Chair & Vice Chair Review Draft Package 16-Jun-26Tuesday, June 16, 2026
6:00 PM
Union County, NC
Union County Government Center
500 North Main Street
Monroe, North Carolina
Meeting Agenda
Board Room, First Floor
Board of Commissioners
Chair Brian Helms
Vice Chair Christina Helms
Commissioner Clancy Baucom
Commissioner Melissa Merrell
Commissioner Errol Wedra
1
Board of Commissioners Meeting Agenda June 16, 2026
Closed Session - 5:15 PM
Opening of Meeting - 6:00 PM
Invocation - Commissioner Melissa Merrell
Pledge of Allegiance
Informal Comments
Public Hearing(s)
Public Hearing - Rezoning Petition 2026-CZ-007 Beulah Church26-320
INFORMATION CONTACT:
Bjorn E. Hansen, Planning Department, Senior Planner - Long Range
Planning, 704-283-3690
ACTION REQUESTED:
Conduct public hearing for rezoning petition
PRIOR BOARD ACTIONS:
None
BACKGROUND:
This case is a request to rezone a 3.21 acre parcel appearing on the tax
map as tax parcel 06-042-001J located on Beulah Church Road from B-2
with Conditions to B-2 with Modified Conditions. The rezoning request is
an amendment to an existing conditional rezoning on the site and
includes the following amended conditions :
1)Hours of operation changed from 9:00 AM to 9:00 PM to 6:30 AM to
9:30 PM
2)Any required privacy fence will be made of solid material to reduce
noise
3)Trash and recycling pickup will occur between 9:00 AM and 5:00 PM
The second and third conditions were added by the Land Use Board at its
May 19, 2026 meeting as a response to resident concerns over noise .
These additional conditions were agreed to by the applicant . The Land
Use Board then recommended approval on a 7-0 vote, citing consistency
with the land use map used in the initial rezoning and increased flexibility
for the owner.
If the Board of Commissioners wishes to make a decision on this
rezoning petition, it can consider the following motions .
To approve the proposed amendment (the proposal is consistent with the
current plan)
Motion
(i) Adopt the Ordinance Approving Revision to the Official Zoning Map of
Union County, North Carolina, and (ii) adopt the consistency and
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Board of Commissioners Meeting Agenda June 16, 2026
reasonableness statement for approval .
To deny the proposed amendment (the proposal is inconsistent with the
current plan)
Motion
(i) Deny rezoning petition CZ-2026-007 submitted by R. Dean Harrell; and
(ii) adopt the consistency and reasonableness statement for denial .
FINANCIAL IMPACT:
None
Public Hearing - Rezoning Petition 2026-CZ-005 McAteer26-321
INFORMATION CONTACT:
Bjorn E. Hansen, Planning Department, Senior Planner - Long Range
Planning, 704-283-3690
ACTION REQUESTED:
Conduct public hearing for proposed rezoning
PRIOR BOARD ACTIONS:
None
BACKGROUND:
This case is a request to rezone a 5.75 acre portion of a 17.21 acre
parcel appearing on the tax map as tax parcel 09-384-013 located on
South Rocky River Road from RA-40 to Light Industrial (LI) with
Conditions. The rezoning request is a conditional rezoning, and includes
the following conditions:
1)Limited to approved site plan dated April 6, 2026
2)Uses limited to office, warehouse and construction equipment and
material storage
3)5.75 acre portion will be subdivided from parcel
4)Five-year vesting of development rights
5)Development will meet all requirements of the Union County Unified
Development Ordinance on the date of approval
The Land Use Board unanimously recommended approval at its May 19,
2026 meeting, citing consistency with the Land Use Map and increased
business opportunities.
If the Board of Commissioners wishes to make a decision on this
rezoning petition, it can consider the following motions :
To approve the proposed amendment (the proposal is consistent with the
current plan)
Motion
(i) Adopt the Ordinance Approving Revision to the Official Zoning Map of
Union County, North Carolina, and (ii) adopt the consistency and
reasonableness statement for approval .
To deny the proposed amendment (the proposal is inconsistent with the
current plan)
Motion
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Board of Commissioners Meeting Agenda June 16, 2026
(i) Deny rezoning petition CZ-2026-005 from Jeremy McAteer; and (ii)
adopt the consistency and reasonableness statement for denial .
FINANCIAL IMPACT:
None
Public Hearing - Conveyance of County Owned Property in Union
County Industrial Park (Project Canopy)
26-335
INFORMATION CONTACT:
Patrick Niland, County Manager ’s Office, Deputy County Manager,
704-283-3630
ACTION REQUESTED:
Conduct a Public Hearing to consider the conveyance of 60.97 acres
located within the Union County Industrial Park along Goldmine Road to
McGee Corporation, their subsidiary or affiliated entity, for a new
industrial facility.
PRIOR BOARD ACTIONS:
1) October 20, 2025, Regular Meeting, Agenda Item #25-624 - Public
Hearing Conducted for consideration of Step 4 Economic Development
Incentive Grant to McGee Corporation
2) October 20, 2025, Regular Meeting, Agenda Item #25-626 - Step 4
Economic Development Incentive Grant was awarded to McGee
Corporation in an amount-not-to-exceed $696,00 paid over a 5-year
period beginning in FY 2028
3) December 8, 2025, Regular Meeting, Agenda Item #25-748 - Public
Hearing for consideration of conveyance of county owned property
4) December 8, 2025, Regular Meeting, Agenda Item #25-749 -
Consideration of conveyance of county owned property .
BACKGROUND:
The Union County Economic Development Department started
conversations with McGee Corporation under codename Project Canopy
in late 2024 about the potential relocation of their manufacturing
operation from Stallings, North Carolina, to a 60.97-acre parcel located
off Goldmine Road. The company has previously submitted an offer of
$4,267,900.00 , being $70,000 per acre. However, there are certain
conditions existing on the land, which has reduced this offer to
$4,136,650.00. The land sought by the company was previously acquired
by Union County for an industrial park or to be held for resale for
industrial or commercial use, for an industrial or commercial project,
pursuant to G.S. 158-7.1 (the specific parcel considered for sale is Union
County Tax Parcel #09372003D). McGee Corporation’s purchase of this
land is in concert with the County ’s economic development objectives,
which are the stimulation of the local economy, growth of the tax base,
promotion of business, and creation of job opportunities within Union
County. The purchase consideration is $4,136,650.00 in cash, subject to
all easements, right of ways, encroachments, and other restrictions of
record. The Board of Commissioners has determined that the property
subject to conveyance, with consideration of certain conditions existing on
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Board of Commissioners Meeting Agenda June 16, 2026
the land, has a fair market value of $4,136,650.00.
The land will be used for an industrial project with an approximate
investment of $40,000,000 and the creation of 35 new jobs with a
probable hourly wage of $30.28 per hour for employees on the property .
McGee Corporation intends to build a new 366,000 square-foot
manufacturing facility on the property which will serve as its headquarters
for design, sales, manufacturing, and distribution . This sale is made
pursuant to private negotiation under G .S. 158-7.1
FINANCIAL IMPACT:
Union County would receive $4,136,650.00 in cash in exchange for the
land. The project would also bring a prospective $40,000,000 in new
capital investment and at least 35 new jobs earning a probable wage of
$30.28 per hour into Union County.
Staff Recognition
Proclamation - America 250 Month26-337
INFORMATION CONTACT:
Liz Cooper, Public Communications, Director, 704-283-3587
ACTION REQUESTED:
Adopt Proclamation recognizing July 2026 as America 250 Month in
Union County.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
On July 4, 2026, our nation will celebrate the 250th anniversary of this
historic event, known nationwide as “America 250.” This proclamation
recognizes the 250th anniversary of the signing of the Declaration of
Independence on July 4, 1776, and encourages residents to reflect on the
nation's founding principles of liberty, equality, and democracy . It also
highlights Union County's contributions to the history of North Carolina
and the United States, while encouraging participation in local
commemorative events and activities that honor our shared history,
promote civic engagement, and foster community pride and unity .
FINANCIAL IMPACT:
None.
Service Award Recognition26-339
INFORMATION CONTACT:
Jennifer Davis, Human Resources, Assistant Director, 704-283-3803
ACTION REQUESTED:
Short video will play to recognize employee service award recipients for
Q2 including April, May, and June .
PRIOR BOARD ACTIONS:
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Board of Commissioners Meeting Agenda June 16, 2026
None.
BACKGROUND:
The employee recognition program acknowledges employees for full-time
continuous service at the following intervals : 5 years, 10 years, 15 years,
20 years, 25 years and 30 years of service. We would like to recognize
the following employees for full-time continuous service with Union
County Local Government.
FINANCIAL IMPACT:
None.
Consent Agenda
Write Off - FY26 Water & Sewer Delinquent Balances26-345
INFORMATION CONTACT:
Amy McCaskill, UC Water - Utility Business Services, Director,
704-283-3508
ACTION REQUESTED:
Approve the write-off of uncollectible water and sewer accounts as
needed.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
N.C.G.S 25-2-725(1) and 1-52(1) place a statute of limitations on how far
back delinquent water, sewer, and solid waste account balances can be
collected. Water accounts can be collected up to 4 years past their final
bill date while sewer accounts can only be collected up to 3 years past
their final bill date. Any outstanding account balances past those dates
are considered to be write-offs defined as the elimination of uncollectible
accounts receivable recorded on the general ledger .
The included attachment, for 1,139 water and sewer accounts totaling
$157,526.65 denotes the information for FY 2026.
FINANCIAL IMPACT:
There will be a reduction in the accounts receivable balances for Union
County Water of $157,526.65. This will also be shown as a corresponding
expense to the enterprise fund uncollectable accounts .
2025 Critical Intersection Program Design and Cost Estimation
Study Approval
26-338
INFORMATION CONTACT:
Bjorn E. Hansen, Planning Department, Senior Planner - Long Range
Planning, 704-283-3690
ACTION REQUESTED:
Approve recommended designs for five intersections in study as shown in
attached slideshow
PRIOR BOARD ACTIONS:
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Board of Commissioners Meeting Agenda June 16, 2026
1) October 21, 2024, Regular Meeting, Agenda Item #24-644 - Authorized
staff to apply for CRTPO grant
2) June 2, 2025, Regular Meeting, Agenda Item #25-329 - Authorized
interlocal agreements with participating municipalities
BACKGROUND:
Union County, in partnership with Indian Trail, Monroe, Unionville and
Wesley Chapel, has completed the design and cost estimation work for
five intersections identified in the 2023 Critical Intersection Analysis. The
intersections are:
·Unionville- Indian Trail Road at Unionville Brief and East CJ
Thomas (Unionville)
·Lancaster and Bragg (Monroe)
·New Town and Lester Davis (Wesley Chapel)
·Old Charlotte and Hayes /Faircroft (Indian Trail)
·NC 84 and Willoughby
The County, municipalities, NCDOT, and CRTPO met from October 2025
through May 2026 to analyze conditions, evaluate options, develop
designs, engage the public, and identify a recommended design and cost .
The public was consulted in March with virtual community meetings and
online survey.
The four municipalities have approved the designs within their
boundaries. The intersection of NC 84 and Willoughby is the only
intersection in unincorporated Union County .
Approval does not commit Union County to funding the recommended
improvements. The designs and cost estimates may be used by the
County, municipalities, and NCDOT in future grant applications for
implementation.
FINANCIAL IMPACT:
None.
Financing Letter - New Salem Volunteer Fire Department26-326
INFORMATION CONTACT:
Patrick Niland, County Manager ’s Office, Deputy County Manager,
704-283-3630
ACTION REQUESTED:
Authorize Chairman of the Board to sign the attached letter .
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
The New Salem Volunteer Fire Department is constructing a new fire
station. The Fire Department has secured financing agreement with
HomeTrust Bank. As part of the financing documents, the bank requires a
letter from Union County, signed by the chair, stating that New Salem
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Board of Commissioners Meeting Agenda June 16, 2026
Volunteer Fire Department is allowed to provide fire service in Union
County, they are in good standing, the fire tax district supports fire
operations, and that the department has made the county aware of this
financing agreement.
FINANCIAL IMPACT:
None.
Contract Renewal - Uninterrupted Power Supply Maintenance26-347
INFORMATION CONTACT:
Vicki Callicutt, Emergency Communications, Director, 704-283-3550
ACTION REQUESTED:
Authorize the County Manager to 1) negotiate and execute an agreement
substantially consistent with this agenda item, 2) exercise any renewal or
extension term options set forth in the Agreement, and 3) terminate the
Agreement if deemed in the best interest of the County, each in the
County Manager's discretion .
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
Emergency Communications maintains a backup dispatch center at the
Government Center and has equipment that requires regular
maintenance to ensure uninterrupted operability of 911 operations for
Union County agencies and citizens .
The Emergency Communications Department has utilized the contractual
services of Vertiv Corporation for Uninterrupted Power Supply
Maintenance since July 2022. Vertiv Corporation has been effective and
efficient in meeting our service needs, and we are requesting to continue
this service for an additional year.
FINANCIAL IMPACT:
The anticipated annual cost for this service is $13,844.26. Funding is
available in the adopted FY2026 budget with future expenditures subject
to annual BOCC budget appropriation .
FY2027 Home and Community Care Block Grant (HCCBG) for Older
Adults
26-352
INFORMATION CONTACT:
Janet Payne, Human Services Agency, Administrator, 704-296-4348;
Katie Kutcher, Centralina Regional Council, Aging Director, 704-348-2705
ACTION REQUESTED:
1) Approve the FY2027 Home and Community Block Grant (HCCBG)
Funding Plan for Union County and 2) authorize the County Manager to
negotiate and execute an agreement with Centralina Council of
Governments substantially consistent with this agenda item .
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
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Board of Commissioners Meeting Agenda June 16, 2026
Centralina is the lead agency for Union County HCCBG . Centralina works
closely with the Union County Human Services Agency Departments of
Transportation, Community Support and Outreach, and Social Services,
as well as the Council on Aging and City of Monroe Bazemore Active
Adult Center (Senior Center) to help enable delivery of comprehensive
aging services to Union County's older adults and their families who
support them. Services and Programs supported by HCCBG funding
include Transportation, In-Home Aide Levels I, II, and III, Adult Day Care,
Senior Nutrition, Group Respite, Volunteer Program Development and
Senior Center programming.
Union County's proposed FY27 HCCBG-related budget total is
$1,334,612 which includes $1,157,231 in block grant funding, a required
local match of $128,581, and $48,800 NSIP (USDA) subsidy based on
reimbursement of $0.80 per eligible Senior Nutrition meal . The
distribution of funding and associated exceptions for units of service to be
provided by each agency are shown on the attached funding plan .
FINANCIAL IMPACT:
$1,206,031 is funded with federal and state dollars (HCCBG and NSIP).
The required local match of $128,581 is included in the County's FY2027
budget for the Human Services Agency and Council on Aging portions,
and, in the City of Monroe’s FY2027 budget for the Bazemore Center
portion.
Merger of Union County and the Monroe-Union County Economic
Development Commission
26-353
INFORMATION CONTACT:
Brian Matthews, County Manager’s Office, County Manager,
704-292-2597
ACTION REQUESTED:
(1)Adopt the Resolution for Repeal of the Resolution of the Union
County Board of Commissioners and the Monroe City Council
Creating the Monroe-Union County Economic Development
Commission; and
(2)Authorize the County Manager to negotiate and execute the
Agreement and Plan of Merger, substantially consistent with this
agenda item
PRIOR BOARD ACTIONS:
·September 20, 2021, Regular Meeting, Agenda Item # 37 - At this
meeting, the Board adopted a joint resolution with the City of
Monroe creating the Monroe-Union County Economic
Development Commission and approving the related interlocal
agreement effective January 1, 2022.
·November 4, 2024, Regular Meeting, Agenda Item # 24-758 -
Board adopted the “Resolution of the Union County Board of
Commissioners Withdrawing from the Monroe-Union County
Economic Development Commission.”
BACKGROUND:
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Board of Commissioners Meeting Agenda June 16, 2026
Effective January 1, 2022, Union County and the City of Monroe
established the Monroe-Union County Economic Development
Commission (“MUEDC”) through adoption of a joint resolution
establishing the MUEDC (the “Establishment Resolution”) and entering
into an interlocal agreement concerning the MUEDC (the “Interlocal
Agreement”), as a joint county-wide economic development program . On
November 4, 2024, the Board adopted a resolution withdrawing from the
MUEDC, terminating the Interlocal Agreement, and dissolving the
MUEDC, effective November 4, 2026 (giving two years’ notice as required
by statute, the Establishment Resolution, and the Interlocal Agreement).
The Board and the City of Monroe have determined it is now in their
respective best interests to promote economic development activity
through each entity’s own internal economic development efforts
independent of the other, engaging in economic development project
collaboration with each other on a case-by-case basis. Rather than
withdraw from the MUEDC, the County, City, and MUEDC agree that the
MUEDC will merge into the County. This reflects functions of the MUEDC
which have shifted already to the County . The action requested will allow
for repeal of the Establishment Resolution, termination of the Interlocal
Agreement, and merger of the MUEDC with Union County .
FINANCIAL IMPACT:
The remaining assets and liabilities of the MUEDC will be assumed by the
County.
Monroe-Union County Economic Development Commission Merger
Indemnification Agreement
26-354
INFORMATION CONTACT:
Brian Matthews, County Manager’s Office, County Manager,
704-292-2597
ACTION REQUESTED:
Authorize the County Manager to negotiate and execute the
Indemnification Agreement, substantially consistent with this agenda item
PRIOR BOARD ACTIONS:
·September 20, 2021, Regular Meeting, Agenda Item # 37 - At this
meeting, the Board adopted a joint resolution with the City of
Monroe creating the Monroe-Union County Economic
Development Commission and approving the related interlocal
agreement effective January 1, 2022.
·November 4, 2024, Regular Meeting, Agenda Item # 24-758 -
Board adopted the “Resolution of the Union County Board of
Commissioners Withdrawing from the Monroe-Union County
Economic Development Commission.”
·June 16, 2026 , Regular Meeting, Agenda Item # 26-353 -
Consideration of Merger of Union County and the Monroe-Union
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Board of Commissioners Meeting Agenda June 16, 2026
County Economic Development Commission action items .
BACKGROUND:
Effective January 1, 2022, Union County and the City of Monroe
established the Monroe-Union County Economic Development
Commission (“MUEDC”) through adoption of a joint resolution
establishing the MUEDC (the “Establishment Resolution”) and entering
into an interlocal agreement concerning the MUEDC (the “Interlocal
Agreement”), as a joint county-wide economic development program . On
November 4, 2024, the Board adopted a resolution withdrawing from the
MUEDC, terminating the Interlocal Agreement, and dissolving the
MUEDC, effective November 4, 2026 (giving two years’ notice as required
by statute, the Establishment Resolution, and the Interlocal Agreement).
The Board and the City of Monroe have determined it is now in their
respective best interests to promote economic development activity
through each entity’s own internal economic development efforts
independent of the other, engaging in economic development project
collaboration with each other on a case-by-case basis. Rather than the
County withdrawing from the MUEDC, the County, City, and MUEDC
agree that the MUEDC will merge into the County . This reflects the
functions of the MUEDC which have shifted already to the County . The
action requested will address certain handling of any outstanding
obligations and liabilities of the MUEDC incurred prior to the MUEDC ’s
merger with the County. These responsibilities will be financially shared
equally (50/50) between the County and the City .
FINANCIAL IMPACT:
Responsibility for 50% of the outstanding obligations and liabilities of the
MUEDC prior to the MUEDC’s merger with the County.
Consider Amendment to Conveyance of County Owned Property in
Union County Industrial Park (Project Canopy)
26-336
INFORMATION CONTACT:
Ron Mahle, Economic Development, Director, 980-476-5279
ACTION REQUESTED:
1) Adopt the Resolution for the Conveyance of County Property to McGee
Corporation for Economic Development Pursuant to N .C.G.S. §158-7.1;
and 2) Authorize the County Manager to i) negotiate and execute any
documentation and agreement substantially consistent with this agenda
item and necessary to effectuate such sale, ii) exercise any extension
term options set forth in the Agreement, and iii) terminate the Agreement
if deemed in the best interest of the County, each in the County
Manager’s discretion.
