Sick leave allows an employee to recover from personal illness, injury, or disability that prevents performance of usual duties. Employees must enter leave weekly into the WolfTime Leave and Timekeeping system upon use for supervisors approval.
Eligibility for Sick Leave
Full-time and part-time permanent SHRA (Staff, Subject to the Human ResourcesAct) employees, persons in time-limited appointments, trainees, and probationary employees
Permanent EHRA (Exempt from the Human ResourcesAct) employees and Postdocs/House Officers who are .5 FTE or greater shall be subject to the same policies concerning sick leave as may be prescribed for employees subject to the State Personnel Act.
Permanent EHRA employees who are .50 FTE or greater and are employed on a 9, 10, 11 or 12 month Appointment and Postdocs/House Officers.
- EHRA positions that are not subject to the State Human Resources Act and are classified as:
- EHRA Professional
- Senior Academic Administrative Officer Tier-I (SAAO Tier-I), or
- Senior Academic Administrative Officer Tier-II (SAAO Tier-II).
Note: 9 month faculty do not earn sick leave. University students who receive stipends are not covered by this policy.
Faculty Employees Who Change from 12-Month to 9-Month Employment Status
Individuals exempt from the Personnel Act who change from 12-month to 9-month employment status within North Carolina State University shall continue to use and to account for their accumulated sick leave so that if such individuals have unused sick leave upon retirement, the unused portion may be counted in calculating creditable service pursuant to G.S. 135-4(e).
Sick Leave Accrual Rates
|Type of Appointment||Amount Granted|
|Full-time 8 hours/month Permanent, probationary, trainee, or time-limited||8 hours per month (96 hours per year)|
|Part-time (half time or more) Permanent, probationary, trainee, or time-limited||Prorated Percentage of full-time amount|
|Temporary, intermittent, or part-time (less than half-time)||None|
Sick Leave accumulates indefinitely.
Note: Vacation leave in excess of 240 hours (prorated for part-time employees) on December 31 of each year shall be converted to sick leave.
Advancement of Sick Leave
The appointing authority may advance sick leave not to exceed employee can accumulate during the current calendar year.
Using Sick Leave
Sick leave may be used for:
- Illness or injury,
- Medical appointments,
- Temporary disability due to childbirth,
- Care for member of immediate family (including care for mother during temporary disability)
- Death in immediate family (max of 5 days)
- Donations to a member of the immediate family and non-family members who are approved to receive voluntary shared leave.
Adoption of a child, limited to a maximum of 30 days for each parent (which is equivalent to a biological mother’s average period of disability)
Note: This is interpreted to mean at the time of physical possession of the child and have either adopted or are in the process of adoption.
All leave must be entered and tracked on the WolfTime Leave and Timekeeping System. Employees should enter leave immediately into the WolfTime Leave and Timekeeping system upon use for supervisors approval.
Leave Coordinators reconcile an employee’s leave as of 6/30 and 12/31 each year. The leave administrator also ensures that each employee (EHRA/SHRA) has a monthly breakdown report verified and signed by the employee and their supervisor as of 6/30 and 12/31. The monthly breakdown report is retained in the department.
Using Sick Leave for Family Members
Employees can donate sick leave to a member of their immediate family who is an approved Voluntary Shared Leave recipient.
To avoid abuse of sick leave privileges, a statement other acceptable proof may be required. Evidence to support leave for adoption-related purposes may be required.
Definition of Immediate Family
Spouse: Husband, Wife
Parent (Mother/Father): Biological, Adoptive, Step, Loco Parentis*, In-law
Child (Daughter/Son): Biological, Adoptive, Foster, Step, Legal Ward, Loco Parentis*, In-law
Brother/Sister: Biological, Adoptive, Step, Half, In-law
Grand/Great: Parent, Child, Step, In-law
Dependents: Living in the employee’s household
*A person who is in the position or place of a parent.
Note: If an employee does not have sufficient leave to cover a prolonged illness (of self or to care for a parent, child, spouse, or dependent living in the household who has a prolonged illness), the employee may qualify to receive Voluntary Shared Leave.
Guiding Policies and Other Resources
Office of State Human Resources
NC State University
- Employees Exempt From the State Human Resources Act (EHRA) Policy
- Sick Leave Policy for Faculty Employees Who Change from 12-Month to 9-Month Employment Status