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University Alert

North Carolina Central University will transition to Condition 2 (Suspended Operations) of the Adverse Weather and Emergency Event Policy effective through 5 p.m. on Wednesday, Jan. 22. The university is closely monitoring conditions on and around campus, as well as potential impacts from Duke Energy and other service providers. If necessary, Condition 2 may be extended.

Campus Operations Updates

Benefits and HR Services

North Carolina Central University, through the State of North Carolina, offers an array of comprehensive and competitive benefits options. The Benefits and HR Services department in the Office of Human Resources is accountable for the design, delivery, and administration of valuable benefits and resources while providing optimum customer service, engaging communications, and program information and education to ensure our employees are well-informed in their benefits decision-making.

UNC New Hire Benefits Presentation

As a new or returning State employee, you are privileged to enjoy one of the most comprehensive and competitive benefits packages offered in the employment arena today. Take time, as soon as possible, to review this excellent benefits overview developed by the UNC-System Office.

Benefits Overview

NCCU New Hire Employee Benefits

NCCU full-time employees are offered an array of benefits (life insurance, cancer insurance, dental insurance, etc.). Employees have 30 days from their initial date of hire to enroll in the available benefits they desire. If enrollment does not occur within 30 days, they will become ineligible for these benefits and must wait for open enrollment the next year for eligibility to enroll. New hire eligibility is the only opportunity to enroll in certain benefits without completing evidence of insurability information.

Employees hired previously by NCCU (or any UNC System employer) are members of either the ORP system or TSERS retirement system. A rehired employee must elect the same retirement plan they were previously enrolled in, as long as funds are still available in the plan. If a person is a first-time new hire electing their initial retirement program, they have 60 days to enroll in either the ORP system or TSERS. Payroll deductions will be taken retroactively for any period the new-hire employee was covered but retirement was not deducted from their pay.

Qualifying Life Events

Do you need to change/update your beneficiaries? Do you need to update your address? Do you need to update a will?

There may be qualifying life events that occur outside the normal eligibility and annual enrollment windows that require employees to add or drop coverage for themselves and/or their eligible dependents. Qualified life events permit members to make designated changes within 30 days of a qualifying event. The employee is required to provide essential documentation and also produce dependent verification for each dependent added, during a qualifying life event.

Qualified life events include, but are not limited to, the following:

  • Adoption (or placement of adoption) of a child
  • Birth of a child
  • Change in employment status (i.e., changing from full-time to part-time)
  • Change in spouse’s employment, impacting benefits eligibility
  • Death (yours or that of a covered dependent)
  • Dependent (yours) reaches age 26
  • Divorce
  • Legal separation
  • Marriage
  • Reference Family Medical Leave Act under leave administration
  • An unpaid leave of absence for you or your legal spouse

For example, the birth of a child is an eligibility instance that prompts the addition of the new child to the employee’s health insurance plan. This is an action that is required right away, rather than waiting for the return of open enrollment. This would be accomplished using the qualifying life event option through our portal or completing the hyperlinked form provided above.

State Health Plan Required Documentation for Qualifying Life Events and Depende…

Insurance Plans

North Carolina State Health Plan

The mission of the State Health Plan for Teachers and State Employees is “to improve the health and health care of North Carolina teachers, state employees, retirees, and their dependents in a financially sustainable manner, thereby serving as a model to the people of North Carolina for improving their health and well-being.”

The Plan is self-insured and exempt as a government-sponsored program and offers two PPO options, the 70/30 and 80/20 plans for active and non-Medicare members. The plan offers a high-deductible health plan for those deemed eligible by their employing agency and offers temporary same plan coverage with COBRA for members who may lose coverage.

Search and review the informative plan websites provided below, by clicking each hyperlinked title, to determine the best options for you and your eligible dependents.

70/30

The 70/30 plan is a PPO plan that offers an emphasis on preventative health, lower out-of-pocket costs, and freedom of choice of in-network providers.

80/20

The 80/20 a PPO plan that offers an emphasis on preventative health, lower out-of-pocket costs, and freedom of choice of in-network providers. Members also have the option of lowering their monthly premium by completing a wellness activity.

HDHP

The high-deductible health plan (HDHP) is an Affordable Care Act (ACA) in-network provider of preventative services that are covered at 100%.

COBRA

COBRA allows certain employees and their eligible dependents to temporarily continue same-plan group coverage.

BlueConnect

Are you looking for an in-network provider? Do you want to view claims? Do you need to request an ID card for the 80/20 or 70/30 plan? If so, please visit BlueConnect.

CVS Caremark

Learn about our plan’s preferred prescription drugs, locate a pharmacy that is within network or file a claim for prescription drugs. You can call CVS Caremark at 888-321-3124.

