State Health Plan Update
UNC Asheville’s Office of Human Resources continues to monitor preliminary information on the North Carolina State Health Plan “Clear Pricing” provider and reimbursement approach. While this information is not yet final, any changes to health care provider options will not go into effect until January 1, 2020. UNC Asheville and the UNC System Office continue to monitor the developments closely and will communicate information as we know more.
We are hopeful that an agreement will be reached so our faculty, staff, and students can continue to have affordable access to health care with their established providers. HR will continue to send out updates as more information becomes available. If you have any questions, please contact the Office of Human Resources at 251-6605. Additional information can be found at https://www.shpnc.org/state-health-plan-clear-pricing-project.
Special Annual Bonus Leave (SPL2) – Legislative Change
In late January, the UNC System Office sent all system institutions a technical correction from the North Carolina General Assembly (Senate Bill 469) regarding the Special Annual Bonus Leave that the legislature provided in Fall 2018.
- Initially, using the Special Annual Bonus Leave (SPL2) reduced the amount of accrued vacation leave over the 240-hour cap* that converts to sick leave at the end of the calendar year.
- Now, after the legislative change, for those who had their sick leave rollover reduced by the number of SPL2 hours taken, those hours were restored in January as SPL2. In other words, leave balances were adjusted during the year-end rollover so that, in effect, it is as if the employee had used vacation leave in the first place.
*The cap is pro-rated for part-time employees and employees with appointments of less than 12 months per year.
A full-time employee used 40 hours of SPL2 in Fall 2018, and had a vacation leave balance of 280 hours on December 31, 2018. Using 40 hours of SPL2 reduced the number of hours that rolled to sick leave at year-end from 40 to 0. However, with the recent legislative change, the 40 hours were restored to the employee’s SPL2 account.
|Leave Type||Balance on 12/31/18||Initial Process (before legislative change) - Balance on January 1||New Process (after legislative change) - Balance on January 1|
|Vacation||280 hours||240 hours||240 hours|
|Sick||100 hours||100 hours||100 hours|
|2018 Special Annual Bonus Leave (SPL2)||0 (used 40 hours)||0 hours||40 hours|
A full-time employee used 32 hours of SPL2 in Fall 2018, and had a vacation balance of 300 hours on December 31, 2018. In this scenario, using 32 hours of SPL2 reduced the number of hours that rolled to sick leave at year-end from 60 to 28 hours. However, with the recent legislative change, the 32 hours were restored to the employee’s SPL2 account.
|Leave Type||Balance on 12/31/2018||Initial Process (before legislative change) - Balance on January 1||New Process (after legislative change) - Balance on January 1|
|Vacation||300 hours||240 hours||240 hours|
|Sick||100 hours||128 hours||128 hours|
|2018 Special Annual Bonus Leave (SPL2)||8 (used 32 hours)||8 hours||40 hours|
A full-time employee used 40 hours of SPL2 in Fall 2018, and had a vacation balance of 256 hours on December 31, 2018. In this scenario, using SPL2 reduced the number of hours that rolled to sick leave at year-end from 16 to 0. However, with the recent legislative change, 16 hours were restored to the SPL2 leave account.
|Leave Type||Balance on 12/31/2018||Intial Process (before legislative change) - Balance on January 1||New Process (after legislative change) - Balance on January 1|
|Vacation||256 hours||240 hours||240 hours|
|Sick||100 hours||100 hours||100 hours|
|2018 Special Annual Bonus Leave (SPL2)||0 (used 40 hours)||0 hours||16 hours|
Employee Tip: If you anticipate ending a calendar year with more than 240 hours of vacation leave, you may prefer to save your SPL2 for another year when you would not have vacation leave rolling into sick leave at year-end. The SPL2 balance will rollover each year (i.e. does not expire if not used), but cannot be paid out upon separation or retirement.
We understand that this information may be confusing. If you have any questions about the policy or the technical change, please don’t hesitate to contact Christy Williams, Associate Director of Human Resources, at 232-5116.
For questions about your leave balances, please contact Gabriel Ciampi, Payroll Data Administrator, at 250-2352.
Drug-Free Schools and Campuses - Annual Notification
UNC Asheville's annual notification of compliance with the Drug-Free Schools and Campuses Regulations is now available. The notice includes important alcohol and drug related policy information, as well as programs, resources, education, intervention and treatment opportunities related to the use of these substances.