PRIOR BOARD ACTIONS:
1) October 20, 2025, Regular Meeting, Agenda Item #25-624 - Public
Hearing Conducted for consideration of Step 4 Economic Development
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Board of Commissioners Meeting Agenda June 16, 2026
Incentive Grant to McGee Corporation
2) October 20, 2025, Regular Meeting, Agenda Item #25-626 - Step 4
Economic Development Incentive Grant was awarded to McGee
Corporation in an amount-not-to-exceed $696,00 paid over a 5-year
period beginning in FY 2028
3) December 8, 2025, Regular Meeting, Agenda Item #25-748 - Public
Hearing Conducted on conveyance of real property
4) December 8, 2025, Regular Meeting, Agenda Item #25-749 -
Consideration of conveyance of county owned property
BACKGROUND:
The Union County Economic Development Department started
conversations with McGee Corporation under codename Project Canopy
in late 2024 about the potential relocation of their manufacturing
operation from Stallings, North Carolina, to a 60.97-acre parcel located
off Goldmine Road. The company originally submitted an offer of
$4,267,900, being $70,000 per acre. The land sought by the company
was previously acquired by Union County for an industrial park or to be
held for resale for industrial or commercial use, for an industrial or
commercial project, pursuant to G .S. 158-7.1(the specific parcel
considered for sale is Union County Tax Parcel #09372003D).
McGee Corporation’s purchase of this land is in concert with the County ’s
economic development objectives, which are the stimulation of the local
economy, growth of the tax base, promotion of business, and creation of
job opportunities within Union County . The original Real Estate Purchase
and Sale Agreement was signed on January 20, 2026, for the purchase
price of $4,267,900. However, it was discovered that there exist certain
conditions on approximately 2.5 acres of the property, including
encroachments as well as wetlands, which have decreased the fair
market value of the property and need to be addressed prior to the
closing date. The price per acre has been reduced only on the affected
2.5 acres of the property. The purchase consideration is now
$4,136,650.00 in cash, subject to all easements, right of ways,
encroachments, and other restrictions of record, and to account of any
property conditions. The Board of Commissioners has determined that
the property subject to conveyance has a fair market value of
$4,136,650.00.
The land will be used for an industrial project with an approximate
investment of $40,000,000 and the creation of 35 new jobs with a
probable hourly wage of $30.28 per hour for employees on the property .
McGee Corporation intends to build a new 366,000 square-foot
manufacturing facility on the property which will serve as its headquarters
for design, sales, manufacturing, and distribution . This sale is made
pursuant to private negotiation under G .S. 158-7.1.
FINANCIAL IMPACT:
Union County would receive $4,136,650.00 in cash in exchange for the
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Board of Commissioners Meeting Agenda June 16, 2026
land. The project would also bring a prospective $40,000,000 in new
capital investment and at least 35 new jobs earning a probable wage of
$30.28 per hour into Union County.
Grant Application - Sisters of Mercy of North Carolina Legacy26-333
INFORMATION CONTACT:
Jason May, Budget & Grants Management, Director, 704-283-3760
ACTION REQUESTED:
Authorize the County Manager to submit the associated grant application
and make necessary assurances and certifications associated with the
grant application as substantially consistent with this agenda item, which
includes the authorization to execute documents related to award of the
grant and budget funds as appropriate .
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
The Parenting Support & Nurturing Parenting Program (PSNP) helps
families strengthen parenting skills and build healthy, supportive
relationships with their children. The program provides intensive parenting
education and support services to families experiencing significant
parenting challenges, including those at risk of or in the early stages of
child maltreatment who may benefit from intervention and treatment
services.
Established in Union County in 2011, PSNP is funded through the
Alliance for Children. Union County has been advised to anticipate a 10%
reduction in funding from the Alliance for Children for FY 2027. This grant
request is intended to help offset the anticipated funding shortfall and
ensure the continuation of this essential program and the services it
provides to vulnerable families in the community .
The Sisters of Mercy of North Carolina Legacy awards grants to
tax-exempt health care, educational, and social service organizations that
align with its mission of improving the quality of life for women, children,
older adults, and individuals experiencing poverty . The organization
prioritizes funding for ongoing operational needs as well as specific
program and project expenses that directly support these populations .
FINANCIAL IMPACT:
The grant request will be for approximately $20,000. There is no match
required for this grant.
NC Department of Public Safety Juvenile Crime Prevention Council
Funding Plan FY 2026-2027
26-323
INFORMATION CONTACT:
Beverly Liles, Finance, Director, 704-283-3675
ACTION REQUESTED:
1) Approve County Funding Allocation Plan, Annual Plan and Certification
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Board of Commissioners Meeting Agenda June 16, 2026
for FY 2026-2027, 2) authorize the Finance Director to approve the grant
agreements and documents related to such grant agreements during their
term, and 3) authorize the County Manager to appropriate JCPC Funding
as approved in the funding plan by a County Manager's Budget
Amendment in FY 2027.
PRIOR BOARD ACTIONS:
None
BACKGROUND:
The Juvenile Crime Prevention Council (JCPC) is a Board appointed by
Commissioners, as defined by State Statutes . The JCPC provides
funding and monitors Community Based alternatives to juvenile
incarceration and provides funding for substance abuse prevention
strategies and programs.
Funding for JCPC programs is generally adopted in the State Budget and
assigned to County programs by a formula grant . Normally, a county
JCPC approves a budget for the upcoming fiscal year, which is then
submitted to the North Carolina Department of Public Safety Juvenile
Justice and Delinquency Prevention (the DJJ). The attached funding plan
was developed and approved by the JCPC Board and represents the
Board's plan for how the funds will be spent for the 2026-2027 fiscal year.
This request will be included in the State ’s DJJ budget which is planned
for 2026-2027.
The JCPC Board approved $476,439 for County programs for the
2026-2027 fiscal year. The Funding Plan allocates funding from the State
to the following programs : Life Connections D-A-S-H Counseling Services
$100,000, Transforming Youth Movement-Transforming Futures
$125,000, Transforming Youth Movement- Union County Teen Court
Program $40,790, Aspire Youth and Family Kids at Work $75,312, JCPC
Administration $9,502, Arts Related Innovative Student Empowerment
(ARISE) Union-KRE8IVU $50,000, The Connection Center $45,835, and
New Covenant Community Development Center - Next Step Youth
Program $30,000.
The JCPC budget is normally approved as a "pass through" line item in
the County budget, meaning that the amount approved by the State is
received by the County and then used for the JCPC program .
Union County has not approved JCPC programs in line-item detail in the
past; rather, the JCPC Board normally negotiates, approves, and
monitors line-item detail within the amount of funds allocated to the
program, and provides a recommended budget to Commissioners .
FINANCIAL IMPACT:
None
2026 Union County Jail Bond Referendum Introduction of Bond 26-329
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Board of Commissioners Meeting Agenda June 16, 2026
Orders and Call for Public Hearing
INFORMATION CONTACT:
Beverly Liles, Finance, Director, 704-283-3675
ACTION REQUESTED:
1) Introduce Bond Order Authorizing the Issuance $200,000,000 General
Obligation Jail Bonds of the County of Union, North Carolina, 2) Adopt
Resolution of the County of Union, North Carolina Regarding Bond Order
Authorizing the Issuance of General Obligation Jail Bonds, Setting Public
Hearing Thereon and Directing Publication of Notice of Said Public
Hearing.
PRIOR BOARD ACTIONS:
1) May 18, 2026, Regular Meeting, Agenda Item #26-266 - The Board
adopted Resolution of the Board of Commissioners of the County of
Union, North Carolina directing the Publication of Notice of Intention to
apply to the Local Government Commission for approval of $200,000,000
General Obligation Jail Bonds and adopted resolution making Certain
statements of facts concerning the proposed jail bond issue and
authorizing the application to the Local Government Commission for
$200,000,000 of general obligation jail bonds.
2) April 20, 2026, Regular Meeting, Agenda Item #26-212 - The Board
authorized staff to move forward with the necessary steps for a 2026
Bond Referendum to fund a new jail facility in the amount of
$200,000,000.
BACKGROUND:
General Obligations Bonds (GO) are widely considered the
lowest-interest, most cost-effective financing mechanism for long-term
capital projects in North Carolina due to the pledge of the local
government's full faith, credit, and taxing power . For North Carolina
counties, which are legally required to provide secure, safe, and sanitary
inmate housing, financing a jail through a GO bond ensures that the
borrowing costs are minimized for the taxpayers, as these bonds typically
secure better credit ratings than other debt options . The GO bond
process is more rigorous than other financing options (requiring a public
vote), however the interest savings from a GO bond make it the preferred
tool for construction of a new jail .
The Introduction of the Bond Order lays out the purpose of the general
obligation bond referendum that will be placed on the November 3, 2026
election ballot and the Resolution will set the date for the Public Hearing
required on July 20, 2026 and authorize the Clerk to the Board to publish
the notice of the Public Hearing.
FINANCIAL IMPACT:
The estimated cumulative cost over the life of the bond, using the highest
interest rate of 5.344% charged for similar debt over the last twenty years
is estimated at $312,224,000. The estimated maximum annual debt
service payment is $20,688,000 beginning in FY 2028 and commencing
Page 14 of 19
15
Board of Commissioners Meeting Agenda June 16, 2026
in FY 2047. The annual estimated amount of property tax liability
increases for each $100,000 of property tax value to service the
cumulative cost over the life of the bond is estimated at $31.10. The
annual estimated amount of property tax liability increases for each
$400,000 of property tax value to service the cumulative cost over the life
of the bond is estimated at $124.40 (based on 3.11¢ increase in the ad
valorem property tax rate). These estimates are based on the legislative
requirements of NC Session Law 2022-53 for bond referendums.
Authorization to Write Off Returned or Uncollectible Revenues26-344
INFORMATION CONTACT:
Beverly L. Liles, Finance, Director, 704-283-3675
ACTION REQUESTED:
Approve the write-off of returned or uncollectible revenues totaling
$200.00.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
The Finance Department has conducted a review of outstanding returned
revenues, including non-sufficient funds (NSF) checks. After reasonable
and diligent efforts to collect these funds, the department has determined
that these amounts are not recoverable.
Accordingly, we are requesting Board approval to formally write off these
amounts from the County’s financial records.
FINANCIAL IMPACT:
The total amount to be written off is $200.00. These funds have
previously been recorded but are now deemed uncollectible. No
additional budget appropriation is required.
April 2026 NCVTS Motor Vehicle Tax Report26-324
INFORMATION CONTACT:
Vann Harrell, Tax Administration, Tax Administrator, 704-283-3748;
Kristen Foxworth, Tax Administration, Deputy Tax Administrator,
704-283-3591
ACTION REQUESTED:
Approve the April 2026 NCVTS Motor Vehicle Tax Refund Report.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
The refunds included in this report represent adjustments made to tax
bills that resulted in refunds of motor vehicle taxes paid under the Tax
and Tag Together program operated jointly between the counties and the
State.
FINANCIAL IMPACT:
$1,579.07
Page 15 of 19
16
Board of Commissioners Meeting Agenda June 16, 2026
Contract Renewal - Microsoft Enterprise Agreement26-348
INFORMATION CONTACT:
Jon Amelio, Information Technology, Director, 704-283-3533
ACTION REQUESTED:
Authorize the County Manager to 1) negotiate and execute an agreement
substantially consistent with this agenda item, 2) exercise any renewal or
extension term options set forth in the Agreement, and 3) terminate the
Agreement if deemed in the best interest of the County, each in the
County Manager's discretion .
PRIOR BOARD ACTIONS:
None
BACKGROUND:
This is the County's Enterprise Agreement Renewal for Microsoft . This
contract covers all aspects of our Microsoft Cloud and on-premises
environment, from user subscriptions to back-end server maintenance
and SQL Server clustering.
FINANCIAL IMPACT:
Price to be determined after June 1st on forthcoming quote . Need on
agenda for June 16th.
Resolution - Updates to the Union County Personnel Resolution26-349
INFORMATION CONTACT:
Julie Broome, Human Resources, Director, 704-283-3869
ACTION REQUESTED:
Adopt the revised Union County Personnel Resolution, effective July 1,
2026.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
Updates to the Personnel Resolution are recommended at times to
address terminology changes, organizational alignment, county
management operational needs, and Board of County Commissioners
direction. The recommended revised Union County Personnel Resolution
(“UCPR”) includes the following revisions to the existing UCPR :
·Technical, terminology, and practical revisions throughout the UCPR
to correspond with current terminology, organizational structure,
practice, and applicable law
·Clarification and streamlining of the County Manager ’s authority
concerning department reorganizations
·Clarification and improvements concerning the administration of the
pay plan in certain circumstances
·Updates to uniformed services (military) leave policy
·Added provisions to allow oral fluid (saliva) drug testing in certain
circumstances
FINANCIAL IMPACT:
None.
Page 16 of 19
17
Board of Commissioners Meeting Agenda June 16, 2026
Opioid Settlement26-356
INFORMATION CONTACT:
Maribel Andon, County Manager ’s Office, Opioid Settlement Program
Manager, 704-283-3636
ACTION REQUESTED:
Click or tap here to enter text .
PRIOR BOARD ACTIONS:
Click or tap here to enter text .
BACKGROUND:
Click or tap here to enter text .
FINANCIAL IMPACT:
Click or tap here to enter text .
Minutes for Approval26-340
INFORMATION CONTACT:
Lynn G. West, Clerk to the Board of Commissioners, 704-283-3853
ACTION REQUESTED:
Approve minutes
PRIOR BOARD ACTIONS:
None
BACKGROUND:
Draft minutes have been provided to the Board for review and approval .
FINANCIAL IMPACT:
None
Information Only
Tax Collector’s Departmental Report for April 202626-325
INFORMATION CONTACT:
Kristen Foxworth, Tax Administration, Deputy Tax Administrator,
704-283-3591
ACTION REQUESTED:
None - Information Only.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
This report reflects the totals of all tax transactions within the Tax
Collector’s Office for the month of April 2026 as required by NCGS
105-350(7).
FINANCIAL IMPACT:
None.
Communications Monthly Report - May 202626-342
INFORMATION CONTACT:
Liz Cooper, Public Communications, Director, 704-283-3587
Page 17 of 19
18
Board of Commissioners Meeting Agenda June 16, 2026
ACTION REQUESTED:
None - Information Only.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
This report provides valuable metrics and insights into communication
platforms and our efforts to collaborate with all County departments to
inform and engage residents, promote programs and services, and
strengthen internal and external communications .
FINANCIAL IMPACT:
None.
Facilities Major Capital Projects Update - Quarterly Report26-346
INFORMATION CONTACT:
Linda Whitaker, Assistant Director Design and Construction, Facilities &
Fleet Management, 704-420-2626
ACTION REQUESTED:
None - Information Only.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
This is the quarterly major capital projects update for projects managed
by the Facilities & Fleet Management Department .
FINANCIAL IMPACT:
None.
Drought Status - Update26-350
INFORMATION CONTACT:
Aubrey Lofton, UC Water - Planning & Resource Management, Director,
704-296-4241
ACTION REQUESTED:
None.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
Union County Water is closely following the current drought . Union
County Water declared Stage 2 Drought Restrictions on May 15 to
comply with the Catawba-Wateree Drought Management Advisory
Group’s status change based on the Low Inflow Protocol triggers .
Attached are the updated Low Inflow Protocol triggers as of June 1, 2026
and the US Drought Monitor as of June 4, 2026.
FINANCIAL IMPACT:
None.
Business
Page 18 of 19
19
Board of Commissioners Meeting Agenda June 16, 2026
Adoption of the FY 2027 Budget26-351
INFORMATION CONTACT:
Brian Matthews, County Manager’s Office, County Manager,
704-292-2597
ACTION REQUESTED:
Adopt the FY 2027 Budget.
PRIOR BOARD ACTIONS:
June 1, 2026, Regular Meeting, Agenda Item #26-317 - Held Public
Hearing
BACKGROUND:
The Board of County Commissioners is requested to adopt the FY
2026-2027 Annual Budget Ordinance for Union County, establishing
appropriations and revenues for the fiscal year beginning July 1, 2026, in
accordance with N.C. General Statute 159-13.
FINANCIAL IMPACT:
Approval of the financial plan for the next fiscal year .
Appointments to Boards and Committees26-341
INFORMATION CONTACT:
Lynn G. West, Clerk to the Board, 704-283-3853
ACTION REQUESTED:
Appoint members
PRIOR BOARD ACTIONS:
None
BACKGROUND:
Click or tap here to enter text .
FINANCIAL IMPACT:
None
County Manager's Comments
Commissioners' Comments
Adjournment
Page 19 of 19
20
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-320 Agenda Date:6/16/2026
TITLE:..title
Public Hearing - Rezoning Petition 2026-CZ-007 Beulah Church
INFORMATION CONTACT:
Bjorn E. Hansen, Planning Department, Senior Planner - Long Range Planning, 704-283-3690
ACTION REQUESTED:
Conduct public hearing for rezoning petition
PRIOR BOARD ACTIONS:
None
BACKGROUND:
This case is a request to rezone a 3.21 acre parcel appearing on the tax map as tax parcel 06-042-
001J located on Beulah Church Road from B-2 with Conditions to B-2 with Modified Conditions. The
rezoning request is an amendment to an existing conditional rezoning on the site and includes the
following amended conditions:
1)Hours of operation changed from 9:00 AM to 9:00 PM to 6:30 AM to 9:30 PM
2)Any required privacy fence will be made of solid material to reduce noise
3)Trash and recycling pickup will occur between 9:00 AM and 5:00 PM
The second and third conditions were added by the Land Use Board at its May 19, 2026 meeting as
a response to resident concerns over noise. These additional conditions were agreed to by the
applicant. The Land Use Board then recommended approval on a 7-0 vote, citing consistency with
the land use map used in the initial rezoning and increased flexibility for the owner.
If the Board of Commissioners wishes to make a decision on this rezoning petition, it can consider
the following motions.
To approve the proposed amendment (the proposal is consistent with the current plan)
Motion
(i) Adopt the Ordinance Approving Revision to the Official Zoning Map of Union County, North
Carolina, and (ii) adopt the consistency and reasonableness statement for approval.
To deny the proposed amendment (the proposal is inconsistent with the current plan)
Motion
(i) Deny rezoning petition CZ-2026-007 submitted by R. Dean Harrell; and (ii) adopt the consistency
Union County, NC Printed on 6/1/2026Page 1 of 2
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File #:26-320 Agenda Date:6/16/2026
and reasonableness statement for denial.
FINANCIAL IMPACT:
None
Union County, NC Printed on 6/1/2026Page 2 of 2
powered by Legistar™22
1
Planning Department
500 North Main Street, Suite 70
Monroe, NC 28112
T 704.283.3565
unioncountync.gov
Rezoning Request CZ-2026-007 Beulah Church
This case is a request to rezone a 3.21 acre parcel appearing on the tax map as tax parcel 06-
042-001J located on Beulah Church Road from B-2 with Conditions to B-2 with Modified
Conditions. The rezoning request is an amendment to an existing conditional rezoning on the
site and includes the following amended conditions:
1) Hours of operation changed from 9:00 AM to 9:00 PM to 6:30 AM to 9:30 PM
2) Any required privacy fence will be made of solid material to reduce noise
3) Trash and recycling pickup will occur between 9:00 AM and 5:00 PM
Contact Information
1. Staff: Bjorn Hansen, Senior Planner, 704-283-3690, bjorn.hansen@unioncountync.gov
23
2
2. Owner: Beulah Church Road Developers, LLC, 5615 Potter Road, Matthews, NC 28104
3. Applicant: Beulah Church Road Developers, LLC, 5615 Potter Road, Matthews, NC 28104
Property Information
Located on the southwest corner of Beulah Church and Waxhaw Indian Trail roads. Location
more specifically described as tax parcel 06-042-001J.
Municipal Proximity
The site is near Wesley Chapel and Weddington.
North of Site Site
East of Site West of Site
24
3
Existing Land Use and Development Status
The parcel is currently zoned B-2 with Conditions and is undeveloped and partially forested.
Environmental Features
There are no streams, wetlands, or floodplains on the site.
25
4
Utilities
Water and sewer are available to the site.
Zoning and Land Use History
This property was rezoned to B-2 with Conditions in early 2020 to allow a shopping center to be
built. It was previously proposed for rezoning to B-2 in 2007, but was withdrawn. A 161 acre
parcel to the north of the site was proposed for R-20 zoning in 1998, but was withdrawn. There
later were two successful rezonings in 2018 and 2019 to rezone eight acres for a senior living
facility on the north side of Beulah Church. There have been no other zoning actions in the
immediate vicinity in unincorporated Union County.
26
5
Schools
Because this rezoning request is commercial in nature, UCPS was not consulted for comments.