NCFLEX State Insurance Plans

NCFlex State Insurance Plans provide a variety of pre-tax plans to meet the needs of state employees and their families. For eligibility, employees must work 20 hours or more per week in a permanent, probationary, or time-limited position. All plan deductions are withdrawn from your pay on a pre-tax basis, which lowers your taxable income and saves you money.

The COVID-19 Pandemic and You

OHR COVID Contacts

COVID Notification/Guidance
Positive Test Results for an Employee/Household Member
919-530-3219

COVID Leave Questions Primary Contact (unable to work on-site or telework)
Sandra Bailey
919-530-6108 (preferably, email [email protected])

COVID Accommodation Questions
Maggy Sivansay
919-530-5144 or [email protected]

COVID Leave Questions Backup Contact
Connie Boone
919-530-5147 (preferably, email [email protected])

Guidelines for Returning to Campus

Retirement and Supplemental Retirement Plans

 

 

Employees hired into a retirement eligible position (30+ hours for a permanent full-time position) are required to enroll in one of the retirement systems below. Employees have 60 days to decide which system they elect or they will be defaulted to the TSERS system. Once a program choice is designated, it is a lifetime irrevocable decision.

Information to assist you in determining the best retirement choice is available. For appointments regarding retirement and supplemental retirement plans, please contact one of our Benefits and Services representatives:

Dion Brinson

HR Consultant

[email protected]

919-530-6253

Sandra Bailey

HR Consultant

[email protected]

919-530-6108

Connie Boone

Benefits and HR Services Manager

[email protected]

919-530-5147

 

 

 

Our retirement system has great mandatory plans, but we also have an even better selection of supplemental options to ensure your retirement years are all you dreamed they would be! Research each plan and make sound decisions regarding your investment so that you can truly enjoy your retirement years. Counselors are provided to assist you in preparing financially for retirement. They visit the University frequently to host one-on-one sessions with employees without charging fees for their services. You are encouraged to seize every opportunity possible to learn more about your retirement. Fidelity, TIAA and Captrust are only a few of the counselor agencies that schedule regular visits on campus.

NC Total Retirement Plans NC 401(k), NC 457, and NC 403(b) are supplemental plans. Under these plans, you choose your contribution rate and your investments. The benefit you receive at retirement is based on your contribution and the investment performance of the plan you choose.

UNC 403(b) Program

UNC System

UNC 457 Plan

UNC System

State 401(k) and 457

State of North Carolina

 

Affordable Care Act Employee Eligibility

The following Affordable Care Act (ACA) compliance requirements were effective January 1, 2015, and still require compliance when hiring employees at North Carolina Central University:

  • Any employee working 30 hours or more per week over three months must be offered employer-provided health insurance. The offer may be extended after the employee has worked three months or sooner.
  • NCCU is required to consider all employees who are compensated by the University, including temporary employees, student employees, graduate students, non-tenure track faculty, and lecturers. Per the ACA, they are now eligible for employer-provided health insurance through the State Health Plan or the State’s ACA HDHP health plan.
  • Be reminded that it is essential the correct FTE (full-time equivalency) job data and length of appointment are recorded in the HR system. The OHR Benefits and Services department will also be monitoring to identify eligible employees.
  • Temporary or student workers who are hired/rehired after January 1, 2015, are registered in the HR System and will work 30 or more hours per week for 3 months or more must be offered the chance to enroll in the ACA health plan within their first 30 days of employment per the Affordable Care Act (ACA) law. Those who work less than 30 hours per week initially but later begin to average over 30 hours will be identified by an eligibility query that looks back over the last 12 months.
  • Legislation was enacted by the General Assembly that if a rehired retiree becomes eligible under the Affordable Care Act for the ACA High-Deductible Health Plan, they must then terminate their retiree health coverage. HR Benefits and Services recommends that rehired retirees work no more than 29 hours/week.

Your 2021 ACA High-Deductible Health Plan (HDHP) enrollment guide is available at the following hyperlink: High Deductible Health Plan Enrollment Guide.

Monthly premium rates including costs for the employer/department cost (direct cost to the department) and for the temporary employee cost (billed by the plan on a monthly basis. For dependent costs, this is paid by employee) may be found via the following hyperlink: Non-Medicare Primary For Subscriber And Dependent(s) Monthly Premium Rates

For additional information regarding this health plan, please contact Connie Boone, Benefits and Services Manager, at 919-530-5147 or [email protected].

Leave Administration

North Carolina Central University offers generous leave options in support of work-life balance for employees. University management recognizes that the effective operation and productivity of our campus workforce have a direct correlation with the health, happiness, and overall well-being of employees.

