Employees are paid on a bi-weekly basis and are required to deposit their paycheck into the bank account of their choice through direct deposit. Funds are available the first banking day following pay day.

Employees accrue annual leave monthly and may use accrued leave upon approval after the probationary period is completed. There is a maximum accumulation of 240 hours per year. Hours over 240 are converted to a Sick Leave at the end of the calendar year. Years of service transferred from eligible NC Governmental Agencies (written documentation required) and the employee’s work schedule are used to determine the rate of earning.

Employees earn eight (8) hours per month (accumulation is unlimited) – may transfer in accumulated sick leave from other state/local governmental entities in North Carolina (Written documentation required).

Employees earn fourteen (14) hours per calendar year. May use in increments of 15 minutes. Leave is pro-rated based as of date of hire in the first calendar year of employment. Petty leave must be used within the calendar year.

The Family and Medical Leave Act of 1993 (FMLA) requires employers to provide up to 12 workweeks of unpaid, job-protected leave to “eligible” employees for qualifying medical and family reasons. Paid leave can be substituted for unpaid leave upon approval. Must be employed with Brunswick County at least 12 months and actively worked 1250 hours in the 12 months prior to the leave request or designation.

Telephone consultation and online access 24 hours 7 days a week. Call 1-877-533-2363. Includes (3) face to face assessments and counseling sessions at no cost.

Brunswick County government offices will be closed during the following holidays:

Longevity is paid on the payroll in which the employee’s anniversary date falls. Years of service transferred to Brunswick County from other NC Governmental Units (written documentation required) is used to determine rate.

Eligibility for retiree health insurance is based on date of hire and service as defined below.  Retiring employees must make an election to continue or terminate coverage at the time of their retirement.  If they waive the right to continue coverage at the date of retirement, they may not elect coverage at a future date.

Full time employees are eligible to participate in the NC Local Governmental Employees Retirement System on the date of employment. Mandatory contribution of 6%. County also contributes to the plan. Vested at 5 years as a contributing member. After one year contributing membership in the system, a death benefit is available if you die while still in active service or within 180 days of your last day of service.

Full time employees are enrolled in the pre-tax 401(k) plan upon hire. Brunswick County automatically contributes 5% as of the first day of employment.

Additionally, employees may make additional contributions in the following options:

Traditional Plan Option (Pre-tax Contribution) – Employees may make pre-tax contributions up to the annual limit. If you are age 50 or older, you are eligible for a catch-up contribution which has an annual limit.

Roth Plan Option (After-tax contribution) – Employees may opt for additional after tax contributions. The County does not make a contribution to the after-tax plan.

Any employee may enroll in this voluntary pre-tax supplemental retirement plan offered through Nationwide.

County Paid – Basic Life and AD&D coverage: $10,500 to $24,500 Benefit Amount – determined by salary.

Employee Paid – (Supplemental Term Life)

• For You – You may add to your Basic Life by purchasing Supplemental Life Insurance coverage*.  You may elect $10,000 – $150,000 of coverage.  You pay the full cost for your election.
• For Your Dependents – You may choose to purchase Spouse Supplemental Life Insurance in the amount of $10,000*.  You may choose to purchase Child Supplemental Life Insurance in the amount of $5,000 on each of your eligible dependent children* (from age 15 days up to age 26).

*Satisfactory evidence of insurability is required for all amounts of supplemental life insurance after your initial enrollment period.

Offered through VOYA. Eligible employees are covered on the first day of the month following the 30th day of employment. Plan has a 180-day elimination period, meaning you must be disabled (as defined by the plan) for a period of 6 months before you can apply for this benefit. Once approved, the plan pays 60% of pre-disability earnings reduced by other sources of income.

Offered through VOYA, post-tax, paid by the employee. Optional income replacement benefit plan available to employee only.

Medical Reimbursement and Dependent Care administered by Flexible Benefits Administrators and paid by the employee.

Voluntary pre-tax contributions to a spending account for reimbursement of medical expenses not covered by health insurance (as defined by the IRS) ($2,400 annual maximum) and dependent care expenses ($5,000 annual maximum). Debit card provided. Plan year: July 1 – June 30.

Offered through EyeMed, pre-tax, paid by the employee.

Optional vision plan available for coverage for frames/lenses/contact lenses for employee and family members.

Offered through Trustmark, post tax, paid by the employee.

This is an optional portable permanent life insurance plan available to employee and dependents.  Universal life provides flexible benefits, allowing employees to adjust their death benefit, cash value and premiums as their financial needs change.

Offered through VOYA, post tax, paid by the employee.  Optional critical illness and specified disease plan available to employee and dependents.  Premiums based on level of coverage and age.