Transportation
This site is on Beulah Church and Waxhaw Indian Trail Roads, which are a NCDOT-maintained
facility. This section of Waxhaw Indian Trail Road carries approximately 11,500 vehicles per day.
There are no funded road improvement projects in the immediate vicinity of the rezoning. A
traffic Impact Analysis (TIA) was not required for this amended rezoning. The site already has
conditions for a median, crosswalk, and turn lanes into the site.
27
6
Union County Comprehensive Plan
The initial 2020 rezoning for this property was evaluated against the comprehensive plan and
land use map in place at the time. The land use map was amended as part of the rezoning to
include a commercial node at the intersection, which was consistent with development patterns
in the area. This proposed rezoning is consistent with the land use map used as part of the 2020
rezoning.
The Union County 2050 land use map identifies the entire area as a Transition Zone, which
recognizes the limited amount of unincorporated land and close proximity to several
municipalities as reasons to restrict rezonings in this area and instead incentivize them to annex
into an adjacent municipality.
28
7
2050 Plan Land Use Map
2014 Plan Land Use Map
29
8
Public and Municipal Comments
Public Comments
A community meeting was required and was held on April 15, 2026. A total of 17 residents
attended the meeting and expressed concern over the proposed hours of operation as well as
the overall development. No changes were made to the site plan as a result of the meeting.
Two residents spoke against the rezoning at the May 19, 2026 Land Use Board meeting, citing
concerns over safety and noise.
Municipal Comments
Weddington and Wesley Chapel were consulted due to the distance to their municipal limits. No responses were received.
Recommendations
Land Use Board
The Land Use Board unanimously recommended approval at its May 19, 2026 meeting after adding two conditions, limiting trash pick up to between 9 AM to 5 PM and requiring the
privacy fence to be built of solid materials to reduce noise. The Board cited consistency with the
land use map used in the initial rezoning and increased flexibility for the owner.
Planning Department
This part of Union County at the time of the initial 2020 rezoning was identified is identified for single family residential at approximately two units per acre, with a Neighborhood Center commercial node at the intersection of this rezoning. The Land Use Map was subsequently modified through the 2050 Comprehensive Plan to recognize the limited amount of
unincorporated land in the area and designated the area as a Transition Zone, meaning
upzonings would not be supported. The proposed rezoning is not an upzoning of existing
zoning on the site, is consistent with the land use map in place at the time of the initial rezoning
and provides additional flexibility to the property owner as they develop the site. The proposed
use is therefore considered appropriate for the area. Because of these aspects of the
development, staff recommend approval of this rezoning application.
30
9
31
32
Application for
Conditional Rezoning
Union County
Planning Department
500 N Main Street -Suite 70
Monroe, NC 28112
T 704.283.3565
E UCPlanning@unioncountync.gov
General Information Proj ect Addr e ss l.f<7'11 WA--,<iffiu) City /11�@.<JS State bl�, Zi� � IO L/ I��\\) T�L.. P.d Tax Pa rcel \00l:,6i-(J,C:OjJCurrent Zonin9.. De signation CZ � . .,l,_;Total Acres 3, 'J.. I i'"l.. ��---
Proposed Zoning Designation sAmdcz Date Submitted (Y\!W-cb � )d,b'i-I
Contact lnfor�ationApplicant Name J) t:u.-LAtt Cl-\U..1<0-\ f!.J , »� v e.. kiP<U'S LL 'IR, (1_ e,"" i-1-14 {ire.//
Address SlzJ.-S i6!k_v:::: Q.�,
Phone70L!�4�L/-8)(S
Citl}14-.\:theLvs. State 't\lc. ZipA't3/0L(
Fax. ________ Email
Property Owner Name Bei...L.lA-b cl, RJ 11.v·eJop�
Address;iJIS Pd--f-e.< Rel City W1±.\+-ti?LC$ State � L Zip�� /Oj
Phone ]DY -56 L/ -LfB LS Fax ________ Email
Signature
�t'.lu:,k JopbDate
g� (d'41<.LQ.EUPrinted Nam e /Title Yl,\-e..� W <2..-v--ti]/\ A vu 14. ff-e_ V
ownA_r'S Cer�ation Unclude names and signatures of Rl�_owners)�. U UQ---y-::,, _fz±a.--JlJL fn� �l;.to K 1�v �d)sn·gr.ia r .e l�i� Dat� ."I �ed. Name /Ti�le
A,.11 -_ �' • 8:) I Jo IJ'-. M V\t'ec11 L , SJ.kw 1.¥t;:.L� -.. c r T -
Union County Office Use Only: Case Numbe r: Zp'Zi.?-GZ--001 Bev\a\...w\-Date R ec eived:_,..,_�--Zo�---21,_. ---------
Amount of Fee :� DID Fee Ok: &'ai\ R e c eived by:_�-�-' _________ _
Contact Bjorn Hansen to begin the process. T. 704.283.2690 E. Bjorn.hansen@unioncountync.gov
**This document is only valid from July l, 2024 -June 30, 2025 33
34
Statements of Consistency and Reasonableness for Proposed Amendment to the Union
County Zoning Map
The Union County Land Use Board recommended that the Union County Board of
Commissioners approve the rezoning petition (CZ-2026-007), submitted by R. Dean Harrell,
requesting a revision of the Union County Zoning Map by rezoning an approximately 3.207 acre
parcel of land appearing on the tax map as tax parcel 06-042-001J along the south side of Beulah
Church Road from B-2 with Conditions to B-2 with Modified Conditions.
CONSISTENCY AND REASONABLENESS STATEMENT FOR APPROVAL OF THE
PROPOSED AMENDMENT (THE PROPOSAL IS INCONSISTENT WITH THE
CURRENT PLAN) (CZ-2026-007)
Pursuant to N.C.G.S. § 160D-605, the Union County Board of Commissioners (the “Board”)
does hereby find and determine that adoption of the proposed map amendment is consistent with
the currently adopted Union County Comprehensive Plan (the “Plan”). The adoption of the
proposed map amendment (i) takes into account the need to amend the zoning map to meet the
needs of the community, and (ii) is reasonable and in the public interest because:
1. The proposed use under the amendment is consistent with the 2014 Land Use Plan, which
was in place at the time of initial rezoning of the property in 2020 to B-2 with Conditions.
The 2014 Plan’s Land Use Map identified this area as a Commercial Center. The
Commercial Center designation would support a range of retail and service uses,
consistent with the existing allowed uses. The current Plan’s Land Use Map now
designates this area as a Transition Zone. The Transition Zone designation encourages,
but does not require, developers to consider annexation into an adjacent municipality.
The Plan also provides a strategy of Union County not approving rezonings in a
Transition Zone which would “upzone” the property and increase density or intensity of
uses. The modified condition of several additional hours of operating hours does not
increase density or the overall allowed uses under the property. Rather, it is an
operational condition change which does not reach such an impact and is consistent with
the Plan.
2. The proposed change in the condition of hours of operation would still prohibit late night
operations (prohibiting hours of operation between 9:30 p.m. to 6:30 a.m.) that could
impact adjacent residential areas.
3. The tract of land is not overly small for the general area in which it is located and is
reasonable in size for the modified conditions contemplated.
4. The property itself is already zoned for B-2 uses with conditions. Additionally, the
property is located less than 0.2 miles from an existing retail business use with currently
almost the same operating hours as proposed under the modified conditions.
5. The use set forth under the conditions would meet Union County development standards.
6. The benefits to the community at large, the neighbors, and the property owners of the
proposed rezoning outweigh any detriments to the neighbors and others caused by the
rezoning. The benefits of this rezoning include allowing retail and service business
opportunities in Union County. The potential detriments of the use established by this
35
rezoning include any increased noise, light, and traffic exposure resulting from the
proposed use that could affect nearby properties.
36
CONSISTENCY AND REASONABLENESS STATEMENT FOR DENIAL OF THE
PROPOSED AMENDMENT (THE PROPOSAL IS INCONSISTENT WITH THE
CURRENT PLAN) (CZ-2026-007)
Pursuant to N.C.G.S. § 160D-605, the Union County Board of Commissioners (the “Board”)
does hereby find and determine that this rezoning petition is inconsistent with the Union County
Comprehensive Plan (the “Plan”), and that denial of the proposed map amendment is reasonable
and in the public interest because:
1. The proposed rezoning could facilitate additional ongoing and potential commercial
rezonings in the immediate area inconsistent with the current Land Use Map in Transition
Zones, including in close proximity to existing residential uses.
2. Allowed hours of operation on the property could result in increased congestion on the
roads and streets adjacent and nearby to the property. Traffic congestion is a noted
concern in the Plan.
37
BOCC Motions for Proposed Amendment to the Union County Zoning Map (CZ-2026-007)
The Union County Land Use Board recommended that the Union County Board of
Commissioners approve the rezoning petition (CZ-2026-007), submitted by R. Dean Harrell,
requesting a revision of the Union County Zoning Map by rezoning an approximately 3.207 acre
parcel of land appearing on the tax map as tax parcel 06-042-001J along the south side of Beulah
Church Road from B-2 with Conditions to B-2 with Modified Conditions.
TO APPROVE THE PROPOSED AMENDMENT (THE PROPOSAL IS CONSISTENT
WITH THE CURRENT PLAN)
Motion
(i) Adopt the Ordinance Approving Revision to the Official Zoning Map of Union County, North
Carolina, and (ii) adopt the consistency and reasonableness statement for approval.
TO DENY THE PROPOSED AMENDMENT (THE PROPOSAL IS INCONSISTENT
WITH THE CURRENT PLAN)
Motion
(i) Deny rezoning petition CZ-2026-007 submitted by R. Dean Harrell; and (ii) adopt the
consistency and reasonableness statement for denial.
38
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-321 Agenda Date:6/16/2026
TITLE:..title
Public Hearing - Rezoning Petition 2026-CZ-005 McAteer
INFORMATION CONTACT:
Bjorn E. Hansen, Planning Department, Senior Planner - Long Range Planning, 704-283-3690
ACTION REQUESTED:
Conduct public hearing for proposed rezoning
PRIOR BOARD ACTIONS:
None
BACKGROUND:
This case is a request to rezone a 5.75 acre portion of a 17.21 acre parcel appearing on the tax map
as tax parcel 09-384-013 located on South Rocky River Road from RA-40 to Light Industrial (LI) with
Conditions. The rezoning request is a conditional rezoning, and includes the following conditions:
1)Limited to approved site plan dated April 6, 2026
2)Uses limited to office, warehouse and construction equipment and material storage
3)5.75 acre portion will be subdivided from parcel
4)Five-year vesting of development rights
5)Development will meet all requirements of the Union County Unified Development Ordinance
on the date of approval
The Land Use Board unanimously recommended approval at its May 19, 2026 meeting, citing
consistency with the Land Use Map and increased business opportunities.
If the Board of Commissioners wishes to make a decision on this rezoning petition, it can consider
the following motions:
To approve the proposed amendment (the proposal is consistent with the current plan)
Motion
(i) Adopt the Ordinance Approving Revision to the Official Zoning Map of Union County, North
Carolina, and (ii) adopt the consistency and reasonableness statement for approval.
To deny the proposed amendment (the proposal is inconsistent with the current plan)
Motion
(i) Deny rezoning petition CZ-2026-005 from Jeremy McAteer; and (ii) adopt the consistency and
Union County, NC Printed on 6/1/2026Page 1 of 2
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File #:26-321 Agenda Date:6/16/2026
reasonableness statement for denial.
FINANCIAL IMPACT:
None
Union County, NC Printed on 6/1/2026Page 2 of 2
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1
Planning Department
500 North Main Street, Suite 70
Monroe, NC 28112
T 704.283.3565
unioncountync.gov
Rezoning Request CZ-2026-005 McAteer
This case is a request to rezone a 5.75 acre portion of a 17.21 acre parcel appearing on the tax
map as tax parcel 09-384-013 located on South Rocky River Road from RA-40 to Light Industrial
(LI) with Conditions. The rezoning request is a conditional rezoning, and includes the following
conditions:
1) Limited to approved site plan dated April 6, 2026
2) Uses limited to office, warehouse and construction equipment and material storage
3) 5.75 acre portion will be subdivided from parcel
4) Five-year vesting of development rights
5) Development will meet all requirements of the Union County Unified Development
Ordinance on the date of approval
41
2
Contact Information
1. Staff: Bjorn Hansen, Senior Planner, 704-283-3690, bjorn.hansen@unioncountync.gov
2. Owner: McAteer Family Living Trust, 1115 McAteer Road, Monroe, NC 28112
3. Applicant: Jeremy McAteer, 1115 McAteer Road, Monroe, NC 28112
Property Information
Located on the east side of South Rocky River Road south of NC 75. Location more specifically
described as tax parcel 09-384-013.
Municipal Proximity
The site is one mile east of Mineral Springs.
North of Site Site
East of Site West of Site
42
3
Existing Land Use and Development Status
The parcel is currently zoned RA-40 and is used for row crops.
Environmental Features
There is a stream in the center of the parcel, but it does not impact the portion being rezoned. The entire parcel is within the Lake Lee Water Supply Watershed, which limits impervious
surface. The proposed site plan meets the watershed development standards.
43
4
Utilities
Water is available to the site and will rely on septic for sewer service.
Zoning and Land Use History
This property has been zoned RA-40 since zoning was instituted in Union County. There have
been several rezonings to Light Industrial immediately north of this property since 1977. Two
large residential rezonings south of the site were proposed in 2019 and 2022 and were denied.
Two special use permits for day care facilities west of the site were approved in 1981 and 1996.
There have been no other zoning actions in the immediate vicinity in unincorporated Union
County.
44
5
Schools
Because this rezoning request is commercial in nature, UCPS was not consulted for comments.
Transportation
This site is on South Rocky River Road, which is a NCDOT-maintained facility. This section of
South Rocky River Road carries approximately 4,900 vehicles per day. There are no funded road
improvement projects in the immediate vicinity of the rezoning. A traffic Impact Analysis (TIA)
was not required for this rezoning. The anticipated trip generation for this site is expected to be
low, although it will have a high percentage of truck traffic.
45
6
Union County Comprehensive Plan
The Union County 2050 comprehensive plan identifies this area as a Rural Residential area with
an Employment Corridor overlay. The uses proposed under Light Industrial zoning are consistent
with the intent of the Employment Corridor.
46
7
Public and Municipal Comments
Public Comments
A community meeting was required and was held on April 28, 2026. A total of two residents
attended the meeting and asked questions about parcels impacted by the rezoning, approval
process, and implementation timeline. No changes were made to the site plan as a result of the
meeting.
Municipal Comments
Mineral Springs was not consulted due to the distance to their municipal limits.
Recommendations
47
8
Land Use Board
The Land Use Board reviewed this rezoning request at its May 19, 2026 meeting and unanimously recommended approval based on consistency with the land use map and business
opportunities for owner.
Planning Department
This part of Union County is identified as an Employment Corridor overlaid on rural residential
and agricultural land uses. The proposed use is allowed in Light Industrial, which is an
appropriate zoning designation in an Employment Corridor. The proposed traffic impacts are
moderate and this use will increase business opportunities in Union County. The proposed use is
therefore considered appropriate for the area. Because of these aspects of the development,
staff recommend approval of this rezoning application.
48
PPPPPPPPPPPPPPPPPPARCEL ID: 09384017
BILLY K. McATEER AND
HELEN C. McATEER
DB. 973 PG. 607
PARCEL ID: 09384013A
SHONE M. HOUSTON
DB. 1819 PG. 517
P
P
P
P
P
P
P
C/L OF DITCH
(PER UNION COUNTY GIS)N4
7
°
3
8
'
4
3
"W
5
3
2
.
8
9
'
N56
°
3
3'
0
9"
E
513.
2
2' (
T
O
T
A
L)
S75°
5
1
'
2
7
"
E
296.
8
1
'
(
S
E
E
NO
T
E
1
2
)
P
P
P P
P
P
P
P
C/L OF DITCH
(PER UNION COUNTY GIS)
C/L OF DITCH
C/L OF
DITCH
294.76
S81°10'
4
3
"
E
30' Power Easeme
n
t
(
D
i
s
t
r
i
b
u
t
i
o
n
)
See Notes
15'
15'
PARCEL ID: 09381005
KAFE CA HOLDINGS, LLC
DB. 9262 PG. 563
PARCEL ID: 09381003
McATEER FAMILY LIVING TRUST
DB. 9281 PG. 877
TRACT 1 ~ PLAT CAB L PG. 832
653
652
651
650
649
648
648
650 647646649650
653
652 651
654
653
652
651
650
650
651
652
651652653 654
649
WWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWW
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W WWWWWWWWWWWOFFICE
68' X 60'
(4K SF)
(HEIGHT TO COMPLY WITH
LI ZONING REQUIREMENTS)
WAREHOUSE
50' X 125'
(6K SF)
ABC GRAVEL LAYDOWN
AREA
(+/-63K SF)
50'
F
R
O
N
T
S
E
T
B
A
C
K
50' REAR
S
E
T
B
A
C
K
20' SIDEYARDAPPROXIMATE SEPTIC SYSTEM AREA
LOCATION SUBJECT TO PERC. TEST
S
R
O
C
K
Y
R
I
V
E
R
R
D
3
5
.
0
'20' SIDEYARDPROPERTY BOUNDARYPROPERTY BOUNDARYPROPERTY
B
O
U
N
D
A
R
Y
68.0'60
.
0
'125.0'5
0
.
0
'20.0'CO
V
E
R
E
D
F
R
O
N
T
P
O
R
C
H
30.0
'30.0
'50.0'EX
.
R
/
W
(
3
0
'
D
E
D
I
C
A
T
I
O
N
F
R
O
M
C
L
O
F
S
R
O
C
K
Y
R
I
V
E
R
)
EX.
R
/
W
POTENTIAL
FUTURE BUILDING
EXPANSION
+/-50'x50'
GRASS AREA
SCM
(+/-18K SF - FINAL SIZE TBD)
EXISTING
WATER LINE
PROPOSED
WATER LINE
(8) SPACES
9'x19' (PER UDO,TYP.)
HEAVY DUTY
CONCRETE, TYP.
LIGHT DUTY
CONCRETE, NO C&G,
TYP.
EXISTING TREE LINE, TYP.
(8) SPACES
(1) VAN ACCESIBLE
ADA SPACE
ACCESS GATE
8' HT. CHAINLINK
FENCE, TYP.
EXISTING EOP
EXISTING CL
5' SW, TYP.
5' PLANTING AREA
ADA RAMP
TREE CONSERVATION AREA
LOCATED WITHIN PROPERTY SETBACK
(FUTURE MITIGATION MAY BE REQUIRED
BASED ON TREE SURVEY FINDINGS )
NOTE:
PROPOSED PARKING LOTS
MAY EXTEND UP TO 20' INTO
FRONT SETBACK PER UDO
EXISTING STREAM
(PER UNION COUNTY GIS)
30' STREAM BUFFER
30' EXISTING
POWERLINE EASEMENT
CL DITCH, TYP.
PROPOSED DRIVEWAY
(NCDOT DRIVEWAY PERMIT TO
BE ACQUIRED AT LATER DATE)
NCDOT 10' X 70'
SIGHT TRIANGLE
S63°1
7'
2
9
"
W
22600.
6
3
(
G
R
I
D
)
22603
.
8
1
(
G
R
O
U
N
D
)
PARCEL ID: 09381005
RONNIE LANEY
CONSTRUCTION CO, INC.
DB. 1285 PG. 765
PARCEL ID: 09381024
BARBARA FAYE GRIFFIN HELMS
DB. 3575 PG. 498
PARCEL ID: 09384012
ROBERT PAGE STEWART AND
VICKIE T. STEWART
DB. 307 PG. 590
PARCEL ID: 09384014
ALEXANDER PAGE HEIRS
DB. PG.
PARCEL ID: 09384011G
FRANKLIN W. HOWEY, JR.
DB. 885 PG. 538
PARCEL ID: 09384017BILLY K. McATEER ANDHELEN C. McATEERDB. 973 PG. 607
PARCEL ID: 09384013ASHONE M. HOUSTONDB. 1819 PG. 517
PARCEL ID:
09381003B
DOUGLAS O.
McATEER
DB. 3136 PG. 20
PC. D PG. 978
PIER
C/L OF DITCH(PER UNION COUNTY GIS)
CANAL S01°02'14"E344.31'S88°57'46"W
214.93'S01°02'14"E931.63'N88°56'17"E
254.93'S00°27'11"E498.45'N
4
5
°
5
4
'
0
9
"W
6
7
9
.
