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   .... / Adverse Weather / AOC Employees in Wake County  Print  Employee Picture
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Adverse Weather Information
 
AOC Policies for AOC Employees in Wake County

This portion of the AOC adverse weather policy applies to all AOC offices in Wake County and to all AOC employees whose primary workstation is in one of those offices.

Adverse Weather Policy

Public School Day: On a day when the public schools in Wake County would otherwise be open for classes, AOC's adverse weather policy applies whenever due to adverse weather those schools are closed, operating on a delay or operating on a reduced schedule. Any notice in the media that due to adverse weather public schools in Wake County are closed, operating on a delay or operating on a reduced schedule is notice to all AOC employees that the AOC adverse weather policy is in effect. The Administrative Officer of the Courts will also cause a notice to be made part of the outgoing voice mail message for the AOC main information number for the North Carolina Judicial Center.

Public Non-School Day: On a day when the public schools in Wake County would not be open for classes such as during spring or winter breaks, the Administrative Officer of the Courts will determine whether weather conditions in Wake County might lead a significant number of employees to conclude that it would be unsafe to attempt to come to work. The Administrative Officer of the Courts will then cause a notice to be made part of the outgoing voice mail message for the AOC main information number for the North Carolina Judicial Center.

AOC employees should call the AOC main information number for the North Carolina Judicial Center, (919) 890-1000, to learn when the adverse weather policy is in effect.

During Adverse Weather Conditions:

All AOC offices remain open to the public.

Non-Essential: Employees who have not been deemed by AOC as essential are encouraged to report to their workstation if they believe it is safe to do so. Any employee who believes that it is unsafe to attempt to report to his or her workstation is not required to do so. Employees who chose not to report to their workstation must either make up missed time or take available leave in accordance with the AOC make-up and leave policies below; or, may work from home if approved in advance by their hiring authority.

Essential: Employees who have been deemed as essential by the AOC should adhere to the essential employee policy below. Non-exempt essential employees that report to their workstation will receive premium pay for every hour worked beyond their normal shift during an adverse weather event in addition to any other compensation they would be entitled to under the holiday, shift and overtime policies.

AOC Make-Up and Leave Policies

Exempt Employees:

Code the absence as time off during an Adverse Weather Event (Absence Code 9545 in BEACON). Using this code will result in a liability being generated for the hours the employee missed work. Employees must make up the missed time in the next 365 days or they will forfeit leave or have their pay docked. Make up time should be coded as Adverse Weather Make-up (Attendance Code 9512 in BEACON). Exempt employees can work extra hours at any time, with the permission of the hiring authority to make up the missed hours.

Use leave, in which case the leave will be deducted according to the hierarchy for deducting leave balances, see Hierarchy for Deducting Leave in Section 5A: Vacation Leave of this manual.

Non-Exempt Employees:

Code the absence as time off during as Adverse Weather Event (Absence Code 9545 in BEACON). Using this code will result in a liability being generated for the hours the employee missed work. Employees must make up the missed time in the next 356 days or they will forfeit leave or have their pay docked.

Work extra hours within the current work week to make up the hours missed and code the hours as Adverse Weather Make-Up (Attendance Code 9512 in BEACON).

Work extra hours in a subsequent work week and code the hours as Adverse Weather Make-Up. Nonexempt employees must limit their actual work hours to not more than 40 hours per week unless authorized to work overtime by the supervisor.

Use leave, in which case the leave will be deducted according to the hierarchy for deducting leave balances, see Hierarchy for Deducting Leave in Section 5A: Vacation Leave of this manual.

Take Leave without Pay

Holidays: Employees who volunteer to make up time missed due to adverse weather on a holiday will not receive Holiday Premium Pay or equal time off with pay. Supervisors must approve working on a holiday to make up time.

Time Limit: Time missed due to adverse weather must be made up within 12 months from the occurrence of the absence. If it is not made up within 12 month, the appropriate leave must be charged, or leave without pay.

Transfer and Separation

If the employee has adverse weather time to be made up, it must be charged to vacation or bonus leave or deducted from the employee's paycheck prior to the employee:

  • transferring to a non-leave earning position in the Judicial Branch, another Judicial Branch hiring authority, or another State agency; or
  • separating from State government.
 
 
 
   
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