For questions, guidance or assistance regarding components of employee leave administration, contact Sandra Bailey, HR Consultant, at [email protected] or 919-530-6108.

Following are the North Carolina Central University, Office of State Human Resources, and UNC System Office policies that constitute leave governance for the University.

Vacation and Sick Accruals

For questions regarding leave accruals, feel free to contact Sandra Bailey, HR Consultant, for guidance and assistance.

Timesheets/Leave Report Rejection Codes

Leave reports and timesheets are submitted based on their processing schedule/calendar. When either is submitted and is reviewed by the HR leave consultant, there is a possibility it may be rejected back to the submitting employee if errors/issues are found.

Employees should submit timesheets every two weeks to their supervisor. Their supervisor reviews, approves, and forwards the device to the leave consultant. These should always include hours worked, leave taken and any other circumstances that apply (such as on-call, shift, emergency hours worked, etc.). Common timesheet mistakes for this category of employees are as follows:

  • Paid Holiday is required for all paid holidays.
  • Holiday Worked: Only SHRA are eligible for holiday premium pay.
  • Civil Leave is only for approved jury duty, subpoena or summons to court, and it requires proper paperwork.
  • Other Leave Taken cannot be used without HR approval.
  • Paid COVID Leave: Only those authorized can use this code.
  • LWOP: Only those on furlough can use this code.
  • Callback without On-Call Hours: You must have on-call hours in order to have a callback. (Shift pay is not eligible)
  • Shift Pay: not recorded
  • Short Hours: You must account for your regular schedule. If you do not work, then you must take leave.
  • Over Hours: You have too many hours recorded as regular hours worked that should be entered as extra
  • Other: For everything else.

Employee leave reports are due on the last working day of the month and then approved by their managers. Common leave report mistakes for this category of employees are as follows:

  • Leave Report Certification: This is often recorded instead of vacation.
  • Paid Holiday is required for all paid holidays.
  • Holiday Worked: Only SHRA are eligible for holiday premium pay.
  • Civil Leave is only for approved jury duty, subpoena or summons to court, and it requires proper paperwork.
  • Other Leave Taken cannot be used without HR approval.
  • Paid Parental Leave: Precise handling is required.
  • COVID Leave: only those authorized can use this code.
  • LWOP: Only those on furlough can use this code.
  • Other: For everything else.

Leave reports are due on the last working day of the month and then approved by their managers. Only leave taken and holidays should be listed for this type of leave report. Common leave report mistakes for this category of employees are as follows:

  • Paid Holiday is required for all paid holidays.
  • Holiday Worked: Only SHRA are eligible for holiday premium pay.
  • Civil Leave is only for approved jury duty, subpoena or summons to court, and it requires proper paperwork.
  • Other Leave Taken cannot be used without HR approval.
  • Paid Parental Leave: Precise handling is required.
  • COVID Leave: Only those authorized can use this code.
  • LWOP: Only those on furlough can use this code.
  • Call back without On-Call Hours: You must have on-call hours in order to have a callback.
  • Shift Pay: Not eligible.
  • Short Hours: You must account for your regular schedule. If you do not work, then you must take leave.
  • Over Hours: You have too many hours recorded as regular hours worked that should be entered as extra
  • Other: For everything else.

Family and Medical Leave Act

United States Department of Labor Wage and Hourly Division FMLA Website

The DOL has developed optional-use forms which can be used by employers to provide required notices to employees, and by employees to provide certification of their need for leave for an FMLA qualifying reason. We use the DOL’s forms which provide the basic notice information requirements and certification information.

Notice Forms

Employers covered by the FMLA are obligated to provide their employees with certain critical notices about the FMLA so that both the employees and the employer have a shared understanding of the terms of the FMLA leave. For more information on satisfying the FMLA’s employer notification requirements, see WHD Fact Sheet # 28D: Employer Notification Requirements under the Family and Medical Leave Act.

Employers can use the following forms to provide the notices required under the FMLA:

  • General Notice, the FMLA poster – satisfies the requirement that every covered employer display or post an informative general notice about the FMLA. This notice can also be used by employers with eligible employees to satisfy their obligation also to provide FMLA general notice to employees in written leave guidance (e.g., handbook) or individually upon hire.
  • Eligibility Notice, form WH-381 – informs the employee of his or her eligibility for FMLA leave or at least one reason why the employee is not eligible.
  • Rights and Responsibilities Notice, form WH-381 (combined with the Eligibility Notice) – informs the employee of the specific expectations and obligations associated with the FMLA leave request and the consequences of failure to meet those obligations.
  • Designation Notice, form WH-382 – informs the employee whether the FMLA leave request is approved; also informs the employee of the amount of leave that is designated and counted against the employee’s FMLA entitlement. We may also use this form to inform the employee that the certification is incomplete or insufficient and additional information is needed.