6
4
'
N82°17'43"W
518.73'
L1N81°20'54"
W
477.13'L2L3S2
8
°50
'44
"E451
.87
'
S66°58'
3
8
"
W
362.28'
L4
L5N47°
3
8
'
4
3
"
W
53
2
.
8
9
'
N56°3
3
'
0
9
"
E
513.22'
(
T
O
T
A
L
)
S75°51'27"
E
296.81'N05°11'46"E892.88'N61°1
5'
4
5"
E
418.8
6'L6L7L8
L9L10
(NOT
T
O
S
C
A
L
E
)100'
60'
DB. 237 PG. 140 (PORTION)
CP
CP
CP
(SEE
N
O
T
E
1
2
)(60' PUBLIC RIGHT OF WAY)240.02
N80°30'03"
W
639.22
S16°24'20"W995.7036.41
*SEE AREA TABLEDB. 237 PG. 140 (PORTION)
200.70
CHAIN LINK
FENCE
N.C. HI
G
H
W
A
Y
7
5
60' PUB
L
I
C
R
I
G
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T
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O
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W
A
Y
P.C. L, P
G
.
8
3
2
LEGEND
369
SET
370
SET
371
SET
372
SET
373
IRON FOUND
375376377378379380381382383384385387388389390
374391
392
393394395396397
398399400401402403404405406407408409410411
412
413
414
415416
417418419420
421422423424425426427428429430431432433434N61°
1
7'
4
0"
E
1
8
1.
2
4'S23°45'18"E
327
.84
'
S65°4
9'
1
9
"
W
1
4
7.
8
4'N29°43
'05
"W
315
.00
'
800664.670
NCGS U51
N65°05'33"E
2,516.16'
(
H
.
G
.
)
2,515.81'
(
G
R
I
D
)
NTS
N.C.G.S. "U51"PID: EC0165N:443734.35E:1512250.09N.A.D. 83/2011
N:444793.89E:1514531.90N.A.D. 83/2011
S61°18'02"
W
1
9
2
4
.
6
3
'
(
T
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E
)
#4 REBAR (F)MCATEER ROAD60' PUB
LIC
RIGHT
-OF-WAYP.C.
L
, PG
.
832
D.B. 7675, PG. 478TRACT 1P.C. L, FILE 832P.N. 09381003
JEREMY D. MCATEERAND WIFE, AMBER L. MCATEERD.B. 7675, PG. 478TRACT 1P.C. L, FILE 832P.N. 09381003
FARMS, LLCD.B. 7279, PG. 602(PARCEL ONE)P.N. 0938400140'
R
IG
H
T-O
F
-W
AY
P.C
.
D
,
P
G
.
978
60'
54984 SQ.FT.
1.26 AC.
TRACT 352,773 SQ.FT.OR 1.21 AC.(NEW TRACT)
40' S.B.
15'
S
.
Y
.
15'
S
.
Y
.
40' R.Y.PAVED ROAD
NTS
801
LOOK
LOOK
803
LOOK
805
LOOK806
LOOK
807
LOOK
20001
EX ANGLE IRON
NAB SET AT BASE FND
20003
WDF1 B
20004
WDF1 E AT BLDG
20005
WDF1 B
20006
WDF1
20007
WDF1
20008
WDF1
20009
WDF1
20010
WDF1
20011
WDF1
20012
WDF1
20013
WDF1
20014
WDF1
20015
WDF1
20016
WDF1
20017
WDF1
20018
WDF1
20019
WDF1
20020
WDF1
20021
WDF1
20022
WDF1
20023
WDF1
20024
WDF1
20025
WDF1
20026
WDF1
20027
WDF1
20028
WDF1
20029
WDF1
20030
WDF1
20031
WDF1
20032
WDF1
20033
WDF1
20034
WDF1
20035
WDF1
20036
WDF1
20037
WDF1
20038
WDF1
20039
WDF1
20040
WDF1 E
20041
EC1 B PILLAR
20042
EC1 PILLAR
20043
EC1 PILLAR
20044
EC1 CLO PILLAR
20045
EC1 B PILLAR
20046
EC1 PILLAR
20047
EC1 PILLAR
20048
EC1 CLO PILLAR
20049
WDF1 B
20050
WDF1
20051
WDF1
20052
WDF1
20053
WDF1
20054
WDF1
20055
WDF1 E AT OLD FNCE
20056
WDF1 B
20057
WDF1
20058
WDF1
20059
WDF1
20060
WDF1
20061
WDF1
20062
WDF1
20063
WDF1
20064
WDF1
20065
WDF1
20066
WDF1
20067
WDF1
20068
WDF1
20069
WDF1
20070
WDF1
20071
WDF1
20072
WDF1
20073
WDF1
20074
WDF1
20075
WDF1
20076
WDF1
20077
WDF1
20078
WDF1 E
20079
WDF1 B
20080
WDF1
20081
WDF1
20082
WDF1
20083
WDF1
20084
WDF1
20085
WDF1
20086
WDF1
20087
WDF1 E
20088
WDF1 B J 20086
20089
WDF1
20090
WDF1 E AT BLDG20091
WDF1 B
20092
WDF1 E AT BLDG20093
WDF1 B
20094
WDF1
20095
WDF1
20096
WDF1
20097
WDF1
20098
WDF1
20099
WDF1
20100
WDF1
20101
WDF1
20102
WDF1
20103
WDF1
20104
WDF1
20105
WDF1
20106
WDF1 E
JEREMY D. MCATEERAND WIFE, AMBER L. MCATEER
52773 SQ.FT.
40'
C/L OF DITCH(PER UNION COUNTY GIS)
C/L OF DITCH
C/L OFDITCH
294.76
S81°10'43"E
30' Power Easement (Distribution)
See Notes
15'
15'
PARCEL ID: 09381005KAFE CA HOLDINGS, LLCDB. 9262 PG. 563
PARCEL ID: 09381003McATEER FAMILY LIVING TRUSTDB. 9281 PG. 877TRACT 1 ~ PLAT CAB L PG. 832
653
652
651650649
648
648
650 647
646
649650
653652 651
654653
652
651
650
650
651
652
651652
653
654649
68.0'60.0'
125.0'
50.0'
20.0'
30.0'
30.0'
50.0'
GENERAL NOTES
1.ALL SITE PLAN, ZONING, AND EXISTING CONDITION INFORMATION UTILIZED IN THE
PREPARATION OF THIS PLAN IS CONSIDERED TO BE PRELIMINARY IN NATURE AND
SUBJECT TO CHANGE AND FINAL VERIFICATION.
2.THIS DOCUMENT IS CONCEPTUAL IN NATURE. DO NOT RELY ON THIS FOR PERMITTING,
CONSTRUCTION, BIDDING, ETC.
3.BASE MAP INFORMATION IS DESKTOP GIS DATA AND HAS NOT BEEN FIELD VERIFIED.
4.THE EXISTING TREE LINE AREAS HAVE SIGNIFICANT TOPOGRAPHIC DECLINE AND THE
AREAS NEED TO BE FIELD ASSESSED TO DETERMINE IF STREAMS OR WETLANDS ARE
PRESENT. DUE TO THIS UNKNOWN, BUFFERS ARE NOT ACCOUNTED AS PART OF THIS
CONCEPT PLAN
OPEN SPACE/TREE SAVE
THE OPEN SPACE AND TREE SAVE AREAS SHOWN ON THIS PLAN ARE CONCEPTUAL AND
PRELIMINARY. THEIR EXACT LOCATIONS ARE SUBJECT TO CHANGE AS THE CLIENT FINALIZES THE
OVERALL SITE LAYOUT, PRODUCT ALLOCATION, AND OTHER SPATIALLY DEPENDENT PROJECT
COMPONENTS.
STREAM/WETLAND INFORMATION
THE STREAM AND WETLAND DATA SHOWN ON THIS PRELIMINARY CONCEPT PLAN ARE BASED ON
IREDELL COUNTY GIS INFORMATION AND HAVE NOT BEEN FIELD-VERIFIED FOR ACCURACY. ALL
POTENTIAL WETLAND AREAS AND STREAM FEATURES DEPICTED ARE APPROXIMATE IN LOCATION
AND PRELIMINARY IN NATURE.
THIS CONCEPT PLAN IS SUBJECT TO REVISION UPON COMPLETION OF DETAILED FIELD SURVEYS
AND VERIFICATION OF JURISDICTIONAL BOUNDARIES BY THE APPROPRIATE REGULATORY
AGENCIES. FINAL DELINEATION MAY RESULT IN CHANGES TO THE SITE LAYOUT, AND POTENTIAL
UNIT LOSS MAY OCCUR AS A RESULT OF THESE ADJUSTMENTS.
FLOODPLAIN INFORMATION
FLOOD PLAIN INFORMATION OBTAINED FROM FEMA FIRM PANEL 3710466600J EFFECTIVE DATE OF
03/18/2008. NO FLOODPLAIN LOCATED ON THE PROPERTY
STORMWATER CONTROL MEASURES
THE LOCATION AND SIZE OF PROPOSED STORMWATER CONTROL MEASURES ARE CONCEPTUAL
AND PRELIMINARY. FINAL STORMWATER DESIGN WILL BE DETERMINED AS THE OVERALL PROJECT
LAYOUT, PRODUCT ALLOCATION, AND OTHER KEY PROJECT ELEMENTS ARE REFINED. THESE
AREAS ARE SUBJECT TO CHANGE BASED ON FINAL ENGINEERING, AND AS SUCH, THE SITE
LAYOUT AND TOTAL UNIT COUNT MAY ALSO BE ADJUSTED TO ACCOMMODATE STORMWATER
REQUIREMENTS.
ACCESS POINTS/DRIVEWAYS/STREETS
1.PROPOSED SITE ENTRANCE LOCATIONS ARE PRELIMINARY AND MUST BE EVALUATED TO
CONFIRM ADEQUATE SIGHT DISTANCE.
2.ALL INTERNAL ROADWAY AND STREET SYSTEMS SHOWN ARE CONCEPTUAL AND SUBJECT
TO CHANGE. FINAL DESIGN MUST BE REVIEWED AND VERIFIED FOR COMPLIANCE WITH THE
TOWN OF MOORESVILLE UNIFIED DEVELOPMENT ORDINANCE (UDO) AND APPLICABLE
NCDOT STANDARDS.
3.PROPOSED STREET CONNECTIONS ARE ALIGNED WITH EXISTING ROADS BUT ARE
CONCEPTUAL AND MAY BE ADJUSTED BASED ON FEEDBACK AND REQUIREMENTS FROM
REVIEWING AGENCIES.
DISCLAIMER ON SOURCE DATA ACCURACY:
P3 CIVIL EXPRESSLY DISCLAIMS ANY LIABILITY FOR PLAN DEFICIENCIES OR ERRORS ARISING
FROM RELIANCE ON INCORRECT, INCOMPLETE, MISSING, OR OUTDATED INFORMATION OBTAINED
FROM PUBLIC SOURCES, INCLUDING BUT NOT LIMITED TO GIS DATA, PLANNING, OR ZONING
DEPARTMENTS. THE CLIENT ACKNOWLEDGES AND AGREES THAT VERIFICATION OF ALL SUCH
DATA IS THEIR SOLE RESPONSIBILITY, AND P3 CIVIL SHALL NOT BE HELD RESPONSIBLE FOR ANY
DAMAGES, LOSSES, OR COSTS RESULTING FROM INACCURACIES IN THIRD-PARTY SOURCE
INFORMATION.
P3 CIVIL. PLLC
750 Imperial Ct
Charlotte, NC 28273
www.p3-civil.com
CONCEPT PLAN
MCATEER DESIGN OFFICE
VICINITY MAP
NTS
DEVELOPMENT SUMMARY
NOTES
P3 JOB # 2025-0018
DECEMBER 15, 2025
GRAPHIC SCALE
TAX PARCELS: 09384013 - UNION COUNTY
TOTAL PID ACREAGE:+/-17.21 AC. (PER GIS)
TO BE SUBDIVIDED & DEVELOPED:+/-5.75 AC.
REMAINING AC. TO BE EXCLUDED:+/-11.46 AC.
LOCATION: UNION COUNTY
ZONING:
EXISTING: RA-40 (RESIDENTIAL - AGRICULTURAL)
PROPOSED: LI (LIGHT INDUSTRIAL)
REZONING REQUIRED
PROPOSED USE: OFFICE, GARAGE, LAYDOWN YARD
MIN. LOT SIZE LI: NO MIN.
PROPOSED LOT SIZE: +/-5.75 AC.
MAX. IMPERVIOUS AREA
(WHEN NO C&G PROPOSED): 36%
PROPOSED IMPERVIOUS
AREA: 36%
FRONT SETBACK: 50'
REAR SETBACK: 50'
SIDEYARD: 20'
MAX. BLDG HEIGHT: 100'
PARKING REQUIRED: 0.5 SPACES PER EMPLOYEE
15 EMPLOYEES ANTICIPATED = 7.5 SPACES REQUIRED
0 LOADING SPACES REQUIRED (0-15k SF GROSS FLOOR AREA)
PARKING PROPOSED: 16 SPACES - 9' X 18'
1 VAN ACCESSIBLE ADA SPACE
TREE SAVE: TREE INVENTORY SURVEY REQUIRED IN AREAS "OUTSIDE THE BUILDABLE AREA OF A LOT OR
DEVELOPMENT SITE".
BUILDABLE AREA = ALL AREAS LOCATED OUTSIDE SETBACKS, R/W'S, EASEMENTS.
I.E. - TREE SURVEY REQUIRED WITHIN PROPERTY SETBACK AREAS
TREES DBH OF 12" OR GREATER MUST BE MITIGATED AT 125% OD DBH REMOVED
OPEN SPACE: NOT REQUIRED FOR LI
WATERSHED: UPPER RICHARDSON CREEK (PROJECT IS LOCATED IN A WATER SUPPLY WATERSHED)
TOTAL SF ALL STRUCTURES:+/- 10K SF
TOTAL ACREAGE TO BE DISTURBED:XX
TOTAL ACREAGE IN R/W:XX
WATER SOURCE:S ROCKY RIVER RD PUBLIC WATER LINE (TAP TO BE PROPOSED)
WASTEWATER SOURCE PROVIDER: SEPTIC SYSTEM TO BE PROVIDED (SEE OWNER, DEVELOPER, CONSULTANT INFO)
TOTAL ACREAGE IN R/W:+/- 0.019 AC. (DRIVEWAY CONNECTION TO S ROCKY RIVER RD)
TOTAL DISTURBED AREA:+/- 2.72 AC. (+/- 47% OF TOTAL SITE)
LEGEND:
COS COMMON OPEN SPACE
SCM STORMWATER CONTROL MEASURE
SITE MCATEER RDS
R
O
C
K
Y
R
I
V
E
R
R
D
POTENTIAL R/W DEDICATION
STREAM LINE (PER GIS)
FLOOD PLAIN (FROM GIS)
POSSIBLE STREAM (PER GIS TOPO)
NATURAL GAS EASEMENT
PERIMETER BUFFER
WAXH
A
W
H
W
Y
UNION COUNTY NOTES
THOUGH IT MAY NOT BE ILLUSTRATED, SHOWN, LISTED, DENOTED, OR EXPRESSED THIS PLAN SHALL
COMPLY WITH ALL PROVISIONS OF THE UNION COUNTY LAND DEVELOPMENT ORDINANCE IN EFFECT
AT TIME OF REVIEW AND APPROVAL
PARKING LOT SURFACE SHALL BE MAINTAINED IN SUCH A MANNER TO PREVENT, REPAIR, OR
REPLACE DETERIORATED SURFACE MATERIAL, POTHOLES AND MAJOR CRACKING OF
IMPERVIOUS/PERVIOUS SURFACE MATERIAL AND STRIPING SHALL BE VISIBLE AND WELL DEFINED.
FOR PRESERVED VEGETATION, MAINTENANCE SHALL BEGIN AT THE TIME THAT THE ROOT
PROTECTION ZONES ARE ESTABLISHED (PRIOR TO ROUGH GRADING) AND SHALL CONTINUE
INDEFINITELY. FOR PLANTED MATERIALS, MAINTENANCE SHALL BEGIN AT THE TIME OF PLANTING AND
SHALL CONTINUE INDEFINITELY.
NO OUTDOOR LIGHTING PROPOSED.
OWNER, DEVELOPER, CONSULTANT INFORMATION
OWNER:
JEREMY DAVID MCATEER
1115 MCATEER ROAD
MONROE, NC 28112
DEVELOPER:
JEREMY DAVID MCATEER
1115 MCATEER ROAD
MONROE, NC 28112
WASTEWATER CONSULTANT
THOMPSON ENVIRONMENTAL CONSULTING
PO BOX 541
MIDLAND, NC 28107
704-307-4881
TREE CONSERVATION AREA
TOTAL ACREAGE IN R/W:+/- 0.019 AC. (DRIVEWAY CONNECTION TO S ROCKY RIVER RD)
TOTAL DISTURBED AREA:+/- 2.72 AC. (+/- 47% OF TOTAL SITE)
APRIL 6, 2026
49
PPPPPPPPPPPPPPPPPP
P
P
P
P
P
P
C/L OF DITCH
(PER UNION COUNTY GIS)
P P
P
P P
P
P
P
199
pp
200
rbf
201
guy
202
pp
207
pp
208
pp
659
pp
660
pp
665
pp
666
guy
667
rbf
668
pp
2159
pp
2160
pp
2165
pp
2166
guy
2167
rbf
2168
pp
808
BNDRY
809
BNDRY
452648.790
INV CALC
15800
648.790
INV CALC 18"
INV:649.32
INV:648.79
INV:649.57
C/L OF DITCH
(PER UNION COUNTY GIS)
C/L OF DITCH
C/L OF
DITCH
30' Power Easem
e
n
t
(
D
i
s
t
r
i
b
u
t
i
o
n
)
See Notes
15'
15'
18" RCP
15" RCP
653
652
651
650
649
648
648
650 647646649650
653
652 651
654
653
652
651
650
650
651
652
651652653 654
649
WWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWW
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
W
WW
W
W
W
W
W WWWWWWWWWWWOFFICE
WAREHOUSE
ABC GRAVEL LAYDOWN
AREA
(+/-65K SF)
50'
F
R
O
N
T
S
E
T
B
A
C
K
50' REAR SETBA
C
K
20' SIDEYARDAPPROXIMATE SEPTIC SYSTEM AREA
LOCATION SUBJECT TO PERC. TEST
S
R
O
C
K
Y
R
I
V
E
R
R
D
EXISTING
WATER LINE
PROPOSED
WATER LINE
(8) SPACES
9'x19' (PER UDO,TYP.)
EXISTING TREE LINE, TYP.
3
5
.
0
'654652650648652650648646ACCESS GATE
8' HT. CHAINLINK
FENCE, TYP.20' SIDEYARDPROPERTY BOUNDARYPROPERTY BOUNDARYPROPERTY BOUN
D
A
R
Y
EXISTING CL
5' SW, TYP.
5' PLANTING AREA
CO
V
E
R
E
D
F
R
O
N
T
P
O
R
C
H
EXISTING STREAM
(PER UNION COUNTY GIS)
30' STREAM BUFFER30.0
'30.0
'
SCM
(+/-18K SF - FINAL SIZE TBD)
(18) IG
(10) IV
(14) IG
(10) IV
(13) IV
(12) IV
(10) IV
(12) IG
(1) AR
(9) QP
(1) AR
NCDOT 10' X 70'
SIGHT TRIANGLE
P3 CIVIL. PLLC
750 Imperial Ct
Charlotte, NC 28273
www.p3-civil.com
CONCEPT PLAN
MCATEER DESIGN OFFICE
VICINITY MAP
NTS
DEVELOPMENT SUMMARY
NOTES
P3 JOB # 2025-0018
DECEMBER 15, 2025
GRAPHIC SCALE
PLANT SCHEDULE
PLANTING REQUIREMENTS - PER UNION COUNTY UDO
SEC. 55.040 - STREET FRONTAGE LANDSCAPING
STREET FRONTAGE LANDSCAPING MUST BE PROVIDED ADJACENT TO PUBLIC STREET RIGHTS-OF-WAY.
LANDSCAPING AND SCREENING IS REQUIRED IN ACCORDANCE WITH THE S1 SCREENING STANDARDS OF §55.090-B.
