Your Success Is Our Mission
Serving Henderson and Transylvania Counties in Western North Carolina
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Policy TrackingDate
ApprovedJuly 7, 2016
Revised
Reviewed

  1. Employees of the college assigned to full-time or certain part-time positions shall receive longevity pay if the employee meets the requirements of total qualifying service set forth in NC State Code (as amended).Total service for longevity pay is based on a month-for-month computation of full-time and part-time (20 hours or more, but less than full-time) employment with an institution of the community college system, school administrative unit, agencies of the State of North Carolina and certain other employers as described in the NC State Code.
  2. Annual longevity pay amounts are based on the length of total service to community colleges, agencies, school administrative units and other eligible employers and a percentage of the employee’s annual rate of pay on the date of eligibility.
  3. Annual longevity pay amounts are based on the length of total State service and a percentage of the employee’s annual rate of base pay on the date of eligibility. Longevity pay amounts are computed by multiplying the employee’s base pay rate by the appropriate percentage from the following table: (Note: Salary increases effective on the longevity eligibility date shall be incorporated in the base pay before computing longevity.)

    Years of Total State ServiceLongevity Pay Rate
    10 but less than 15 years1.5 percent
    15 but less than 20 years2.25 percent
    20 but less than 25 years3.25 percent
    25 or more years4.5 percent
  4. Total State Service Defined – Total State service is the time of full-time or part-time (20 hours or more) employment of employees with a permanent, trainee, probationary or time-limited appointment, whether subject to or exempt from the Human Resources Act. If an employee so appointed is in pay status or is on authorized military leave or workers’ compensation leave for one-half or more of the regularly scheduled workdays and holidays in a pay period, credit shall be given for the entire pay period.
  5. If an employee's work schedule is less than 12 months and the employee works all the months scheduled (e.g., a school year), the agency shall credit time for the full year; however, if the employee works less than the scheduled time, the agency shall credit time on a month for month basis for the actual months worked.
  6. Credit shall also be given for:
    1. Employment with other governmental units which are now State agencies (Examples: county highway maintenance forces, War Manpower Commission, Judicial System).
    2. Authorized military leave from any of the governmental units for which service credit is granted provided the employee is reinstated within the time limits outlined in the State military leave policies.
    3. Authorized worker's compensation leave from any of the governmental units for which service credit is granted;
    4. Employment with the county Agricultural Extension Service; Community College System and the public school system of North Carolina, with the provision that a school year is equivalent to one full year (credit for a partial year is given on a month-for-month basis for the actual months worked).
    5. Employment with a local Mental Health, Public Health, Social Services or Emergency Management agency in North Carolina if such employment is subject to the Human Resources Act.
    6. Employment with the General Assembly (except for participants in the Legislative Intern Program and pages). All of the time, both permanent and temporary, of the employees shall be counted; and the full legislative terms of the members.
  7. Longevity pay is not considered a part of annual base or contract pay nor is it to be represented in personnel or payroll records as a part of annual base or contract salary. (Salary increases effective on the same date as the longevity eligibility date shall be incorporated in the base pay before computing longevity).
  8. The payment of longevity pay to eligible employees is automatic. Payment shall be made in a lump sum, subject to all statutory deductions, during the monthly pay period in which the employee has satisfied all eligibility requirements.
  9. Eligible employees on worker’s compensation leave shall receive longevity payment in the same manner as if they were working. If the employee has worked part but not all of one year since qualifying for longevity payment, the employee shall receive a pro rata payment in the event of separation from the institution or change in employment status to a position not covered in this policy.
  10. Longevity pay shall be made from the same source of funds and in the same pro rata amounts from which the employee’s regular annual salary is paid (i.e. state, federal, local funds).
  11. The President shall determine the quantity of qualifying service and the longevity anniversary date for each eligible employee.
  12. Separation – Prorated Longevity Payment:
    1. A prorated longevity payment shall be made to an eligible employee who retires, resigns or is otherwise separated before the date of annual eligibility.
    2. When an employee dies, payment shall be made to the estate.
    3. The longevity pay amount shall be computed on the salary as of the last day worked; then it is prorated by an amount equal to the proportion of the year worked toward the annual eligibility date.
    4. The payment should be made to the nearest cent rather than the nearest dollar.
    5. The only exception is if an employee has a fraction of a year toward the next higher percentage rate, the payment would be based on the higher rate. For example, if an employee has 19 years and 3 months service, the payment would be 3.25% rather than 2.25%.
    6. If the employee is reinstated, the balance of the longevity payment shall be made upon completion of additional service totaling 12 months since the last full longevity payment.
    7. The balance due is computed on the annual salary being paid at the completion of the 12 months.
  13. Transfer between State Agencies:
    1. If an employee transfers between State agencies, the receiving agency shall pay the longevity payment based on the salary in effect on the eligibility date.
  14. Reemployment from Another System:
    1. If an employee comes to work in a position that is subject to the Personnel Act from a system (such as judicial, county, public schools, etc.) that has a longevity policy which allows partial payments, the receiving State agency shall verify that such payment was or was not made. Then, the State agency shall pay the remainder of the payment when the employee becomes eligible.
  15. LWOP (except Military Leave, Short-Term Disability, and WC Leave):
    1. If an eligible employee goes on leave without pay, longevity shall not be paid until the employee returns and completes the full year. If, however, the employee should resign while on leave without pay, the prorated amount for which the employee is eligible is paid.