In recognition and celebration of our diverse workforce, UNC Charlotte offers eight hours of Personal Observance Leave for eligible employees. This leave is designed for leave-earning employees to use on a day of significance, including days of cultural, religious or personal observation.
- Up to eight hours of paid leave are available to SHRA and EHRA non-faculty staff and leave earning faculty annually on a calendar year basis.
- The leave can be used for any single day of personal significance, which includes, but is not limited to, days of cultural or religious importance Leave must be used in one work shift. If an employee does not use this leave, it expires at the end of the calendar year.
- This leave is not paid out upon separation.
- If an employee moves from one institution to another, this leave will transfer. If an employee moves to a participating stage agency, this leave transfers with them. If this employee moves to a non-participating state agency, this leave will not transfer.
To be eligible for Personal Observance Leave, employees must work at lat least a half-time schedule. Permanent, probationary, and time-limited leave earning employees (including SHRA, EHRA non-faculty staff and leave earning faculty) are eligible. Temporary employees are not eligible to receive this leave.
Amount of Leave
Full-time employees will receive eight hours of leave each calendar year, and part-time employees will receive a prorated amount based on the number of hours worked compared to a full-time schedule.
Using Paid Observance
Leave Employees may use Paid Observance Leave for any single day of personal significance. This includes, but is not limited to, days of cultural or religious importance. The day used does not need to be from the employee’s own religious or cultural background.
Personal Observance Leave is available to SHRA and EHRA-non faculty staff and leave-earning faculty who are permanent, probationary, or time-limited, and either full-time or part-time with a schedule that is at least half-time. Temporary employees are not eligible for Personal Observance Leave. Part-time employees are not eligible for Personal Observance Leave if they work less than half-time.
Full-time employees will receive up to eight hours of Personal Observance Leave each calendar year. Part-time employees will receive a prorated amount based on their number of hours compared to a full-time schedule.
Employees may begin using Personal Observance Leave on June 10, 2022. Employees may begin requesting use of the leave immediately.
Personal Observance Leave may be used for any single work shift that falls on a day of personal significance; it is not for use across multiple shifts. This includes, but is not limited to, days of cultural or religious importance. Regardless of the employee’s religious or cultural background, any day that the employee identifies as significant for cultural, religious or personal reasons qualifies under the Executive Order and the Policy.
Yes. Employees are encouraged to recognize, learn about, or observe cultures and religions outside of their own while utilizing this leave.
Yes. Supervisor approval is required in advance of using this leave, but employees do not need to provide a reason for using this leave. As with other forms of leave, employees should request use of leave at least two weeks before the leave is needed unless such notice is impractical.
No. Employees do not need to explain or justify use of this leave.
Yes. The total amount of Personal Observance Leave allotted to an employee must be used on a single work shift.
The employee can take part of the shift off, or combine Personal Observance Leave with comp time or another form of leave to get the entire shift off.
No. This leave should not be used as a substitute for sick leave.
Employees may use Personal Observance Leave prior to exhausting any accumulated compensatory time.
Employees make a request as they normally would in Kronos. Generally, employees should request Personal Observance Leave at least two weeks before the leave is needed unless such notice is impractical.
Yes. This leave expires if not used by the end of the calendar year. It will not be carried into the next calendar year, has no cash value, and cannot be converted into retirement credit.
Yes. Employees will receive up to eight hours of Personal Observance Leave each calendar year.
It depends. If an employee moves from one Participating Agency to another Participating Agency within the calendar year, unused Personal Observance Leave will transfer to the employee’s new agency. If an employee moves from a Participating Agency to a Non-participating Agency, unused Personal Observance Leave will not transfer to the Non-participating Agency. If an employee moves from a Non-participating Agency to a Participating Agency, the employee will receive the Personal Observance Leave.
No. An employee’s request to use Personal Observance Leave should be treated as sincere and legitimate. Employees do not have to pick a day from their own religious or cultural background, nor do they have to identify with a particular religion or culture to use the leave.
Any request to use Personal Observance Leave should be treated as sincere and legitimate. This leave may be used by employees to observe or learn about days of significance to themselves or others, including days of cultural, religious, or personal importance. Managers and supervisors should not ask why an employee wants to use the leave or ask an employee to justify use of the leave.
Agencies should, to the greatest extent possible, allow employees to use the leave at the time requested. As such, supervisors are encouraged to accommodate employees who may want to recognize the same day for Personal Observance Leave. However, when necessary to avoid impact to agency services, supervisors may ask employees to take their leave on different days.
The Leave will be available to employees for use beginning no later than June 10, 2022. Given the timing of the announcement and its proximity to Juneteenth and PRIDE celebrations, agencies should, to the greatest extent possible, allow employees to use the leave at the time requested, even if at the initial announcement of this leave, an employee is not able to request use of leave two weeks in advance. However, agencies may require that the Personal Observance Leave be taken at a time other than the one requested, based on the needs of the agency.
Contact Benefits at Benefits@charlotte.edu.