S1 SCREENING REQUIRED
REQUIRES A HEDGEROW, DENSE PLANTING OF SHRUBS OR ORNAMENTAL GRASSES,
DECORATIVE MASONRY WALL OR ANY COMBINATION OF SUCH FEATURES THAT RESULTS IN A CONTINUOUS VISUAL
BARRIER AT LEAST 3 FEET IN HEIGHT.
IN ADDITION, AT LEAST ONE TREE IS REQUIRED PER 50 LINEAR FEET OF SCREEN.
TOTAL R/W FRONTAGE:428 LF
1 TREE/50' LF:9 TREES REQUIRED
REQUIRED TREES MAY BE CLUSTERED OR IRREGULARLY SPACED, BUT THE MAXIMUM SPACING OF TREES MAY NOT
EXCEED 100 FEET ON-CENTER.
VEGETATIVE MATERIAL USED AS A SCREEN MUST HAVE A MINIMUM HEIGHT OF 18 INCHES AT THE TIME OF
INSTALLATION,
WITH A HEIGHT AT MATURITY OF AT LEAST 3 FEET.
PERIMETER PARKING LOT LANDSCAPING
PERIMETER PARKING LOT LANDSCAPING MUST BE PROVIDED TO VISUALLY SCREEN PARKING LOTS FROM
PUBLIC RIGHTS OF WAY AND FROM ABUTTING RESIDENTIAL ZONING DISTRICTS IN ALL OF THE FOLLOWING CASES:
1. WHEN ANY NEW PARKING LOT IS CONSTRUCTED THAT CONTAINS 10 OR MORE PARKING SPACES OR
MORE THAN 3,500 SQUARE FEET OF PAVED AREA; AND
2. WHEN ANY EXISTING PARKING LOT IS EXPANDED TO CREATE 10 OR MORE NEW PARKING SPACES OR
MORE THAN 3,500 SQUARE FEET OF ADDITIONAL PAVED AREA.
TOTAL PERIMETER PARKING SHRUBS PROPOSED:99 SHRUBS
INTERIOR PARKING LOT LANDSCAPING REQUIREMENTS
INTERIOR PARKING LOT LANDSCAPING MUST BE PROVIDED IN THE FORM OF AT LEAST ONE SHADE TREE
AND 4 SHRUBS PER 10 PARKING SPACES.
TOTAL SPACES PROPOSED:17
SHRUBS REQUIRED/PROPOSED:7 SHRUBS
TREE REQUIRED/PROPOSED: 2 TREES
TREES AND LANDSCAPE MATERIAL LOCATED OUTSIDE THE PERIMETER OF THE PARKING LOT MAY NOT BE
COUNTED TOWARD SATISFYING INTERIOR PARKING LOT LANDSCAPING REQUIREMENTS. TREES AND LANDSCAPE
MATERIAL WITHIN THE CORNERS OF THE PARKING LOT MAY BE COUNTED.
LANDSCAPE ISLANDS MUST BE DISPERSED SO THAT THE DISTANCE BETWEEN ISLANDS IS NO GREATER
THAN 1O PARKING SPACES
TREE PRESERVATION:
TREE INVENTORY SURVEY REQUIRED IN AREAS "OUTSIDE THE BUILDABLE AREA OF A LOT OR DEVELOPMENT SITE".
BUILDABLE AREA = ALL AREAS LOCATED OUTSIDE SETBACKS, R/W'S, EASEMENTS.
I.E.- TREE SURVEY REQUIRED WITHIN PROPERTY SETBACK AREAS
I.F.
TREES DBH OF 12" OR GREATER MUST BE MITIGATED AT 125% OD DBH REMOVED
SYMBOL COMMON NAME LATIN NAME QTY. SIZE (AT TIME OF PLANTING)REMARKS
TREES
SHRUBS
GROUNDCOVERS
RED MAPLE 2" CAL. 6' HT.MATCH SPECIMEN, STRAIGHT LEADERACER RUBRUM 2
WILLOW OAK 2" CAL. 6' HT.MATCH SPECIMEN, STRAIGHT LEADERQUERCUS PHELLOS 9
INKBERRY HOLLY 3 GAL. 24"-36" HT.FULL TO GROUND, DISEASE FREEILEX GLABRA 44
YAUPON HOLLY ILEX VOMITORIA 55 3 GAL. 24"-36" HT.FULL TO GROUND, DISEASE FREE
SEED MIX AS NEEDED FOR STABILIZATION
LANDSCAPE PLAN
TREE, SHRUB, AND GROUNDCOVER PLANTING – GENERAL NOTES
(UNION COUNTY, NC – PLAN SHEET STANDARD)
ALL PLANT MATERIAL SHALL CONFORM TO THE LATEST EDITION OF THE AMERICAN
STANDARD FOR NURSERY STOCK (ANSI Z60.1) AND SHALL BE NURSERY-GROWN,
HEALTHY, AND TRUE TO NAME.
ALL TREES, SHRUBS, AND GROUNDCOVERS SHALL BE INSTALLED IN ACCORDANCE
WITH
GASTON COUNTY UDO, ALL APPLICABLE LANDSCAPE REQUIREMENTS, AND THESE
PLANS.
PLANT SUBSTITUTIONS ARE NOT ALLOWED WITHOUT WRITTEN APPROVAL FROM
THE LANDSCAPE ARCHITECT, ENGINEER, OR THE AUTHORITY HAVING
JURISDICTION.
ALL PLANTING AREAS SHALL BE FREE OF CONSTRUCTION DEBRIS, ROCKS, AND
SPOIL MATERIAL.
SOILS SHALL BE LOOSENED AND DE-COMPACTED TO A MINIMUM DEPTH OF 6–8
INCHES PRIOR TO PLANTING.
ALL TREES SHALL BE INSTALLED WITH THE ROOT FLARE AT OR NO MORE THAN 1"
ABOVE FINISHED GRADE. REMOVE ALL BURLAP, TWINE, AND WIRE FROM THE TOP
1/3 OF THE ROOT BALL.
SHRUBS AND GROUNDCOVERS SHALL BE INSTALLED SO THAT THE ROOT CROWN IS
LEVEL WITH ADJACENT GRADE. PLANTS SHALL NOT BE INSTALLED DEEPER THAN
THEIR ORIGINAL CONTAINER DEPTH.
MULCH ALL TREE SAUCERS, SHRUB BEDS, AND GROUNDCOVER AREAS TO A 3-INCH
DEPTH
(2 INCHES IN GROUND-COVER AREAS). MULCH SHALL BE SHREDDED HARDWOOD
OR PINE BARK AND SHALL BE CLEAN, WEED-FREE, AND FREE OF INVASIVE SPECIES.
TREES SHALL BE STAKED ONLY IF REQUIRED BY THESE PLANS OR THE SITE
CONDITIONS. REMOVE STAKES AND STRAPS AFTER 12 MONTHS.
CONTRACTOR SHALL WATER ALL PLANTS IMMEDIATELY AFTER INSTALLATION AND
SHALL MAINTAIN ADEQUATE MOISTURE UNTIL FINAL ACCEPTANCE. ALL PLANTING
SHALL OCCUR ONLY WHEN SOIL CONDITIONS ARE SUITABLE.
ANY PLANT MATERIAL THAT DIES, DECLINES, OR FAILS TO THRIVE SHALL BE
REPLACED BY THE CONTRACTOR AT NO COST TO THE OWNER PRIOR TO FINAL
ACCEPTANCE.
A MINIMUM ONE-YEAR WARRANTY SHALL APPLY TO ALL TREES, SHRUBS, AND
GROUNDCOVERS FROM THE DATE OF FINAL INSTALLATION.
CONTRACTOR SHALL VERIFY ALL UTILITY LOCATIONS PRIOR TO EXCAVATION (CALL
811). PLANTING HOLES SHALL NOT BE EXCAVATED WITHIN DESIGNATED UTILITY
EASEMENTS WITHOUT PRIOR APPROVAL.
ALL PLANTING BEDS SHALL RECEIVE A WEED-FREE, 3-INCH SOIL AMENDMENT
INCORPORATION WHERE SHOWN OR REQUIRED TO IMPROVE SOIL STRUCTURE AND
DRAINAGE.
CONTRACTOR SHALL PROTECT EXISTING TREES AND SITE FEATURES DURING
CONSTRUCTION. ANY DAMAGE SHALL BE REPAIRED OR REPLACED AT THE
CONTRACTOR’S EXPENSE.
FINAL PLANTING LOCATIONS MAY BE ADJUSTED UP TO 24 INCHES TO AVOID
OBSTRUCTIONS, MAINTAIN PROPER SPACING, AND IMPROVE VISUAL ALIGNMENT,
SUBJECT TO APPROVAL.
ALL TREES ADJACENT TO STREETS SHALL BE PLANTED OUTSIDE OF SIGHT
TRIANGLES AND SHALL MEET GASTON COUNTY SIGHT DISTANCE REQUIREMENTS.
TURF AREAS ADJACENT TO PLANTING BEDS SHALL BE SMOOTHLY TRANSITIONED
TO MATCH EXISTING GRADE AND SHALL DRAIN FREELY AWAY FROM STRUCTURES.
ALL PLANTING WORK SHALL BE PERFORMED BY QUALIFIED PERSONNEL
EXPERIENCED IN LANDSCAPE INSTALLATION.
UTILITY-RELATED REQUIREMENTS
CONTRACTOR SHALL CONTACT NORTH CAROLINA 811 PRIOR TO ANY EXCAVATION.
ALL UTILITIES SHALL BE FIELD-LOCATED AND MARKED BEFORE ANY PLANTING
HOLES ARE DUG.
CONTRACTOR SHALL HAND-DIG ALL PLANTING HOLES WITHIN 5 FEET OF ANY
MARKED UNDERGROUND UTILITY. AUGERING IS NOT PERMITTED NEAR UTILITIES.
NO TREE SHALL BE PLANTED WITHIN 10 FEET OF ANY UNDERGROUND UTILITY LINE
(WATER, SEWER, ELECTRIC, GAS, FIBER, OR COMMUNICATION) UNLESS APPROVED
BY THE ENGINEER AND UTILITY OWNER.
NO TREE SHALL BE PLANTED DIRECTLY ABOVE WATER OR SEWER SERVICE
LATERALS. SHRUBS AND GROUNDCOVERS MAY BE USED ONLY IF ROOT SYSTEMS
ARE NON-INVASIVE.
NO PLANT MATERIAL SHALL BE INSTALLED WITHIN UTILITY EASEMENTS WITHOUT
PRIOR WRITTEN APPROVAL OF THE UTILITY OWNER AND AUTHORITY HAVING
JURISDICTION. WHERE PLANTED IN APPROVED EASEMENTS, THE OWNER ACCEPTS
RISK OF DAMAGE OR REMOVAL DURING FUTURE UTILITY WORK.
MAINTAIN REQUIRED CLEARANCES FROM OVERHEAD UTILITIES. UNDER POWER
LINES, SELECT ONLY TREE SPECIES THAT MATURE BELOW THE UTILITY HEIGHT AS
APPROVED BY THE LOCAL ELECTRIC UTILITY.
CONTRACTOR SHALL NOTIFY THE ENGINEER IMMEDIATELY IF A CONFLICT BETWEEN
PLANT MATERIAL AND UTILITIES IS DISCOVERED SO THAT FIELD ADJUSTMENTS CAN
BE MADE.
SITE & INSTALLATION REQUIREMENTS
FINAL PLANT LOCATIONS MAY BE SHIFTED UP TO 24 INCHES TO AVOID
OBSTRUCTIONS, UTILITIES, OR CONFLICTS WHILE MAINTAINING THE INTENT OF THE
DESIGN.
MAINTAIN ALL REQUIRED SIGHT TRIANGLE CLEARANCES. NO SHRUBS EXCEEDING
30" MATURE HEIGHT SHALL BE INSTALLED WITHIN SIGHT TRIANGLES.
CONTRACTOR SHALL PROTECT EXISTING TREES, ROOT ZONES, AND SITE FEATURES
FROM DAMAGE THROUGHOUT CONSTRUCTION. ANY DAMAGE SHALL BE REPAIRED
AT THE CONTRACTOR’S EXPENSE.
TURF AREAS ADJACENT TO PLANTING BEDS SHALL BE GRADED TO PROVIDE
SMOOTH TRANSITIONS AND POSITIVE DRAINAGE AWAY FROM STRUCTURES.
ALL WORK SHALL BE PERFORMED BY QUALIFIED LANDSCAPE INSTALLATION
PERSONNEL.
50
Application for
Conditional Rezoning
General Information Project Address o South Rocky River Rd City Monroe
Union County
Planning Department
500 N Main Street -Suite 70
Monroe, NC 28112
T 704.283.3565
E UCPlanning@unioncountync.gov
State North Carolina Zip 28112
Tax Parcel ID 0938401 3 Current Zoning Designation __ R _A _-4_0 ____ Total Acres 1 7.21 (will be
Proposed Zoning Designation Light Industrial Date Submitted 31312026 subdividing and rezoning 5.75 ac)
Contact Information Applicant Name_J_e _re _m_y _M_c_A_t _ee_r __________________________ _
City Monroe State North Carolina Zip_2_8 _1 _1 2 ___ _ Address 111 5 McAteer Rd
Phone 704-282-0788 Fax ___________ Email __________ _
Prop erty Owner Name MCATEER JEREMY D TRUSTEE ET AL MCATEER AMBER L TRUSTEE
Address 1115 M cAteer Rd City Monroe State Nor t h Carolina Zip_2 _81_1 _2 ___ _
Phone 704-282-0788 Fax Email ----------------------
7'/3 (2. C
Date
.Tf_,�� Iv! <f/t,,�..
Printe Name/Title
r's C�J:ifi�ati9,9/!,9clude names and signatures of all owners)
------7'-,,�- � /'/'� 3/s/c� Str-e.vnt, !M.GA���r-ignature D'ate� PrintedName/Title A vv.b -er r-A "'1t t-c---e-�
Union Count� Office Use Only: Case Number: UJ7..Jo-C2 ,.. Cf.J"'{' Date Received:_S_-�3�-_Zlo _________ _
Amount of Fee:'t\DD:::, Fee Ok: @;� Received by:_��0\ _________ _
Contact Bjorn Hansen to begin the process. T. 704.283.2690 E. Bjorn.hansen@unioncountync.gov
**This document is only valid from July 1, 2025 -June 30, 2026 51
52
BOCC Motions for Proposed Amendment to the Union County Zoning Map (CZ-2026-005)
The Union County Land Use Board recommended that the Union County Board of
Commissioners approve the rezoning petition (CZ-2026-005) submitted by Jeremy McAteer,
requesting a revision of the Union County Zoning Map by rezoning a 5.75 acre portion of one
parcel totaling approximately 17.21 acres appearing on the tax map as tax parcel 09-384-013 on
South Rocky River Road from RA-40 to Light Industrial (LI) with Conditions.
TO APPROVE THE PROPOSED AMENDMENT (THE PROPOSAL IS CONSISTENT
WITH THE CURRENT PLAN)
Motion
(i) Adopt the Ordinance Approving Revision to the Official Zoning Map of Union County, North
Carolina, and (ii) adopt the consistency and reasonableness statement for approval.
TO DENY THE PROPOSED AMENDMENT (THE PROPOSAL IS INCONSISTENT
WITH THE CURRENT PLAN)
Motion
(i) Deny rezoning petition CZ-2026-005 from Jeremy McAteer; and (ii) adopt the consistency
and reasonableness statement for denial.
53
Statements of Consistency and Reasonableness for Proposed Amendment to the Union
County Zoning Map
The Union County Land Use Board recommended that the Union County Board of
Commissioners approve the rezoning petition (CZ-2026-005) submitted by Jeremy McAteer,
requesting a revision of the Union County Zoning Map by rezoning a 5.75 acre portion of one
parcel totaling approximately 17.21 acres appearing on the tax map as tax parcel 09-384-013 on
South Rocky River Road from RA-40 to Light Industrial (LI) with Conditions.
CONSISTENCY AND REASONABLENESS STATEMENT FOR APPROVAL OF THE
PROPOSED AMENDMENT (THE PROPOSAL IS CONSISTENT WITH THE
CURRENT PLAN) (CZ-2026-005)
Pursuant to N.C.G.S. § 160D-605, the Union County Board of Commissioners (the “Board”)
does hereby find and determine that adoption of the proposed map amendment is consistent with
the currently adopted Union County Comprehensive Plan (the “Plan”). The adoption of the
proposed map amendment (i) takes into account the need to amend the zoning map to meet the
needs of the community, and (ii) is reasonable and in the public interest because:
1. The proposed use is consistent with the Plan. The Plan’s Land Use Map identifies this
area as Employment Corridor overlay. The Plan provides that a variety of employment
uses may be appropriate in an Employment Corridor. Such uses that may be appropriate
include, without limitation, distribution, logistics, aeronautics, industrial, and agri-
business. A rezoning to Light Industrial would allow for many of these development uses
contemplated for an Employment Corridor under the Plan.
2. The parcel of land is a larger parcel (over five acres) and is reasonable in size for the
proposed zoning district.
3. An immediately adjacent property is already zoned as Light Industrial, as well as legally
non-conforming commercial uses immediately north of the proposed use.
4. The benefits to the community at large, the neighbors, and the property owners of the
proposed rezoning outweigh any detriments to the neighbors and others caused by the
rezoning. The benefits of this rezoning include potentially allowing for increased
employment or business uses for the surrounding community to utilize, as well as
developing an area designated in the Plan for development immediately adjacent to a
significant transportation corridor in the County. The potential detriments of the
proposed rezoning, depending upon the allowed use utilized in the proposed zoning
district, include any increased noise, light, and traffic exposure from the use that could
affect nearby properties.
54
CONSISTENCY AND REASONABLENESS STATEMENT FOR DENIAL OF THE
PROPOSED AMENDMENT (THE PROPOSAL IS INCONSISTENT WITH THE
CURRENT PLAN) (CZ-2026-005)
Pursuant to N.C.G.S. § 160D-605, the Union County Board of Commissioners (the “Board”)
does hereby find and determine that this rezoning petition is inconsistent with the Union County
Comprehensive Plan (the “Plan”) and that denial of the proposed map amendment is reasonable
and in the public interest because:
1. Future allowed uses on the property under certain uses allowed in Light Industrial
districts could result in increased congestion on the roads and streets adjacent and nearby
to the property. Traffic congestion is a noted concern in the Plan.
2. The property is within a Water Supply Watershed, which limits development intensity in
order to protect the City of Monroe’s water supply. The proposed use would increase
development intensity on an existing undeveloped parcel. Supporting safe drinking water
is noted under the Plan.
3. The proposed rezoning may facilitate ongoing and potential future industrial uses in close
proximity to existing residential uses, including residential uses in nearby areas identified
as Rural Residential.
55
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-335 Agenda Date:6/16/2026
TITLE:..title
Public Hearing - Conveyance of County Owned Property in Union County Industrial Park (Project
Canopy)
INFORMATION CONTACT:
Patrick Niland, County Manager’s Office, Deputy County Manager, 704-283-3630
ACTION REQUESTED:
Conduct a Public Hearing to consider the conveyance of 60.97 acres located within the Union County
Industrial Park along Goldmine Road to McGee Corporation, their subsidiary or affiliated entity, for a
new industrial facility.
PRIOR BOARD ACTIONS:
1) October 20, 2025, Regular Meeting, Agenda Item #25-624 - Public Hearing Conducted for
consideration of Step 4 Economic Development Incentive Grant to McGee Corporation
2) October 20, 2025, Regular Meeting, Agenda Item #25-626 - Step 4 Economic Development
Incentive Grant was awarded to McGee Corporation in an amount-not-to-exceed $696,00 paid over a
5-year period beginning in FY 2028
3) December 8, 2025, Regular Meeting, Agenda Item #25-748 - Public Hearing for consideration of
conveyance of county owned property
4) December 8, 2025, Regular Meeting, Agenda Item #25-749 - Consideration of conveyance of
county owned property.
BACKGROUND:
The Union County Economic Development Department started conversations with McGee
Corporation under codename Project Canopy in late 2024 about the potential relocation of their
manufacturing operation from Stallings, North Carolina, to a 60.97-acre parcel located off Goldmine
Road. The company has previously submitted an offer of $4,267,900.00, being $70,000 per acre.
