accumulated sick leave as an administrator may continue to carry their unused accumulated sick leave and have the unused sick leave credited toward years of service upon their retirement. Sick leave may not be counted toward eligibility for early retirement, disability retirement, or for a vested deferred allowance (1985, N.C. Senate, Bill 1-Appropriations, Section 193); however, employees may use their sick leave to complete 30 years of service regardless of age. Interpretation of the regulations and additional information concerning sick leave may be obtained from Human Resource Services.

Other Types of Leave

Civil Leave

The University provides civil leave with pay for all full-time and part-time employees while serving on a jury or when subpoenaed as a witness. If jury duty interferes with teaching and other obligations, faculty members should arrange to have jury duty postponed to summer or should make arrangements for classes and other duties.

Community Service Leave

Permanent EPA nonfaculty employees and faculty members are eligible for leave annually under this policy for: (a) child involvement and school volunteerism; (b) nonprofit organization volunteerism; (c) tutoring and mentoring in North Carolina schools; (d) blood and bone marrow donorship; (e) volunteer emergency and rescue services; or, (f) volunteer American Red Cross disaster service. For additional information, EPA nonfaculty refer to the "Community Service Leave Policy" and faculty refer to the "Faculty Community Service Leave Policy."

Family and Medical Leave

EPA employees are entitled to up to twelve weeks of unpaid leave in any twelve-month period for any of the following: (a) the birth and first-year care of a child; (b) the adoption or foster placement of a child in the employee's home and/or the first-year care of the child; (c) care of a spouse, child, or parent with a serious medical condition; or, (d) the serious medical condition of the employee. During this leave, the employee's pre-existing health insurance coverage is maintained. Once the leave period has concluded, the employee is entitled to be reinstated to the same or an equivalent position. Detailed information concerning the University's policy for implementing the Family and Medical Leave Act is available in Human Resource Services.

Family Illness Leave

In addition to the 12 weeks of leave per year provided by the Family and Medical Leave Act as outlined above, an employee is entitled to up to 52 weeks of leave without pay during a 5-year period in order to care for the employee's child, spouse, or parent, where that child, spouse, or parent has a serious health condition. The employee may choose to exhaust available sick and/or vacation leave, or any portion, or go on leave without pay. All approved periods of paid leave and periods of leave without pay count toward the 52 weeks. This leave is available to employees who qualify for Family and Medical Leave. The same provisions and procedures apply to this additional leave that apply to the 12 weeks except the following:

During this period of leave without pay, the employees must pay the health plan premiums if they choose to maintain coverage.
This period of leave shall be accounted for separate from the 12 weeks. It will not affect the method used to determine the 12-month period. The 5-year period will begin on the date that the employee uses the 52-week provision.

Detailed information concerning the policy for implementing the Family Illness Leave is available in Human Resource Services.

Military Leave

The State of North Carolina has adopted a military leave policy for full-time and part-time SPA employees that fully supports the nation's defense efforts and also promotes the safety and welfare of the State's citizens. The Board of Governors has extended the application of this SPA policy to EPA employees holding appointments other than faculty appointments. As a result of the coverage limitations within each policy, The Board of Governors has developed a separate military leave policy to cover faculty members. Please contact the Provost's Office for more information concerning military leave.

Personal and Educational/Professional Development Leaves

(Leave of Absence Without Pay)

Leaves of absence without pay may be arranged for faculty members for the purpose of advanced study, research, public service, or emergencies. Since these leaves may depend on whether the department or dean can make arrangements for the faculty member's classes and other duties, faculty members considering such a leave should notify the department head or dean immediately. Leaves of absence must be approved by the Chancellor upon recommendation of the Provost. For more information, contact the Office of the Provost.

In accordance with the policy for "Senior Academic and Administrative Officers" (Policy 300.1.1 of The UNC Policy Manual), senior administrative officers may request a leave of absence without pay, subject to the approval of the Board of Governors, President, or Chancellor, as applicable.

Retirement credit while on a leave of absence (for those faculty members participating in the State Retirement System) is limited to a lifetime maximum of four years, and the faculty member must return to active employment for a period of three years in order to receive retirement credit for the period of the leave. Faculty members who are considering a leave of absence should check with Human Resource Services about whether they will be eligible to continue their benefits during a leave of absence.

