Fayetteville State University follows and adheres to the Office of State Human Resources’s civil leave policy:
1. Non-Job Related Civil Leave
The University provides non-job related civil leave with pay for full-time and part-time permanent, probationary, trainee, or time-limited appointment employees.
Temporary, intermittent, part-time (less than half-time), or student employees are not eligible for non-job related civil leave.
Use of Non-Work Related Civil Leave
- Jury Duty: The employee is paid for regularly scheduled work time and keeps any fees paid for jury duty.
- Witness Not Work-Related: The employee may be paid for regularly scheduled work time when subpoenaed to appear as a witness, and remits any fees received to the University; or the employee may take vacation leave or leave without pay and keep any fees received.
- Civil Leave with pay is not granted for an employee's appearance in Court as a plaintiff or defendant in a case not work-related. The employee uses vacation leave, if any, or leave without pay for such activity.
- If jury duty occurs on a scheduled day off, the employee is not entitled to additional time off. Time on jury duty is not included in total hours worked per week.
2. Job Related Civil Leave and Other Job Related Proceedings
The University provides job related civil leave with pay for full-time and part-time permanent, probationary, trainee, time-limited appointment, temporary, intermittent, part-time (less than half-time) employees are eligible for job related civil leave.
Use of Work Related Civil Leave
Leave with pay is provided to an employee to attend court or a job-related proceeding in connection with official job duties. The employee remits any fees received for such work to the University.
When an employee is required to attend court on a day that he/she would normally be off, the time is considered as working time and is included in the total hours worked per week.
An employee shall give the supervisor reasonable advance notice and provide documentation as to purpose and duration of any expected court-required absence. In case of unexpected court-required absence, the employee is responsible for notifying the supervisor as soon as possible.
Approved requests for Civil Leave and the required supporting documentation must be submitted to the Human Resources Office for recordkeeping purposes.
Return to Work
When an employee attends court, he/she should use good judgment and return to work in a reasonable period of time when court duty ends before the end of the employee's regular scheduled workday.
Compensation and Benefits
Civil Leave has no effect on an employee's compensation and benefits, unless the employee elects to take vacation leave or leave without pay in order to retain any fees received for court duty that would otherwise be remitted to the University.
Civil Leave is never considered as hours worked for the purpose of calculating overtime work or overtime pay in a workweek.