However, there are certain conditions existing on the land, which has reduced this offer to
$4,136,650.00. The land sought by the company was previously acquired by Union County for an
industrial park or to be held for resale for industrial or commercial use, for an industrial or commercial
project, pursuant to G.S. 158-7.1 (the specific parcel considered for sale is Union County Tax Parcel
#09372003D). McGee Corporation’s purchase of this land is in concert with the County’s economic
development objectives, which are the stimulation of the local economy, growth of the tax base,
promotion of business, and creation of job opportunities within Union County. The purchase
consideration is $4,136,650.00 in cash, subject to all easements, right of ways, encroachments, and
other restrictions of record. The Board of Commissioners has determined that the property subject to
conveyance, with consideration of certain conditions existing on the land, has a fair market value of
$4,136,650.00.
Union County, NC Printed on 6/5/2026Page 1 of 2
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File #:26-335 Agenda Date:6/16/2026
The land will be used for an industrial project with an approximate investment of $40,000,000 and the
creation of 35 new jobs with a probable hourly wage of $30.28 per hour for employees on the
property.
McGee Corporation intends to build a new 366,000 square-foot manufacturing facility on the property
which will serve as its headquarters for design, sales, manufacturing, and distribution. This sale is
made pursuant to private negotiation under G.S. 158-7.1
FINANCIAL IMPACT:
Union County would receive $4,136,650.00 in cash in exchange for the land. The project would also
bring a prospective $40,000,000 in new capital investment and at least 35 new jobs earning a
probable wage of $30.28 per hour into Union County.
Union County, NC Printed on 6/5/2026Page 2 of 2
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Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-337 Agenda Date:6/16/2026
TITLE:..title
Proclamation - America 250 Month
INFORMATION CONTACT:
Liz Cooper, Public Communications, Director, 704-283-3587
ACTION REQUESTED:
Adopt Proclamation recognizing July 2026 as America 250 Month in Union County.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
On July 4, 2026, our nation will celebrate the 250th anniversary of this historic event, known
nationwide as “America 250.” This proclamation recognizes the 250th anniversary of the signing of
the Declaration of Independence on July 4, 1776, and encourages residents to reflect on the nation's
founding principles of liberty, equality, and democracy. It also highlights Union County's contributions
to the history of North Carolina and the United States, while encouraging participation in local
commemorative events and activities that honor our shared history, promote civic engagement, and
foster community pride and unity.
FINANCIAL IMPACT:
None.
Union County, NC Printed on 6/1/2026Page 1 of 1
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Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-339 Agenda Date:6/16/2026
TITLE:..title
Service Award Recognition
INFORMATION CONTACT:
Jennifer Davis, Human Resources, Assistant Director, 704-283-3803
ACTION REQUESTED:
Short video will play to recognize employee service award recipients for Q2 including April, May, and
June.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
The employee recognition program acknowledges employees for full-time continuous service at the
following intervals: 5 years, 10 years, 15 years, 20 years, 25 years and 30 years of service. We
would like to recognize the following employees for full-time continuous service with Union County
Local Government.
FINANCIAL IMPACT:
None.
Union County, NC Printed on 6/1/2026Page 1 of 1
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Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-345 Agenda Date:6/16/2026
TITLE:..title
Write Off - FY26 Water & Sewer Delinquent Balances
INFORMATION CONTACT:
Amy McCaskill, UC Water - Utility Business Services, Director, 704-283-3508
ACTION REQUESTED:
Approve the write-off of uncollectible water and sewer accounts as needed.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
N.C.G.S 25-2-725(1) and 1-52(1) place a statute of limitations on how far back delinquent water,
sewer, and solid waste account balances can be collected. Water accounts can be collected up to 4
years past their final bill date while sewer accounts can only be collected up to 3 years past their final
bill date. Any outstanding account balances past those dates are considered to be write-offs defined
as the elimination of uncollectible accounts receivable recorded on the general ledger.
The included attachment, for 1,139 water and sewer accounts totaling $157,526.65 denotes the
information for FY2026.
FINANCIAL IMPACT:
There will be a reduction in the accounts receivable balances for Union County Water of
$157,526.65. This will also be shown as a corresponding expense to the enterprise fund
uncollectable accounts.
Union County, NC Printed on 6/1/2026Page 1 of 1
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Union County Water
Street Address
City, State ZIP
T 555.555.5555
unioncountync.gov/water
To: Union County Board of Commissioners
From: Amy McCaskill, Director, Utility Business Services
Date: 6/16/2026
Re: Uncollectible Water and Sewer Accounts
Beginning July 1, 2013, the Union County Tax Collector’s office assumed the
responsibility for managing the delinquent account balances for Union County Public
Works’ final billed water and sewer accounts. To the extent allowed by the North
Carolina General Statutes, the Tax Collector’s office has been collecting these
outstanding account balances through the same processes used to collect delinquent
tax bills. In Fiscal Year 2015, Union County Public Works contracted with a third-
party collection agency to continue collection efforts after the Tax Collector’s office
has exhausted all options available to them. In July of 2021, the Deputy Tax Collector
FTE was transferred underneath Union County Water Business Operations.
The North Carolina General Statutes clearly define the time frame for which
delinquent utility bills can be collected. N.C.G.S 25-2-725(1) specifies that water
account balances can be collected up to four years past the final bill date. Likewise,
N.C.G.S 1-52(1) specifies that sewer account balances can be collected up to three
years past the final bill date. This means that delinquent balances remaining on
water accounts that were final billed prior to July 1, 2022 and on sewer accounts that
were final billed prior to July 1, 2023 are deemed uncollectible as of July 1, 2026 and
should be removed from Union County Water’s accounts receivable balances.
In compliance with these statutes of limitations, we are requesting that the Board of
County Commissioners approve the write off of all final billed account balances that
fall outside of the previously stated statutes of limitation, excluding any accounts with
an active garnishment. The balances to be written off are as follows:
FY23 Write Offs % of FY23 Service
Charges
Water $82,821.76 0.24%
Sewer $74,704.89 0.23%
Total $157,526.65
I will be glad to answer any further questions you may have regarding this matter.
61
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-338 Agenda Date:6/16/2026
TITLE:..title
2025 Critical Intersection Program Design and Cost Estimation Study Approval
INFORMATION CONTACT:
Bjorn E. Hansen, Planning Department, Senior Planner - Long Range Planning, 704-283-3690
ACTION REQUESTED:
Approve recommended designs for five intersections in study as shown in attached slideshow
PRIOR BOARD ACTIONS:
1) October 21, 2024, Regular Meeting, Agenda Item #24-644 - Authorized staff to apply for CRTPO
grant
2) June 2, 2025, Regular Meeting, Agenda Item #25-329 - Authorized interlocal agreements with
participating municipalities
BACKGROUND:
Union County, in partnership with Indian Trail, Monroe, Unionville and Wesley Chapel, has completed
the design and cost estimation work for five intersections identified in the 2023 Critical Intersection
Analysis. The intersections are:
·Unionville- Indian Trail Road at Unionville Brief and East CJ Thomas (Unionville)
·Lancaster and Bragg (Monroe)
·New Town and Lester Davis (Wesley Chapel)
·Old Charlotte and Hayes/Faircroft (Indian Trail)
·NC 84 and Willoughby
The County, municipalities, NCDOT, and CRTPO met from October 2025 through May 2026 to
analyze conditions, evaluate options, develop designs, engage the public, and identify a
recommended design and cost. The public was consulted in March with virtual community meetings
and online survey.
The four municipalities have approved the designs within their boundaries. The intersection of NC 84
and Willoughby is the only intersection in unincorporated Union County.
Approval does not commit Union County to funding the recommended improvements. The designs
and cost estimates may be used by the County, municipalities, and NCDOT in future grant
applications for implementation.
FINANCIAL IMPACT:
Union County, NC Printed on 6/5/2026Page 1 of 2
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File #:26-338 Agenda Date:6/16/2026
None.
Union County, NC Printed on 6/5/2026Page 2 of 2
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Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-326 Agenda Date:6/16/2026
TITLE:..title
Financing Letter - New Salem Volunteer Fire Department
INFORMATION CONTACT:
Patrick Niland, County Manager’s Office, Deputy County Manager, 704-283-3630
ACTION REQUESTED:
Authorize Chairman of the Board to sign the attached letter.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
The New Salem Volunteer Fire Department is constructing a new fire station. The Fire Department
has secured financing agreement with HomeTrust Bank. As part of the financing documents, the
bank requires a letter from Union County, signed by the chair, stating that New Salem Volunteer Fire
Department is allowed to provide fire service in Union County, they are in good standing, the fire tax
district supports fire operations, and that the department has made the county aware of this financing
agreement.
FINANCIAL IMPACT:
None.
Union County, NC Printed on 6/1/2026Page 1 of 1
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OFFICE OF THE COMMISSIONERS AND MANAGER
500 N. Main St., Room 921 Monroe, NC 28112 Phone (704)283-3810 Fax (704)282-0121
June 1, 2026
HomeTrust Bank
PO Box 10
Asheville, NC 28802-0010
Re: Municipal Lease and Option Agreement between HomeTrust Bank and New Salem Volunteer Fire
Department, Inc.
I am Chairman of the County Commissioners of Union County. This letter is to advise you that: New
Salem Volunteer Fire Department, Inc. is a qualified Volunteer Fire Department, assigned to protect a
specific Fire District within the County.
In addition, a special ad valorem (fire tax) is assessed on the real property owners of this district. Said tax
is to be used exclusively to provide equipment, facilities, and training as is necessary to provide fire
protection for said district. Said funds may also be used to upgrade equipment as the need arises. This
tax is collected by the County and disbursed by the Finance Office to the Fire Department on a regular
basis by the County Finance Officer. The Fire Department is operated and managed by the Board of
Directors of the Fire Department and the Officers of said Department. The Department is currently
meeting the requirements of their fire service contract.
The Fire Department has made us aware of their intention to acquire new capital assets through a Lease
Purchase transaction with your firm. Please be advised that the County has no objection to this
transaction.
Sincerely,
__________________________________
Brian Helms, Chairman
Union County Board of Commissioners
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Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-347 Agenda Date:6/16/2026
TITLE:..title
Contract Renewal - Uninterrupted Power Supply Maintenance
INFORMATION CONTACT:
Vicki Callicutt, Emergency Communications, Director, 704-283-3550
ACTION REQUESTED:
Authorize the County Manager to 1) negotiate and execute an agreement substantially consistent
with this agenda item, 2) exercise any renewal or extension term options set forth in the Agreement,
and 3) terminate the Agreement if deemed in the best interest of the County, each in the County
Manager's discretion.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
Emergency Communications maintains a backup dispatch center at the Government Center and has
equipment that requires regular maintenance to ensure uninterrupted operability of 911 operations for
Union County agencies and citizens.
The Emergency Communications Department has utilized the contractual services of Vertiv
Corporation for Uninterrupted Power Supply Maintenance since July 2022. Vertiv Corporation has
been effective and efficient in meeting our service needs, and we are requesting to continue this
service for an additional year.
FINANCIAL IMPACT:
The anticipated annual cost for this service is $13,844.26. Funding is available in the adopted
FY2026 budget with future expenditures subject to annual BOCC budget appropriation.
Union County, NC Printed on 6/1/2026Page 1 of 1
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Proposal for Service
Vertiv Corporation
3/5/2026
UNION COUNTY
500 N MAIN ST
MONROE, NC, 28112
Quote – CPQ-1036226
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Thank you for your interest in Vertiv Corporation. We are pleased to submit the
following proposal for your review and consideration.
As the rate of change and complexity in your data center increases, Vertiv is the
dedicated partner that you need to help you achieve your goals.
Please complete all required fields on the signature page and attach your Purchase
Order to assist timely order processing. Should you have any questions regarding
the proposal, feel free to contact me directly at (704) 364-8877. I look forward to
your response and the opportunity to work together to improve your data center
investment.
Sincerely,
Allison Grove
1601 Cross Beam Drive
Charlotte NC 28217
PHONE (704) 364-8877
EMAIL agrove@jgblackmon.com
3/5/2026
SIERRA BURTIS
UNION COUNTY
500 N MAIN ST
MONROE, NC 28112
Email: sierra.burtis@unioncountync.gov
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Total price not including tax: $13,844.26
any tax required must be included in customer purchase order Payment Terms: Net 30 Days
Quote – CPQ-1036226
Liebert UPS / Power / Battery Services:
• We are the Original Equipment Manufacturer and the experts on Liebert equipment with access to updates and
changes, knowledge of engineering specifications, current issues and how to fix them correctly.
• Our factory trained service force is twice the size of the next largest competitor with over 650 customer engineers
and field technicians in the United States alone; everywhere in the US the most knowledgeable engineers and
technicians available, will cover you.
• With the most advanced tooling and instrumentation available, each CE has over $10,000 in gear with him at all
times, so any issue can be resolved in the least amount of time possible.
• To make sure we get the right part to the right place at the right time, we have the industry’s most sophisticated
parts logistics system. No matter where you are in the US we also have a parts warehouse close to serve you.
• We maintain and follow all safety and compliance regulations necessary to keep CE’s from harm and protect you,
our customers from liability. We care about your safety.
Site#: 1208991 – Union County – 500 N Main St. Monroe, NC 28112
Tag # Description Model # Annual PM
Qty.
Coverage Type
(Coverage Dates)
1993313 EXM 208V 60 47SA060GAC010CS 2 PREFERRED
(06/01/2026) - (05/31/2027)
1993314 EXM10-200PERIPH 47MBG37CC0R1S39 0 BASIC
(06/01/2026) - (05/31/2027)
1993316 BDSU-50 BDSUI-UXCM 1 PREFERRED
(06/01/2026) - (05/31/2027)
1993315 SEALED BATTERY 47BEGWX91S10039 2 PREFERRED
(06/01/2026) - (05/31/2027)
1993317 BDSU-50 BDSUI-UXBM 1 PREFERRED
(06/01/2026) - (05/31/2027)
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SCOPE OF WORK
BATTERY MONITORING SERVICES
BDSU-50 BATTERY DIAGNOSTIC SYSTEM
PREFERRED SERVICE - 1 PM
SERVICE SUMMARY
Feature Detail
On-Site Service Includes 1 Preventive Maintenance Service, scheduled by the customer at the customer's
convenience (excluding national holidays).
Response Time Guaranteed 4-hour on-site emergency response, 7 days/week, 24 hours/day, within 150 miles
of a Vertiv Services’ Service City.
Customer Support Includes access to the Customer Resolution Center (1-800-543-2378) and the Vertiv Customer
Services Network Online Internet portal.
Parts Includes 100% parts coverage.
Labor & Travel Includes 100% labor and travel coverage 7 days/week, 24 hours/day, within the 48 contiguous
states and Hawaii.
Service Professional Performed by Vertiv factory trained and authorized technician. Vertiv Services is the OEM
service provider for Liebert products.
Commissioning Service Includes commissioning service scheduled by the customer at the customers convenience
(excluding national holidays). Commissioning includes adjustments to the system after single
jar battery replacements and system commissioning after full string replacements (does not
include batteries, tab washer installation or installation labor).
SERVICE PERFORMED
1. Perform a complete visual inspection of the equipment, including sub-assemblies, wiring harnesses, contacts, cables and
major components.
2. Check all nuts, bolts, screws, and connectors for tightness and heat discoloration.
3. Inspect for broken, brittle, damaged, or heat stressed components and cables.
4. Clean any foreign material and dust from internal compartments.
5. Perform any necessary software / firmware upgrades to BDSU-50 unit, if applicable.
6. Maintain and archive battery diagnostic system database.
7. Generate battery health inspection report.
ASSUMPTIONS & CLARIFICATIONS
Commissioning does not include batteries, tab washer installation or installation labor
70
CUSTOMER RESPONSIBILITIES
In order to provide timely, accurate and thorough execution of the services described herein, Vertiv requests the following:
Point of Contact: Provide an authorized point of contact(s), specific for the scope of work, for scheduling and coordination
purposes.
Scheduling: Make dates available for scheduling service. All visits must be requested 10 business days in advance of need
by contacting the Vertiv Services Customer Resolution Center at 1-800-543-2378.
Site Access: Prior to time of scheduled work, provide site access including any customer required escort, security
clearance, safety training and badging for Vertiv service personnel.
Equipment Access: Convenient access to the equipment covered by the Scope of Work. Prior to scheduled time of work,
notify Vertiv service personnel of any special requirements for equipment access including lifts, ladders, etc.
Shutdown: Service may require shutdown of load to ensure electrical connection integrity.
Notification: If for any reason the work cannot be performed during scheduled time, notify Vertiv service personnel 24-
hours prior to scheduled event.
TERMS AND CONDITIONS
Subject to all Terms & Conditions as noted in the Vertiv Services Terms & Conditions or the terms of a Master Agreement
between the parties, if any, shall apply.
executed June 22, 2022.
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SCOPE OF WORK
BATTERY MONITORING SERVICES
BDSI BATTERY DIAGNOSTIC SYSTEM
PREFERRED SERVICE - 1 PM
SERVICE SUMMARY
Feature Detail
On-Site Service Includes 1 Preventive Maintenance Service, scheduled by the customer at the customer's
convenience (excluding national holidays).
Response Time Guaranteed next day response, 7 days/week, 24 hours/day, within 150 miles of a Vertiv’s
Service City.
Customer Support Includes access to the Customer Resolution Center (1-800-543-2378) and the Vertiv Customer
Services Network Online Internet portal.
Parts Includes parts coverage (limits may apply; see Assumptions and Clarifications, as applicable, for
more details).
Labor & Travel Includes 100% labor and travel coverage 7 days/week, 24 hours/day, within the 48 contiguous
states and Hawaii.
Service Professional Performed by Vertiv factory-trained and authorized technician equipped with Vertiv
Proprietary tools and software. Vertiv CEs and Vertiv Partners are the only approved OEM
service providers for Vertiv products.
Commissioning Service Includes commissioning service scheduled by the customer between 8am-5pm, Monday-Friday
(excluding national holidays). Commissioning includes adjustments to the system after single
jar battery replacements and system commissioning after full string replacements (does not
include batteries, tab washer installation or installation labor).
SERVICE PERFORMED
1. Perform a complete visual inspection of the equipment, including sub-assemblies, wiring harnesses, contacts, cables and
major components.
2. Check all nuts, bolts, screws, and connectors for tightness and heat discoloration.
3. Inspect for broken, brittle, damaged, or heat stressed components and cables.
ASSUMPTIONS AND CLARIFICATIONS
Commissioning does not include batteries, tab washer installation or installation labor
CUSTOMER RESPONSIBILITIES
In order to provide timely, accurate and thorough execution of the services described herein, Vertiv requests the following:
• Point of Contact: Provide an authorized point of contact(s), specific for the scope of work, for scheduling and coordination
purposes.
72
• Scheduling: Make dates available for scheduling service. All visits must be requested 10 business days in advance of need
by contacting the Vertiv Customer Resolution Center at 1-800-543-2378.
• Site Access: Prior to time of scheduled work, provide site access including any customer required escort, security
clearance, safety training and badging for Vertiv service personnel.
• Equipment Access: Convenient access to the equipment covered by the Scope of Work. Prior to scheduled time of work,
notify Vertiv service personnel of any special requirements for equipment access including lifts, ladders, etc.
• Shutdown: Service may require shutdown of load to ensure electrical connection integrity.
• Notification: If for any reason the work cannot be performed during scheduled time, notify Vertiv service personnel 24-
hours prior to scheduled event.
TERMS AND CONDITIONS
Subject to all Terms & Conditions as noted in the Vertiv Terms & Conditions or the terms of a Master Agreement between the
parties, if any, shall apply.
executed June 22, 2022.
73
SCOPE OF WORK
UNINTERRUPTIBLE POWER SYSTEMS
EXM UPS ONLY
PREFERRED SERVICE - 2 PM
SERVICE SUMMARY
Feature Detail
On-Site Service Includes 1 Annual and 1 Semi-Annual Preventive Maintenance Services on Vertiv UPS and Vertiv
internal batteries scheduled by the customer at the customer’s convenience (excluding national
holidays).
Response Time Guaranteed 4-hour on-site emergency response, 7 days/week, 24 hours/day, within 150 miles of
a Vertiv Services’ Service City.
Customer Support Includes access to the Customer Resolution Center (1-800-543-2378) and the Vertiv Customer
Services Network Online Internet portal.
Parts Includes parts coverage (limits may apply; see Assumptions and Clarifications, as applicable, for
more details).
Internal Battery Coverage Includes parts, labor, disposal and battery jars as required - up to 10% of the battery jars per
year, not accumulated over contract term (limits may apply; see Assumptions and Clarifications,
as applicable, for more details).
Labor & Travel Includes 100% labor and travel coverage 7 days/week, 24 hours/day, within the 48 contiguous
states and Hawaii.
Service Professional Performed by Vertiv factory trained and authorized technician. Vertiv Services is the OEM
service provider for Liebert products.