Leave of Absence for Political Activities

(Candidacy and Major Officeholding)

The policy for a leave of absence for political activities is set forth by a resolution of the Board of Governors and applies to all EPA employees. Any EPA employee considering candidacy for public office should review the complete set of policies on "Political Activities of University Employees."

Research Assignment

Under North Carolina law, the University does not offer sabbatical leaves; however, it does make available research assignments to enable faculty members to devote full time to scholarly research and study for a specified period - a semester at full pay or an academic year at half pay. (See "Research Assignments" in Section IV: Teaching, Research, and Service.)

A research assignment does not constitute a break in continuous service (i.e., a leave of absence) and in accordance with the University's "Regulations for Academic Freedom, Tenure and Due Process" (Section 3.F), the time period of a research assignment is considered as part of the probationary service unless the faculty member and the University agree to the contrary at the time application for research assignment is submitted. If a faculty member wishes the period of the research assignment not to be considered part of the probationary time period, such request must be approved in advance of granting the research assignment. The request should be addressed to the Chancellor and forwarded through the department head, dean, and the Provost.

Before accepting a research assignment, faculty members should check with Human Resource Services to determine the effect the research assignment might have on their benefits.

Voluntary Shared Leave

Permanent EPA nonfaculty employees and faculty members holding twelve-month appointments who have a prolonged medical condition and who have exhausted all available leave may apply for or be nominated to receive leave transferred from another employee. An employee may contribute vacation or sick leave to an immediate family member who is also employed by the University. A nonfamily member may contribute only vacation leave to another employee within the University. Certain other limitations apply. For additional information, refer to the policy on the "Voluntary Shared Leave Program."

Leaves and Their Impact on Benefits

Faculty members should check with Human Resource Services before a leave period to determine the effect of the leave on retirement, insurance programs, and other benefits.

Benefits

A number of benefits and services are available to EPA employees. Additional information concerning enrollment, interpretation, and further definition or changes in benefits or services may be obtained from Human Resource Services, unless otherwise noted.

Insurance

Group Health Insurance

Participation in the group health insurance program is optional. Eligible employees may elect coverage under the North Carolina Teachers' and State Employees' Comprehensive Major Medical Plan. The State annually reviews the amount of its contribution to the cost of the employee's plan. At the present time, the State pays the full cost of the coverage for the employee. Permanent part-time employees who work at least one-half-time are eligible to participate in the group health insurance program by paying the full cost of coverage (employee and employer costs). Both full-time and part-time eligible employees may obtain coverage for spouse and/or dependents by paying the full costs for coverage at group rates. Any premium deductions are made with before-tax dollars. Foreign faculty members on visas should consult Human Resource Services about eligibility to participate in the group health insurance plan.

If a faculty member terminates employment with the University, coverage may be continued for up to 18 months by paying the full costs for the coverage. After the eighteen-month continuation period, the member may convert to individual coverage. Faculty members retired or nearing retirement should check with Human Resource Services concerning the State's contributions to the health insurance program. A retired EPA employee may continue coverage on spouse or dependent children by paying the full costs at the group rate.

For complete information on the provisions of the health insurance plans, it is essential that the faculty member secure current information from Human Resource Services.

Group Dental Program

The dental program is an optional insurance program available to all faculty and eligible dependents of faculty who are eligible for coverage in the N.C. Teachers' and State Employees' Comprehensive Major Medical Plan. The plan is underwritten by Blue Cross and Blue Shield of North Carolina. EPA employees pay the full cost of the program through payroll deduction; the University makes no matching contribution.

Group Life Insurance Plan

All permanent, full-time, and part-time faculty members are eligible to participate in an optional group life insurance plan underwritten by Metropolitan Life Insurance Company. The cost is based on the faculty member's age and smoking status. Faculty members may apply for either Universal Life or Term Life Insurance in $10,000 increments, from $10,000 to $500,000. Term Life Insurance coverage, but not Universal Life Insurance coverage, may be purchased for dependents. For further information, contact Human Resource Services.