Certification Forms

Certification is an optional tool provided by the FMLA for employers to use to request information to support certain FMLA-qualifying reasons for leave. An employee may use official documentation issued by the military.

Please do not send any completed certification forms to the U.S. Department of Labor, Wage and Hour Division. Return completed certifications to the employee to provide to his or her employer.

There are five DOL FMLA certification forms that we use.

Certification of Healthcare Provider for a Serious Health Condition

Certification of Military Family Leave

NCCU Permanent and Temporary (Non-Student) Employee Separations

 

 

  • View Notice of Employee Separation Form 50.
  • Complete the Notice of Employee Separation Form 50.
    • Notice: The employee must be present on the last day of work.
    • It is expected that all employees give a minimum of a two-week notice (excluding holidays or scheduled leave) prior to leaving employment.
    • If this is not possible due to circumstances, please provide a reason under "Additional Comments" on the separation form.
    • All leave-earning employees must complete their timesheets in Banner SSB through the day of separation.
    • All leave-earning employees must ensure all leave reports are submitted and approved in Banner SSB through the day of separation. Any delays in either of these items may delay final payouts to the employee.
  • View your current benefits and pay information.
    • o Prior to separation: Log into myEOL using your current password.
  • Keep your address up to date. It is used for your W2 and 1095-C forms (ACA verification of coverage)
  • Return your parking pass.
  • Return all keys assigned to the lock shop before leaving the University.
  • Return any other NCCU equipment or property to your supervisor or appropriate department.

 

 

  • Instruct employees to complete the Form 50 (includes option to submit a letter of resignation).
  • You may also complete this form on behalf of the employee.
  • Send a letter accepting the employee’s resignation.

 

 

Employee

  • Consult with your supervisor for instruction.
  • Do not use the Employee Separation Form.

Supervisor

  • Inform a leave specialist of the change in position status.

 

 

Awards and Perks

 

 

Governor’s Awards for Excellence

This prestigious award is the highest award given to state employees. Each year, a committee honors a handful of state employees for their dedication and exceptional service.

NCCU Service Awards

The NCCU Service Awards recognizes employees when they achieve career status, again at five years, and thereafter in five-year increments. Service awards recognize state employees’ total state service in increments of five years through retirement.

 

 

 

WeSave Employee Discount Program

WeSave partners with more than 3,000 local and statewide merchants and businesses to offer discounted products and services. This is a free service available to all active and retired state and local government employees. Log on to www.wesave.com to search for participating vendors, download the mobile app, and print coupons.

State Employee’ Credit Union (NCSECU)

A not-for-profit financial cooperative owned by its members, NCSECU has been providing employees of the State of North Carolina and their families with consumer financial services for 80 years. The Credit Union also offers a diversified line of financial advisory services, including retirement and education planning, tax preparation, insurance, trust and estate planning services, and investments through its partners and affiliated entities. NCSECU serves 2.2 million members through 261 branch offices, nearly 1,100 ATMs, 24/7 Member Services via phone (888-732-8562) and a website, www.ncsecu.org.
Monster Tickets Wyndham

 

Contacts

State Vendor Phone
Accident/Term Life/AD&D – Voya
For customer service, call LifeHelp		 877-464-5111
Cancer & Critical – Illness Allstate Benefits (AB) (American Heritage Life Insurance Company) 866-232-1517
Dental - MetLife 855-676-9441
Enrollment and Eligibility for the State Health Plan and NCFLEX Plans
Click e-Benefits or “Enroll Now”		 855-859-0966
Flexible Spending Accounts – P&A Group 866-916-3475
NC Dept. of State Treasurer Retirement & Disability Benefits 877-627-3287
NC Employee Assistance Program

704-717-5295

888-298-3907
NCFlex ---
NCSECU 888-732-8562
North Carolina State Health Plan
For questions regarding benefits or any claims inquires		 888-234-2416
TRICARE Supplement – Selman & Company 800-638-2610, option 1
Vision- EyeMed Vision Care
Available once enrolled		 866-248-1939

 

Eagle flying on a red background

Bailey, Sandra A.

Human Resources Consultant

Human Resources

location icon Hubbard-Totton Building, Room 215E

email icon[email protected]

phone icon 919-530-6108


Eagle flying on a red background

Boone, Connie

Benefits and HR Services Manager

Human Resources

location icon Hubbard-Totton Building, Room 213-B

email icon[email protected]

phone icon 919-530-5147