Battery Recycling Includes battery recycling as required, with documentation meeting EPA requirements.
SERVICE PERFORMED
UPS Full Preventive Maintenance Service
Semi-Annual Service
1. Perform a temperature check on all breakers, connections and associated controls. Repair and/or report all high
temperature areas.
2. Perform a complete visual inspection of the equipment, including sub-assemblies, wiring harnesses, contacts, cables and
major components.
3. Check air filters for cleanliness. (if applicable)
4. Record all voltage and current meter readings on the display.
Annual Service (includes the above, plus)
1. Check all nuts, bolts, screws, and connectors for tightness and heat discoloration.
2. With customer approval, perform operational test of the system including unit transfer and battery discharge.
3. Calibrate and record all electronics to system specifications.
74
4. Check or perform Engineering Field Change Notices (FCN) as necessary.
5. Record phase-to-phase input voltage and currents.
6. Review system performance with customer to address any questions and to schedule any repairs.
Internal Battery Full Preventive Maintenance Service (applicable to EXM models with internal
batteries only)
Semi-Annual Service
1. Inspect the appearance and cleanliness of the battery and the battery room. Clean normal cell top dirt accumulation (to be
done only with battery off line).
2. Measure and record the total battery float voltage and charging current.
3. Measure and record overall AC ripple current.
4. Measure and record overall AC ripple voltage.
5. Visually inspect the jars and covers for cracks and leakage.
6. Visually inspect for evidence of corrosion.
7. Measure and record ambient temperature.
8. Verify the condition of the ventilation equipment, if applicable.
9. Verify the integrity of the battery rack/cabinet.
10. Measure and record 100% of the cell temperatures.
11. Measure and record the float voltage of all cells.
12. Measure and record all internal impedance readings.
13. Provide a detailed written report noting any deficiencies and corrective action needed, taken and/or planned.
Annual Service (includes the above, plus)
1. Re-tighten all battery connections to the battery manufacturer's specifications, offline only.
Corrective Maintenance Performed as Required
1. Refurbish cell connections as deemed necessary by the detailed inspection report.
ASSUMPTIONS AND CLARIFICATIONS
Parts coverage excludes air filters, proactive full bank capacitor replacement and fan replacement.
Customer should check air filters monthly for cleanliness and replace as necessary.
Maintenance does not include System Control Cabinet, Power Tie, Breaker Cabinets, Load Bus Sync or Maintenance Bypass
Cabinets.
All battery checks are recorded through the Field DB reporting system. Only visual battery inspection and total battery voltages
are to be recorded on the UPS E-form. The full battery maintenance inspection will be conducted through Field DB.
CUSTOMER RESPONSIBILITIES
In order to provide timely, accurate and thorough execution of the services described herein, Vertiv requests the following:
• Point of Contact: Provide an authorized point of contact(s), specific for the scope of work, for scheduling and coordination
purposes.
• Scheduling: Make dates available for scheduling service. All visits must be requested 10 business days in advance of need
by contacting the Vertiv Services Customer Resolution Center at 1-800-543-2378.
75
• Site Access: Prior to time of scheduled work, provide site access including any customer required escort, security
clearance, safety training and badging for Vertiv service personnel.
• Equipment Access: Convenient access to the equipment covered by the Scope of Work. Prior to scheduled time of work,
notify Vertiv service personnel of any special requirements for equipment access including lifts, ladders, etc.
• Shutdown: Service may require shutdown of load to ensure electrical connection integrity.
• Notification: If for any reason the work cannot be performed during scheduled time, notify Vertiv service personnel 24-
hours prior to scheduled event.
TERMS AND CONDITIONS
Subject to all Terms & Conditions as noted in the Vertiv Services Terms & Conditions or the terms of a Master Agreement
between the parties, if any, shall apply.
executed June 22, 2022.
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SCOPE OF WORK
UNINTERRUPTIBLE POWER SYSTEMS
PERIPHERALS MAINTENANCE BYPASS CABINET MODULE BATTERY DISCONNECT, LOAD BUS
SYNC, POWER TIE, SLIM LINE DISTRIBUTION CABINET
BASIC SERVICE
SERVICE SUMMARY
Feature Detail
On-Site Service Includes a Performance Evaluation inspection performed immediately after the completion of an
emergency visit.
Response Time Guaranteed 4-hour on-site emergency response, 7 days/week, 24 hours/day, within 150 miles of
a Vertiv Services’ Service City.
Customer Support Includes access to the Customer Resolution Center (1-800-543-2378) and the Vertiv Customer
Services Network Online Internet portal.
Parts Includes parts coverage (limits may apply; see Assumptions and Clarifications, as applicable, for
more details).
Labor & Travel Includes 100% labor and travel coverage 7 days/week, 24 hours/day, within the 48 contiguous
states and Hawaii.
Service Professional Performed by Vertiv factory trained and authorized technician. Vertiv Services is the OEM
service provider for Liebert products.
SERVICE PERFORMED
1. Perform a complete visual inspection of the equipment including internal sub-assemblies, wiring harnesses, contactors,
cables, major components, and check for proper clearance around the unit.
2. Check all mechanical connections for tightness and heat discoloration, making corrections where necessary.
3. Perform a status check of alarm circuits.
4. Perform a basic operational test of the system.
5. Review system performance with customer to address any system questions.
ASSUMPTIONS AND CLARIFICATIONS
Includes 100% parts coverage, excluding circuit breakers and switches.
CUSTOMER RESPONSIBILITIES
In order to provide timely, accurate and thorough execution of the services described herein, Vertiv requests the following:
Point of Contact: Provide an authorized point of contact(s), specific for the scope of work, for scheduling and coordination
purposes.
77
Scheduling: Make dates available for scheduling service. All visits must be requested 10 business days in advance of need
by contacting the Vertiv Services Customer Resolution Center at 1-800-543-2378.
Site Access: Prior to time of scheduled work, provide site access including any customer required escort, security
clearance, safety training and badging for Vertiv service personnel.
Equipment Access: Convenient access to the equipment covered by the Scope of Work. Prior to scheduled time of work,
notify Vertiv service personnel of any special requirements for equipment access including lifts, ladders, etc.
Shutdown: Service may require shutdown of load to ensure electrical connection integrity.
Notification: If for any reason the work cannot be performed during scheduled time, notify Vertiv service personnel 24-
hours prior to scheduled event.
TERMS AND CONDITIONS
Subject to all Terms & Conditions as noted in the Vertiv Services Terms & Conditions or the terms of a Master Agreement
between the parties, if any, shall apply.
executed June 22, 2022.
78
SCOPE OF WORK
STATIONARY BATTERY SYSTEMS
SEALED VRLA BATTERY
PREFERRED SERVICE - 2 PM
SERVICE SUMMARY
Feature Detail
On-Site Service Includes 1 Quarterly, 1 Annual Preventive Maintenance Services, scheduled by the customer at
the customer's convenience (excluding national holidays).
Response Time Guaranteed 4-hour on-site emergency response, 7 days/week, 24 hours/day, within 150 miles of
a Vertiv’s Service city.
Customer Support Includes access to the Customer Resolution Center (1-800-543-2378) and the Vertiv Customer
Services Network Online Internet portal.
Internal Battery Coverage Includes parts, labor, disposal and battery jars as required - up to 10% of the battery jars per
year, not accumulated over contract term (limits may apply; see Assumptions and Clarifications,
as applicable, for more details).
Labor & Travel Includes 100% labor and travel coverage.
Service Professional Performed by Vertiv factory-trained and authorized technician equipped with Vertiv Proprietary
tools and software. Vertiv CEs and Vertiv Partners are the only approved OEM service providers
for Vertiv products.
Battery Recycling Includes battery recycling as required, with documentation meeting EPA requirements.
SERVICE PERFORMED
**Annual Service PM is recommended for the initial PM visit.**
Quarterly Service
1. Inspect the appearance and cleanliness of the battery and the battery room. Clean normal cell top dirt accumulation (to be
done only with battery off line).
2. Measure and record the total battery float voltage and charging current.
3. Measure and record overall AC ripple voltage.
4. Measure and record overall AC ripple current.
5. Visually inspect the jars and covers for cracks and leakage.
6. Visually inspect for evidence of corrosion.
7. Measure and record the ambient temperature.
8. Verify the condition of the ventilation equipment, if applicable.
9. Verify the integrity of the battery rack/cabinet.
10. Measure and record 100% of the cell temperatures.
79
11. Measure and record the float voltage of all cells.
12. Measure and record all internal Ohmic values.
13. Provide a detailed written report noting any deficiencies and corrective action needed, taken, and/or planned.
Annual Service (plus Quarterly Service)
Re-tighten all connections to the battery manufacturer's specifications, if applicable. Refer to the manufacturer’s literature
to determine if re-tightening is required.
Measure and record all battery connection Ohmic values, when applicable.
Measure and record 100% of the cell temperatures.
Corrective Maintenance Performed as Required
1. Refurbish cell connections as deemed necessary by the detailed inspection report.
2. Minor repairs to battery systems occurring during the contract period will be covered by the contract.
Conditions for Single Jar Replacement Service for Lead Acid Batteries
The Customer is covered by an Essential or Preferred Contract.
The battery string is in overall good health as determined by Vertiv; the battery string is not beyond expected service years
or has had excessive single jar replacements that would make the string unstable.
Up to 10% of defective battery jars may be replaced within a 12-month period as exclusively determined by Vertiv
Services.
Contracts have no cash value for future years or full string battery replacements. Single jar replacement is limited to
batteries in the original string.
CUSTOMER RESPONSIBILITIES
In order to provide timely, accurate and thorough execution of the services described herein, Vertiv requests the following:
• Point of Contact: Provide an authorized point of contact(s), specific for the scope of work, for scheduling and coordination
purposes.
• Scheduling: Make dates available for scheduling service. All visits must be requested 10 business days in advance of need
by contacting the Vertiv Customer Resolution Center at 1-800-543-2378.
• Site Access: Prior to time of scheduled work, provide site access including any customer required escort, security
clearance, safety training and badging for Vertiv service personnel.
• Equipment Access: Convenient access to the equipment covered by the Scope of Work. Prior to scheduled time of work,
notify Vertiv service personnel of any special requirements for equipment access including lifts, ladders, etc.
• Shutdown: Service may require shutdown of load to ensure electrical connection integrity.
• Notification: If for any reason the work cannot be performed during scheduled time, notify Vertiv service personnel 24-
hours prior to scheduled event.
TERMS AND CONDITIONS
Subject to all Terms & Conditions as noted in the Vertiv Terms & Conditions or the terms of a Master Agreement between the
parties, if any, shall apply.executed June 22, 2022.
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Order Number: CPQ-1036226
Purchase Order must be assigned to: Payment remittance address:
Vertiv Corporation Vertiv Corporation
505 N. Cleveland Avenue PO Box 70474
Westerville, OH 43082 Chicago, IL 60673
FID# 31-0715256
PO should be e-mailed or faxed with signed proposal to:
Vertiv Corporation c/o Allison Grove
Attn: Allison Grove
Email: agrove@jgblackmon.com
Please complete the following information (All fields are required):
Purchase Order Number: ____________________________ Purchase Order attached: Yes No
If PO NOT attached, please specify reason: __________________________________________________________
Invoice Delivery Method: Web Billing (Attach Instructions) Mail Other_____________________________
Accounts Payable Email ______________________@___________________________
Billing Contact Person: _______________________________ Phone: ____________________________________
Email: ____________________________________________ Fax #: _____________________________________
Bill-To Company Name: ______________________________ Bill-To Address: _____________________________
Federal Tax ID # ____________________________________ Bill-To City, ST Zip: __________________________
Tax Exempt: Yes (Attach tax exempt certificate) No
Site Services/IT Contact Person:________________________ Phone: ____________________________________
* * COVERAGE DETAILS * *
For equipment not currently under a Service Agreement or for equipment for which the warranty has expired in excess of thirty (30) days, parts required to bring
equipment back to manufacturers specifications are the responsibility of the Buyer and billable at the time of the first preventive maintenance visit or Service call.
All pricing is valid only for Service coverage stated and is subject to change if this Proposal is modified in any way. This Proposal is valid for ninety (90) days from
the date of this Proposal unless otherwise noted. INFORMATION TO BUYER: This order between the Buyer and Seller is limited to Seller’s Terms and
Conditions located at termsconditions.vertivco.com unless a formal agreement governing this Purchase Order/transaction has been executed by the parties, in
which case the Terms and Conditions of the signed agreement shall govern. Seller hereby objects to all Buyer’s terms and conditions received by Seller and/or
issued by Buyer.
Signature of this agreement authorizes Seller to invoice for Services mentioned herein and to utilize the provided purchase order number. If a purchase order
number is not used, then the Buyer authorizes and guarantees Seller the payment of such invoices by authority of the signature below.
Thank you for your business.
Proposed By: Accepted By:
___________________________________ _________________________________________________
Allison Grove Date Buyer Signature Required Date
_________________________________________________
Printed Name Title Phone
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Requirement Details
Purchasing Company
Information
• Provide your Company’s legal name and billing address
• For new Customers:
o Provide your Company’s W-9 with matching legal name and address
o Complete a Credit Application Link if requesting credit
Vertiv Name and Address
• U.S. Orders:
o Vertiv Corporation
505 N. Cleveland Ave, Westerville, OH 43082
• Canadian Orders:
o Vertiv Canada ULC
#7-3800B Laird Rd., Mississauga, ON L5L 0B2 Canada
– OR –
3001, rue Douglas B. Floreani, St. Laurent, QC, H4S 1Y7, Canada
Product and/or Services
Ordered
• Include line-item detail with quantities for each product/service ordered
– OR –
• Provide an aggregate solution description with a reference to the Vertiv quote number
P.O. Order Value
• Line level pricing including a total purchase commitment value
– OR –
• Aggregate / total solution value only
Payment Terms • Specify payment terms or include a reference to an executed contract with Vertiv detailing
repayment terms
Freight Terms
• Specify INCOTERMS or Freight terms to define if freight value is included in the P.O. value
o Identify who is responsible for freight coordination and when title transfers
Tax Status
• Orders will be processed as taxable unless a “tax exempt” status is defined on the P.O. and a
valid/current tax-exemption certificate is presented with P.O. or already on file with Vertiv
Requested Ship Date(s) • Unless expecting immediate or first available shipment date, include specific shipment timing
requests
Ship to Address(es)
• Provide detailed shipping or handling instructions, including address for specific product
shipments or service locations
Special Order Requirements
• Indicate any special requirements or instructions, such as:
o Formal approval of Submittals before order acceptance
o Milestone Billing details (required either by Customer or Vertiv)
o Special sourcing requirements such as DPAS (Defense Prioritization) or BAA (Build
America Act)
Vertiv Purchase Order Acceptance Requirements:
To ensure efficient order processing, Vertiv requests the following information be included with all purchase orders:
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The Master Services Agreement between Vertiv Corporation and Union County
executed June 22, 2022 shall take precedence over the standard terms and conditions.
83
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-352 Agenda Date:6/16/2026
TITLE:..title
FY2027 Home and Community Care Block Grant (HCCBG) for Older Adults
INFORMATION CONTACT:
Janet Payne, Human Services Agency, Administrator, 704-296-4348; Katie Kutcher, Centralina
Regional Council, Aging Director, 704-348-2705
ACTION REQUESTED:
1) Approve the FY2027 Home and Community Block Grant (HCCBG) Funding Plan for Union County
and 2) authorize the County Manager to negotiate and execute an agreement with Centralina Council
of Governments substantially consistent with this agenda item.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
Centralina is the lead agency for Union County HCCBG. Centralina works closely with the Union
County Human Services Agency Departments of Transportation, Community Support and Outreach,
and Social Services, as well as the Council on Aging and City of Monroe Bazemore Active Adult
Center (Senior Center) to help enable delivery of comprehensive aging services to Union County's
older adults and their families who support them. Services and Programs supported by HCCBG
funding include Transportation, In-Home Aide Levels I, II, and III, Adult Day Care, Senior Nutrition,
Group Respite, Volunteer Program Development and Senior Center programming.
Union County's proposed FY27 HCCBG-related budget total is $1,334,612 which includes
$1,157,231 in block grant funding, a required local match of $128,581, and $48,800 NSIP (USDA)
subsidy based on reimbursement of $0.80 per eligible Senior Nutrition meal. The distribution of
funding and associated exceptions for units of service to be provided by each agency are shown on
the attached funding plan.
FINANCIAL IMPACT:
$1,206,031 is funded with federal and state dollars (HCCBG and NSIP). The required local match of
$128,581 is included in the County's FY2027 budget for the Human Services Agency and Council on
Aging portions, and, in the City of Monroe’s FY2027 budget for the Bazemore Center portion.
Union County, NC Printed on 6/5/2026Page 1 of 1
powered by Legistar™84
HCCBG Budget
DA-730
(Rev. 2/16)
Home and Community Care Block Grant for Older Adults
County Funding Plan
Identification of Agency or Office with Lead Responsibility for County Funding Plan
County:July 1, 2026 through June 30, 2027
The agency or office with lead responsibility for planning and coordinating the County Funding Plan
recommends this funding plan to the Board of Commissioners as a coordinated means to utilize
community-based resources in the delivery of comprehensive aging services to older adults
and their families
(Name of Agency/Office with lead responsibility)
Authorized Signature Date
(Type name and title of signatory agent)
Union
Centralina Area Agency on Aging
5/28/2026
Katie Kutcher, Aging Programs Director
85
HCCBG Budget DA-731 (Rev. 2/16)
Home and Community Care Block Grant for Older Adults
County
County Funding Plan July 1, 2026 through June 30, 2027
County Services Summary
A B C D E F G H I
Projected Projected Projected Projected
Block Grant Funding Required Net USDA Total HCCBG Reimbursement HCCBG Total
Services Access In-Home Other Total Local Match Service Cost Subsidy Funding Units Rate Clients Units
DHS-Transportation (General)114,280$ -$ -$ 114,280$ 12,698$ 126,978$ -$ 126,978$ 3,979 31.9148$ 35 4,200
DHS-Transportation (Medical)61,537$ -$ -$ 61,537$ 6,837$ 68,374$ -$ 68,374$ 1,929 35.4438$ 74 2,974
DHS-Congregate Nutrition -$ -$ 43,576$ 43,576$ 4,842$ 48,418$ 9,600$ 58,018$ 4,037 11.9932$ 125 12,000
DHS-Home Delivered Meals -$ 155,192$ -$ 155,192$ 17,244$ 172,436$ 39,200$ 211,636$ 23,738 7.2640$ 400 49,000
DHS-In-Home Aide-Level III - PC -$ 15,610$ -$ 15,610$ 1,734$ 17,344$ -$ 17,344$ 457 37.9778$ 9 720
DHS-In-Home Aide-Level II - PC -$ 113,399$ -$ 113,399$ 12,600$ 125,999$ -$ 125,999$ 4,422 28.4918$ 50 4,780
DHS-Adult Day Care -$ 132,914$ -$ 132,914$ 14,768$ 147,682$ -$ 147,682$ 2,764 53.4276$ 40 3,700
COA-In-Home Aide-Level I - HM -$ 235,052$ -$ 235,052$ 26,117$ 261,169$ -$ 261,169$ 6,696 39.0023$ 97 14,773
COA-In-Home Aide-Level II - PC -$ 122,481$ -$ 122,481$ 13,609$ 136,090$ -$ 136,090$ 3,489 39.0034$ 40 7,957
COA-In-Home Aide-Level I – Rspt -$ 21,117$ -$ 21,117$ 2,346$ 23,463$ -$ 23,463$ 602 39.0021$ 6 1,423
COA-In-Home Aide-Level II – Rspt -$ 50,682$ -$ 50,682$ 5,631$ 56,313$ -$ 56,313$ 1,444 39.0012$ 15 3,329
COA-Volunteer Prgm Dev -$ 26,713$ -$ 26,713$ 2,968$ 29,681$ -$ 29,681$ - -$ 0
COA-Respite, Group -$ 25,000$ -$ 25,000$ 2,778$ 27,778$ -$ 27,778$ 505 55.0358$ 5 921
BAAC-Senior Center Operation -$ -$ 39,678$ 39,678$ 4,409$ 44,087$ 44,087$ - -$ -
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
Total 175,817$ 898,160$ 83,254$ 1,157,231$ 128,581$ 1,285,812$ 48,800$ 1,334,612$ 54,062 896 105,777
Signature, Chairman, Board of Commissioners Date
Union
86
State Fiscal Year:SFY 2026-2027
Provider Name:Union County Human Services Agency
Address Line 1:2330 Concord Avenue
Address Line 2:Monroe, NC 28110
County:UNION
Area Agency on Aging:Centralina Council of Governments
Please Select Services to Be Delivered Federal/State Local Match
Transportation (General)250 114,280$ 12,698$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
Transportation (Medical)033 61,537$ 6,838$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
Congregate Nutrition 180 43,576$ 4,842$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
Home Delivered Meals 020 155,192$ 17,244$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
In-Home Aide-Level III - Personal Care 045 15,610$ 1,735$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
In-Home Aide-Level II - Personal Care 042 113,399$ 12,600$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
Adult Day Care 030 132,914$ 14,769$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
Service Prior Yr. Funding Prior Year Rate Current Yr Funding Current Year Rate Funding Diff.Rate Diff.