Death Benefit

Death and beneficiary benefits are determined by the retirement plan selected. Information is available in Human Resource Services.

Disability Salary Continuation Insurance

After one year of service, all permanent, full-time EPA employees who are enrolled in either TSERS or the Optional Retirement Plan (ORP) are automatically covered by the State Disability Salary Continuation Plan at no cost to the employee. EPA employees become eligible for short-term disability benefits if they become disabled after one year of service and after the disability has lasted ninety days. EPA employees become eligible for long-term disability benefits after five years of service. Optional supplemental disability programs are also available through TIAA-CREF and Liberty Mutual to cover gaps in the state's coverage. Enrollment in the optional programs is based upon your retirement program election.

Benefit provisions under TSERS and ORP vary. Current information is available from Human Resource Services.

Automobile and Homeowner's Insurance

Automobile and homeowner's insurance is available by payroll deduction to permanent EPA employees under an optional group contract. Information is available through Human Resource Services.

University Liability Insurance

At the direction of the Board of Governors, a commercial personal liability insurance policy has been obtained that extends certain additional protection above that provided by state law to all University personnel. The policy provides for the payment of judgments against individual faculty members except for the following actions: fraud or dishonesty; damages arising from bodily injury or property damage; false arrest, assault, and battery; malicious prosecution, defamation, wrongful entry, or eviction; and, health-care malpractice by licensed or certified professionals. A potential claim must be filed with the insuring company within 21 days of the date the University hears of it. The Chancellor's Office is responsible for providing notice of all potential claims falling under this policy.

Liability Insurance for State-Owned Vehicles

The University has insurance for the operation of a state-owned vehicle with The Travelers Insurance Company. Any University employee involved in an accident while in a state-owned vehicle should immediately contact the Motor Pool Office at the Campus Supply Store.

Defense of State Employees and Payment of Monetary Damages

Upon request of an employee, the State may provide for the defense of any civil or criminal action or proceeding brought against the employee in his or her official or individual capacity or both, on account of an act done or omission made in the scope and course of employment. Such representation is usually provided through the Office of the Attorney General; however, the employee's request for assistance may be declined by the Attorney General if in his or her judgment (1) the act or omission was not within the course and scope of employment; (2) the employee acted or failed to act because of actual fraud, corruption, or actual malice; (3) defense of the action by the State would create a conflict of interest between the State and the employee; and (4) defense of the employee would not be in the best interest of the State.

A final judgment assessing monetary damages against a State employee or an amount payable under a settlement of such a claim will be paid by the State up to the limits of the Tort Claims Act if the wrongful act or omission was made in the scope and course of employment. Any amount resulting from an act or omission made by the employee in his or her personal capacity and not in the course and scope of employment will be the responsibility of the employee.

State Tort Claims Act

The State of North Carolina can be sued for the negligence of its officers, employees, servants, and agents (General Statutes of North Carolina, Chapter 143, Article 31). Recovery under the Tort Claims Act is limited to $100,000 cumulatively to all claimants on account of injury to any one person, and cases are heard by the North Carolina Industrial Commission rather than the regular courts. The existence of this law means that if someone suffers bodily injury or property damage as a result of negligence by a state employee in the course of the employee's employment, the injured party can seek to recover up to $100,000 from the State.

Dependent and Health Care Flexible Spending Accounts

The Flexible Spending Accounts consist of the Dependent Care and Health Care Spending Accounts, the Pre-Tax Dental Plans, and the Discount Vision Program. The faculty member establishes a pool of pre-tax earnings that can be used to reimburse the faculty member for the costs of physical care of a dependent or unreimbursed health-care expenses. The program is available to all faculty members who are eligible to participate in the retirement program. Complete information and enrollment materials are available in Human Resource Services.

Eligibility to Participate in Benefit Plans for Permanent Employees Holding H-1 Visas

Effective January 1, 1992, a permanent employee designated at least 75% or more (or .75 FTE) who is in this country on an H-1 Temporary Worker Visa will be eligible for all University benefits except retirement. If such an employee has also demonstrated the "dual intent" of establishing permanent residency in the United States through the acknowledged support of his or her University department, he or she will become eligible for membership in the Teachers' and State Employees' Retirement System or the Optional Retirement Program (for those holding faculty rank and title or equivalent). Membership in the retirement plan is mandatory for those eligible employees; participation in the other benefit plans is optional.