Employees should be familiar with the regulations in the annual notification of Drug-Free School and Colleges Act and the related university policies on drugs and alcohol:
- Drug-Free Schools & Campuses – UNC Asheville Annual Notification 2018
- Illegal Drugs Policy
- Alcoholic Beverage Policy
The University's Faculty and Staff Assistance Program (FSAP), administered by Humana, provides professional, confidential counseling and referral resources for employees and their family members who find themselves dealing with alcohol or drug problems. For free and confidential assistance, call 1-866-440-6556 or visit Humana’s website (Username: uncasheville, Password: uncaeap).
For questions, please contact:
- Kim Fisher, Benefits and Employee Relations Manager, at 350-4589 or firstname.lastname@example.org, or
- Christy Williams, Associate Director of Human Resources, at 232-5116 or email@example.com
Educational Assistance Programs
Tuition Waiver Program
UNC Asheville offers tuition waivers for up to 3 classes each academic year for employees in permanent positions with appointments of at least 30 hours per week and 9 months per year. These classes must be taken at a university within the UNC System. The deadline for submitting tuition waiver applications for classes to be taken at UNC Asheville the spring is January 18, 2019 at 5pm.
For program guidelines and the application form, please click here.
The Academic Assistance Program may provide a reimbursement to help cover the cost for tuition, fees and books for SHRA and EHRA full-time and part-time (half time or more) staff in permanent positions, contingent upon available funding. Probationary employees are also eligible after satisfactory performance for at least six months.
Centralized funding has not been identified for 2018/2019. If departmental funding is available, departments may offer academic assistance of up to $300 for up to three courses per academic year. Eligible employees should consult with their supervisor on the availability of departmental funds. The deadline for submitting academic assistance applications the Spring is January 18, and applications must be approved by Human Resources.
For Academic Assistance Program guidelines, application form, and reimbursement form, please click here.
For questions about the Academic Assistance Program, please contact Debra Liles at 251-6606 or firstname.lastname@example.org.
Student Employee to Temporary Employee Transition
Do you have a Student Employee that is graduating this semester? If you are interested in having them continue to work in a temporary capacity, Human Resources can help!
Scenario 1: If you would like to continue your student’s temporary employment for 3 months, or less, the transition is easy!
1. Contact Karla Piccirillo at 828.250.2358 or email@example.com to start a Background Check
2. Complete a Temporary Employment Authorization (TEA)
3. Once you have been notified of acceptable Background Check results and a completed TEA has been received by Human Resources, have your Student Employee visit HR to complete their Temporary Employment paperwork. That’s it!
Scenario 2: If you plan for your Student Employee to continue working in a temporary position for more than 3 months, there are additional steps to take before making the transition to a Temporary Employee.
To comply with Affirmative Action regulations, the Office of Human Resources is required to post all temporary vacant positions; however, we do have a process when the hiring department wishes to request an exception and do a direct appointment. To get this process started, provide justification for not posting this position by fully answering the questions below:
- Does this person possess a unique skill set that would not be found in other candidates without significant training and development? If so, be specific about what those skills are.
- Please detail and justify the start date and length of the position.
- Will this person work an average of 30 hours/week? If so, have you considered the budget in order to pay for their ACA benefits, should they qualify?
- Please provide the person's resume, if possible.
Your responses will be forwarded to Karla Piccirillo, Employment and Affirmative Action Manager, for review. If the posting exemption request is approved, you can move forward with the steps listed in Scenario 1.
Invitation to Self-Identify
UNC Asheville is required to maintain records and submit reports regarding nondiscrimination and affirmative action in accordance with the Americans with Disabilities Act, and Sections 503 and 504 of the Rehabilitation Act of 1973 (as amended).
UNC Asheville invites employees and applicants to self-identify their status as an individual with a disability. The submission of this information is voluntary and refusal to provide it will not subject applicants or employees to adverse treatment. Any information obtained will be kept confidential and may only be used in accordance with federal, state, and local regulations.
Employees and applicants may self-identify their disability status at any time. Employees should submit this information through the Banner Self Service. Instructions to self-identify can be found here. UNC Asheville takes affirmative action to employ all persons regardless of their status as qualified individuals with disabilities, and to base all employment decisions only on valid job requirements. The university’s policies apply to all employment actions, including but not limited to recruitment, hiring, transfer, promotion, demotion, reduction in force, termination, and compensation.
If you would like to request a reasonable accommodation, please contact Karla Piccirillo, Employment and Affirmative Action Manager, 828.250.2358.