In order to enroll the eligible employees, the department should immediately notify Human Resource Services according to the following procedures:

Permanent Employees with H-1 Visas The department head should notify Human Resource Services in the form of a brief statement signed by the department head indicating the name, title/rank, and social security number of the employee. This statement should be accompanied by a copy of the original hiring form [EPA Personnel Action Form (PD-7)].
Permanent Employees with H-1 Visas Who Have Established "Dual Intent" The department head should notify Human Resource Services in the form of a brief statement signed by the department head indicating the name, title, and social security number of the employee. Included in the statement should be an acknowledgment that the department has officially supported the employee's application for permanent residency in the United States. This statement should be accompanied by a copy of the original hiring form [EPA Personnel Action Form (PD-7)].

Human Resource Services will make the final determination of eligibility and will enroll the employees in the benefits program.

Employee Assistance Program

The State Employees' Assistance Program (EAP) has been eliminated due to fiscal constraints. Alternative resources are available.

Holidays

The schedule for administrative holidays (when University offices are closed) is prepared and issued by the Office for Business Affairs and is published as part of the University calendar. The State Personnel Commission fixes the number of paid holidays to be granted to employees subject to the Personnel Act (SPA). Because the University must meet demands imposed by the academic calendar, all holidays may not be observed on or near their respective calendar dates, but the number of days granted will be in accordance with the policy of the State Personnel Commission. The faculty is asked in making class assignments to be sensitive to requests by students to be free to attend religious observances on days other than scheduled holidays.

Retirement Plans

Participation in a retirement program is required for permanent faculty members employed at least three-quarter time for the academic year. Two retirement plans are available: Teachers' and State Employees' Retirement System (TSERS) and The Optional Retirement Program (ORP). Carriers of The Optional Retirement Program are Teachers' Insurance and Annuity Association of America - College Retirement Equities Fund (TIAA-CREF), Lincoln National Life Insurance Company, Variable Annuity Life Insurance Company (VALIC), and Fidelity Investments. All faculty members are eligible to select the TSERS plan. The TSERS plan is a defined benefit plan in which retirement income is based on a formula determined by the average final salary, age at retirement, and years of creditable service. The ORP is an optional retirement plan available to administrators or faculty members (including professional librarians) who hold the rank of instructor or above. The ORP is a defined contribution plan in which retirement income is determined by the faculty member and employer contributions and investment earnings during the years of employment.

Faculty members who have an option to elect one plan over the other should carefully review the plans, the benefits, and the differences because the decision made at employment is irrevocable. Each plan offers retirement benefits with options for payment, survivor benefits, and disability benefits.

From time to time, comparisons of the plans are prepared by various groups, including the Faculty Assembly, the Faculty Welfare and Professional Development Committee, etc. Copies of these reports are made available in the Faculty Governance Office.

Tax-Deferred Annuity Programs

Participation in tax-deferred annuity programs is optional. The University sponsors plans as a benefit that allows employees to save additional funds for retirement above and beyond any required retirement plan and social security. The faculty member enters into a salary reduction agreement with the University to save a specified amount. The University conveys the specified amount to a financial institution with which the faculty member has contracted to receive the funds. While a wide variety of financial institutions offer tax-deferred annuity agreements, the faculty member must choose a firm from a list of authorized carriers approved by the University. The financial advantage of tax-deferred annuity programs is that funds deposited are before-tax dollars, and accrued earnings on such deposits are tax free until both principal and earnings are withdrawn from the plan by the faculty member. While reducing salary will result in lower taxable income for the year and will reduce monthly take-home pay, deposits in a plan will not reduce gross compensation for the year that is used to calculate retirement benefits.

At present, the University offers three tax-deferred plans:

North Carolina Deferred Compensation Plan is an annuity program in which income is not taxed for state tax purposes either as it is contributed or as it is paid at retirement. Deferred Compensation is controlled by Internal Revenue Code Section 457 and is administered by Public Employees Benefits Services Corporation (PEBSCO).
The Supplemental Retirement Income Plan of North Carolina offers a tax-deferred investment program for retirement. Controlled by the provisions of Section 401(K) of the Internal Revenue Code, this plan is administered by Branch Banking and Trust.
Tax Sheltered Annuities are available from a variety of carriers. These plans are controlled by Section 403 (B) of the Internal Revenue Code. Each plan has unique investment options, withdrawal options, and benefit options.

Information about the tax-deferred annuity programs is available in Human Resource Services.

Social Security

A faculty member is required to make contributions to Social Security and is eligible for the benefits provided by the fund. Information about the percentage of earnings to be contributed up to maximum annual salary may be obtained from the Payroll Department. Foreign faculty members on temporary visas should check with the Payroll Department concerning Social Security payments that may be required of them.

State Employees' Credit Union

The State Employees' Credit Union is a member-owned financial institution organized to promote thrift among its members and to provide a source of credit at competitive rates for worthwhile purposes. The field of membership extends to those who are state employees; permanent public school employees; retirees from State employment or the public school system; employees in a county department of Health, Mental Health, Social Services, or Civil Defense; all members of the North Carolina National Guard; and the spouse, parents, or children of a current member.

Services provided include checking and savings accounts, money market accounts, IRA's, share term certificates, personal money orders, travelers' checks, loans (personal, automobile, and mortgage), Series EE Savings Bonds, wired transfers, free notary service, 24-hour teller machines, and funds for higher education through the College Foundation. Payroll deduction is provided for savings and loan accounts, and direct deposit of payroll checks is also available. Golden Circle, for retirees over 50, provides free checks, travelers' checks, money orders, and wire transfers. The Greensboro offices of the Credit Union are located at 1030 W. Market Street (telephone 379-8602), 720 Summit Avenue (telephone 273-7400), and 1201 New Garden Road (telephone 834-8080).

State-Owned Vehicles, Use of

State vehicles are available to faculty, staff, and students for state business and academic purposes (e.g., to attend professional meetings or conventions or to take field trips with students). A field trip is defined as a trip taken by a faculty member with a number of students as an extension of the classroom experience. State vehicles may not be used by faculty members or students in connection with student teaching or practica.

Faculty members make their requests for use of state vehicles through the department head or dean to the Motor Pool Office (Campus Supply Store Building). Because of the limited number of vehicles, it is important to file requests as far in advance as possible. Departments are billed at the current mileage rate for any use of a state vehicle. Further information concerning use of state vehicles is available from the Motor Pool Office.

The University's vehicle liability insurance policy provides coverage for use of a state vehicle - not a private vehicle - in the transaction of official and academic business; the provisions of the Workers' Compensation Act extend to the use of either State or private vehicles for such purposes. Approval authorization for travel is delegated to the traveler's supervisor. Drivers are required to follow all state vehicular laws. Citations for moving violations are the responsibility of the driver. Further information regarding travel policies and procedures is available from the Office of Accounting Services.

Workers' Compensation

All University employees are covered by the North Carolina Workers' Compensation Act, including full-time faculty, staff (EPA and SPA), senior administrative officers, part-time employees, temporary employees, and student employees. Any employee who suffers an accidental injury or contracts an occupational disease within the meaning of the Workers' Compensation Act is entitled to benefits provided by the Act.

Benefits provided include cost of all medical and surgical services necessary to effect a cure, i.e., hospital charges, physician and nursing fees, sick travel, prescription drugs, and prescribed rehabilitation. During temporary total disability, the injured employee is entitled to receive two-thirds of the average weekly earnings at the time of the accident, subject to a minimum and maximum. Death benefits are payable when a job-related injury or occupational disease results in the death of the employee.

The employee must notify his or her supervisor immediately in writing of a job-related injury or occupational disease. The supervisor should then notify Human Resource Services and the Office of Safety with appropriate paperwork. For information on how to file a claim under Workers' Compensation, please call the Workers' Compensation Administrator in Human Resource Services.

Page updated: Friday, March 10, 2006

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