Transportation (General)250 91,241$ 30.1049$ 114,280$ 31.9148 23,039$ 1.8099$
Transportation (Medical)033 81,564$ 31.2300$ 61,537$ 35.4438 (20,027)$ 4.2138$
Congregate Nutrition 180 43,576$ 12.4850$ 43,576$ 11.9932 -$ (0.4918)$
Home Delivered Meals 020 152,181$ 7.6836$ 155,192$ 7.2640 3,011$ (0.4196)$
In-Home Aide-Level III - Personal Care 045 12,600$ 35.6222$ 15,610$ 37.9778 3,010$ 2.3556$
In-Home Aide-Level II - Personal Care 042 113,399$ 28.2884$ 113,399$ 28.4918 -$ 0.2034$
Adult Day Care 030 132,914$ 49.7671$ 132,914$ 53.4276 -$ 3.6605$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
Comparison of Fed/State Funding and Rates vs. Prior Year
87
AGENCY NAME:Fiscal Period: July 2026 through June 2027
State Fiscal Year:SFY 2026-2027
SERVICE SERVICE SERVICE SERVICE SERVICE SERVICE SERVICE
STAFF NAME POSITION
TOTAL
SALARY
FTE
Equivalent
FULL TIME
PART TIME
Assignable
Salary
ADMIN.
SALARY Transportation (General)Transportation (Medical)Congregate Nutrition Home Delivered Meals
In-Home Aide-Level III
- Personal Care
In-Home Aide-Level II -
Personal Care Adult Day Care
TORRES, THERESA Director 9,790$ 1 FULL TIME 9,790$ -$ 4,895$ 4,895$
EARP BRANDON Operations Manager 7,050$ 1 FULL TIME 7,050$ -$ 3,525$ 3,525$
GARDNER LAURA HUMAN SERVICES SUPERVISOR 7,050$ 1 FULL TIME 7,050$ -$ 3,525$ 3,525$
BEGLEY KRISTIE Admin Professional II 5,122$ 1 FULL TIME 5,122$ -$ 2,561$ 2,561$
CROMWELL TANA Admin Professional II 4,561$ 1 FULL TIME 4,561$ -$ 2,281$ 2,281$
KNIGHT LYNDA Admin Professional II 4,561$ 1 FULL TIME 4,561$ -$ 2,281$ 2,281$
LEBRON CARLOS DISPATCHER 4,913$ 1 FULL TIME 4,913$ -$ 2,457$ 2,457$
YOUNG ELIZABETH ANALYTICAL SPECIALIST 4,895$ 1 FULL TIME 4,895$ -$ 2,448$ 2,448$
WALLACE KAYLA RESERVATION TECH 3,562$ 1 FULL TIME 3,562$ -$ 1,781$ 1,781$
SMITH MATTHEW SAFETY OFFICER 5,604$ 1 FULL TIME 5,604$ -$ 2,802$ 2,802$
CUMMING CHARLES Automotive Technician 5,007$ 1 FULL TIME 5,007$ -$ 2,504$ 2,504$
GROSS CHRISTOPHER FLEET SERVICE WORKER- PT 4,259$ 0.09 PART TIME 383$ -$ 192$ 192$
ANDERSON JOHNNY DRIVER 4,223$ 1 FULL TIME 4,223$ -$ 2,112$ 2,112$
BABER FRED DRIVER 3,872$ 1 FULL TIME 3,872$ -$ 1,936$ 1,936$
FOSTER CURTIS DRIVER 4,799$ 1 FULL TIME 4,799$ -$ 2,400$ 2,400$
HELMS MAX DRIVER 3,521$ 1 FULL TIME 3,521$ -$ 1,761$ 1,761$
HUNTLEY JAMES DRIVER 4,487$ 1 FULL TIME 4,487$ -$ 2,244$ 2,244$
JIMENEZ MARCO DRIVER 4,046$ 1 FULL TIME 4,046$ -$ 2,023$ 2,023$
KINNEY BLAKE DRIVER 6,405$ 1 FULL TIME 6,405$ -$ 3,203$ 3,203$
LITTLE JOHN DRIVER 3,695$ 1 FULL TIME 3,695$ -$ 1,848$ 1,848$
LOBAO JOSEPH DRIVER 3,695$ 1 FULL TIME 3,695$ -$ 1,848$ 1,848$
LOWERY KATRINA DRIVER 4,378$ 1 FULL TIME 4,378$ -$ 2,189$ 2,189$
MATTHEW JAMES DRIVER 4,314$ 1 FULL TIME 4,314$ -$ 2,157$ 2,157$
MCKINNEY HOWARD DRIVER 4,444$ 1 FULL TIME 4,444$ -$ 2,222$ 2,222$ -$ -$ -$ -$ -$
MOON BLANE DRIVER 4,421$ 1 FULL TIME 4,421$ -$ 2,211$ 2,211$
RUBIO FRANK DRIVER 3,872$ 1 FULL TIME 3,872$ -$ 1,936$ 1,936$
SIMONS MIKE DRIVER 3,521$ 1 FULL TIME 3,521$ -$ 1,761$ 1,761$
VILLATORO RENEE DRIVER 4,442$ 1 FULL TIME 4,442$ -$ 2,221$ 2,221$
WALLACE MICHAEL DRIVER 4,399$ 1 FULL TIME 4,399$ -$ 4,355$ 44$
VACANT DRIVER 4,046$ 0 -$ -$ -$ -$
-$ 0 -$ -$ -$ -$
-$ 0 -$ -$ -$ -$ -$ -$ -$ -$ -$
-$ 0 -$ -$ -$ -$ -$ -$
STARR STEPHANIE DIR CMTY SUPPORT & OUTREACH 28,805$ 0 -$ -$ -$ -$
COLSON EMILY (50%)NUTRITION PROGRAM MG 50,382$ 0 -$ -$ -$ -$
PRUSIENSKY KENN NUTRITION COORDINATOR 57,122$ 1 FULL TIME 57,122$ -$ 22,849$ 34,273$
DIERKING CHARLES SITE MANAGER RPT 37,003$ 0.5 PART TIME 18,502$ -$ 7,401$ 11,101$
MCGROUTHER ELIZABETH SITE MANAGER RPT 40,602$ 0.5 PART TIME 20,301$ -$ 8,120$ 12,181$
VANCIL DONNA SITE MANAGER RPT 41,746$ 0.5 PART TIME 20,873$ -$ 8,349$ 12,524$
YOUNG AMELIA SITE MANAGER RPT 40,747$ 0.5 PART TIME 20,374$ -$ 8,150$ 12,224$
ROBERTSON NIKKI SITE MANAGER PT 40,830$ 0.5 PART TIME 20,415$ -$ 8,166$ 12,249$
STORY TAMMY SITE MANAGER PT 41,184$ 0.5 PART TIME 20,592$ -$ 8,237$ 12,355$
VACANT NUTRITION PROGRAM SUPERVISOR 72,147$ 0 -$ -$ -$ -$
-$ -$
BOWERS DECORA SOCIAL WORK DIVISION MANAGER 25,805$ 0 -$ -$ -$ -$ -$ -$ -$ -$ -$
GOODSON TAMMY SOCIAL WORK PROGRAM MANAGER 34,392$ 0 -$ -$ -$ -$ -$
WILLIAMS AVI SOCIAL WORK SUPERVISOR 36,739$ 0.5 PART TIME 18,369$ -$ 3,674$ 8,266$ 6,429$
FUNDERBURK KAYLA ADMIN SUPPORT SPECIALIST III 25,031$ 0.5 PART TIME 12,516$ -$ 2,503$ 5,632$ 4,381$
CRUZ TEISHA SOCIAL WORKER 44,554$ 1 FULL TIME 44,554$ -$ -$ 22,277$ 22,277$
TATAH BOBBIE SOCIAL WORKER 32,316$ 1 FULL TIME 32,316$ -$ 16,158$ -$ 16,158$
HARKNESS SANDRA SOCIAL WORKER - PT 17,347$ 1 FULL TIME 17,347$ -$ -$ 8,674$ 8,674$
VACANT SOCIAL WORKER - PT 36,408$ 0 -$ -$ -$ -$ -$
-$
SUBTOTAL FT:285,988$ -$ 69,480$ 65,169$ 22,849$ 34,273$ 16,158$ 30,951$ 47,109$
SUBTOTAL PT:152,325$ -$ 192$ 192$ 48,423$ 72,634$ 6,177$ 13,898$ 10,810$
TOTAL 438,313$ -$ 69,672$ 65,360$ 71,272$ 106,907$ 22,335$ 44,849$ 57,919$
PERCENT FT:65.25%#DIV/0!99.73%99.71%32.06%32.06%72.34%69.01%81.34%
PERCENT PT:34.75%#DIV/0!0.27%0.29%67.94%67.94%27.66%30.99%18.66%
NC DIVISION OF AGING AND ADULT SERVICES COST OF SERVICES - LABOR DISTRIBUTION SCHEDULE DAAS-732A1
Union County Human Services Agency
88
DAAS-732A
Provider:
County:
Budget Period:July 2026 through June 2027
Access Access Other In-Home In-Home In-Home In-Home
Service Service Service Service Service Service Service
Transportation (General)Transportation (Medical)Congregate Nutrition Home Delivered Meals
In-Home Aide-Level III -
Personal Care
In-Home Aide-Level II -
Personal Care Adult Day Care
Grand Total 250 033 180 020 045 042 030
636,508$ 114,280$ 61,537$ 43,576$ 155,192$ 15,610$ 113,399$ 132,914$
1) 70,723$ 12,698$ 6,837$ 4,842$ 17,244$ 1,734$ 12,600$ 14,768$
2) -$ -$
3) -$
70,723$ 12,698$ 6,837$ 4,842$ 17,244$ 1,734$ 12,600$ 14,768$
1) -$ -$ -$ -$ -$ -$ -$ -$
2) -$
3) -$
Total Required Minimum Match - In-Kind -$ -$ -$ -$ -$ -$ -$ -$
70,723$ 12,698$ 6,837$ 4,842$ 17,244$ 1,734$ 12,600$ 14,768$
707,231$ 126,978$ 68,374$ 48,418$ 172,436$ 17,344$ 125,999$ 147,682$
48,800$ -$ -$ 9,600$ 39,200$ -$ -$ -$
-$
1) -$ -$ -$
2) -$
3) -$
4) -$
-$ -$ -$ -$ -$ -$ -$ -$
1) 15,100$ 64$ 36$ 11,500$ 3,500$
2) 378,192$ 7,000$ 37,000$ 84,000$ 180,000$ 10,000$ 10,192$ 50,000$
3) -$ -$ -$ -$ -$ -$
393,292$ 7,064$ 37,036$ 95,500$ 183,500$ 10,000$ 10,192$ 50,000$
1) -$
2) -$
3) -$
-$ -$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$
1,149,323$ 134,042$ 105,410$ 153,518$ 395,136$ 27,344$ 136,191$ 197,682$
Service Service Service Service Service Service Service
Grand Admin.Transportation (General)Transportation (Medical)Congregate Nutrition Home Delivered Meals In-Home Aide-Level III - Personal Care In-Home Aide-Level II - Personal Care Adult Day Care
Total Cost 250 033 180 020 045 042 030
285,988$ -$ 69,480$ 65,169$ 22,849$ 34,273$ 16,158$ 30,951$ 47,109$
152,325$ -$ 192$ 192$ 48,423$ 72,634$ 6,177$ 13,898$ 10,810$
438,313$ -$ 69,672$ 65,360$ 71,272$ 106,907$ 22,335$ 44,849$ 57,919$
1) FICA @ 7.65 33,531$ -$ 5,330$ 5,000$ 5,452$ 8,178$ 1,709$ 3,431$ 4,431$
104,110$ 32,952$ 18,580$ 11,445$ 26,705$ -$ 14,428$
85,157$ 15,221$ 8,582$ 14,261$ 33,277$ 13,816$
-$
7,261$ 1,762$ 994$ 1,217$ 2,838$ 450$
-$
230,059$ -$ 55,265$ 33,156$ 32,375$ 70,998$ 1,709$ 3,431$ 33,125$
1) -$
2) -$
3) -$
C. Subtotal, Fed/State/Required Match Revenues
F. Subtotal, Local Cash, Non-Match
Other Revenues, Non-Match
Donations
County General Funds
D. NSIP Cash Subsidy/Commodity Valuation
E. OAA Title V Worker Wages, Fringe Benefits and Costs
Local Cash, Non-Match
Local In-Kind Resources Non-Match
6) Other
B. Subtotal, Fringe Benefits
Staff Salary From Labor Distribution Schedule
1) Full-time Staff (do not include Title V workers)
2) Part-time staff (do not include Title V workers)
A. Subtotal, Staff Salary
Fringe Benefits
%
2) Health Insurance
3) Retirement
4) Unemployment Insurance
5) Worker's Compensation
Division of Aging and Adult Services
Service Cost Computation Worksheet
II. Line Item Expenses
Grants-Federal and State
G. Subtotal, Other Revenues, Non-Match
Local In-Kind Resources (Includes Volunteer Resources)
H. Subtotal, Local In-kind Resources, Non-Match
I. Client Cost Sharing
J. Total Projected Revenues (Sum I.C,D,E,F,G,H, & I)
Union County Human Services Agency
UNION
North Carolina Division of Aging and Adult Services`
Service Cost Computation Worksheet
Required Minimum Match - In-Kind
B. Total Required Minimum Match (cash + in-kind)
I. Projected Revenues
A. Fed/State Funding From the Div. of Aging & Adult Svcs.
Required Minimum Match - Cash
Total Required Minimum Match - Cash
County General Funds
89
-$ -$ -$ -$ -$ -$ -$ -$ -$
-$
-$
563$ 40$ 23$ 150$ 350$
1,166$ 384$ 217$ 170$ 395$
1,729$ -$ 424$ 240$ 320$ 745$ -$ -$ -$
1) 4,297$ 190$ 107$ 1,200$ 2,800$ -$
2) 10,048$ 30$ 17$ 1,680$ 3,921$ 440$ 3,960$ -$
3) 250,553$ 867$ 489$ 40,760$ 206,431$ -$ 2,006$
4) 214,325$ 7,595$ 6,040$ 5,911$ 3,333$ 2,861$ 83,952$ 104,633$
5) -$ -$ -$ -$ -$ -$ -$ -$
6) -$ -$
7) -$ -$
8) -$
479,223$ -$ 8,682$ 6,653$ 49,551$ 216,485$ 3,301$ 87,912$ 106,639$
-$
1,149,324$ -$ 134,042$ 105,410$ 153,518$ 395,136$ 27,344$ 136,191$ 197,682$
1$ 0$ (0)$ (0)$ (0)$ 0$ 0$ 0$
1,149,323$ 134,042$ 105,410$ 153,518$ 395,136$ 27,344$ 136,191$ 197,682$
Service Service Service Service Service Service Service
Grand Transportation (General)Transportation (Medical)Congregate Nutrition Home Delivered MealsIn-Home Aide-Level III - Personal CareIn-Home Aide-Level II - Personal Care Adult Day Care
Total 250 033 180 020 045 042 030
1,149,323$ 134,042$ 105,410$ 153,518$ 395,136$ 27,344$ 136,191$ 197,682$
4,200 2,974 12,000 49,000 720 4,780 3,700
31.9148$ 35.4438$ 12.7932$ 8.0640$ 37.9778$ 28.4918$ 53.4276$
1,149,323$ 134,042$ 105,410$ 153,518$ 395,136$ 27,344$ 136,191$ 197,682$
48,800$ -$ -$ 9,600$ 39,200$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$ -$
1,100,523$ 134,042$ 105,410$ 143,918$ 355,936$ 27,344$ 136,191$ 197,682$
4,200 2,974 12,000 49,000 720 4,780 3,700
31.9148$ 35.4438$ 11.9932$ 7.2640$ 37.9778$ 28.4918$ 53.4276$
3,979 1,929 4,037 23,738 457 4,422 2,764
- - - - - - -
221 1,045 7,963 25,262 263 358 936
4,200 2,974 12,000 49,000 720 4,780 3,700
Certification:
Authorized Signature Title Date
DAAS-732A DAAS-732
Line I.A Col. A
Line I.B Col. B
Line I.C Col. C
Line I.D Col. D
L. I.C+I.D Col. E
Line III.C Col. F
Line III.B.5 Col. G
Line III.F Col. I
NSIP Subsidy
Total Funding
Projected HCCBG Reimbursed Units
Total Reimbursement Rate
Projected Total Service Units
Information on this form (DAAS-732A) corresponds with
information stated on the Provider Services Summary
(DAAS-732) as follows:
Block Grant Funding
Required Local Match-Cash & In-Kind
Net Service Cost
F. Total Units Reimbursed/Total Projected Units
* The Division of Aging ARMS deducts reported program income from reimbursement paid to providers. Line III.D indicates the number of units that will have to be produced in addition to those stated on line III.C in order to earn the net revenues stated on
line I.C.
I certify to the best of my knowledge and belief that the information included in the cost computation above is accurate and complies with all laws and regulations. I also understand that material
deviations in reported cost information could limit funding, and also result in return of funds if the error or omission results in a higher than actual reported cost.
3. Revenues Subject to Unit Reimbursement
4. Total Projected Units (equals line III.A.2)
5. Total Reimbursement Rate
C. Units Reimbursed Through HCCBG
D. Units Reimbursed Through Program Income*
E. Units Reimbursed Through Remaining Revenues
3. Total Unit Cost Rate
B. Computation of Reimbursement Rate:
1. Total Revenues (equals line I.J)
2. Less: NSIP (equals line I.D)
Title V (equals line I.E less II.D)
Non Match In-Kind (equals line I.H less II.C)
III. Computation of Rates
A. Computation of Unit Cost Rate:
1. Total Expenses (equals line II.J)
2. Total Projected Units
H. Total Proj. Expenses Prior to Admin. Distribution
I. Distribution of Admininistrative Cost
J. Total Proj. Expenses After Admin. Distribution
F. Subtotal, General Operating Expenses
G. Subtotal, Other Administrative Cost Not Allocated in
Lines II.A through E
Advertising
Postage, Dues and Memberships
Cleaning & Jan, Apparel, Food, Office supp
Phone, Maint & repair, Prof. Service, Rent, Dues
1) Per Diem
2) Mileage Reimbursement
3) Other Travel Cost
E. Subtotal, Travel
General Operating Expenses
C. Subtotal, Local In-Kind Resources Non-Match
D. OAA Title V Worker Wages, Fringe Benefits and Costs
Travel
Exec. Director, Human Services Agency 6/2/2026
90
Home and Community Care Block Grant for Older Adults
DAAS-732
County Funding Plan County:
July 2026 through June 2027
Provider Services Summary Date:
B C D E F G H I
Block Grant Funding
Services Direct Purchase Access In-Home Other Total
Transportation (General)X 114,280$ -$ -$ 114,280$ 12,698$ 126,978$ -$ 126,978$ 3,979 31.9148$ 35 4,200
Transportation (Medical)X 61,537$ -$ -$ 61,537$ 6,837$ 68,374$ -$ 68,374$ 1,929 35.4438$ 74 2,974
Congregate Nutrition X -$ -$ 43,576$ 43,576$ 4,842$ 48,418$ 9,600$ 58,018$ 4,037 11.9932$ 125 12,000
Home Delivered Meals X -$ 155,192$ -$ 155,192$ 17,244$ 172,436$ 39,200$ 211,636$ 23,738 7.2640$ 400 49,000
In-Home Aide-Level III - Personal Care X -$ 15,610$ -$ 15,610$ 1,734$ 17,344$ -$ 17,344$ 457 37.9778$ 9 720
In-Home Aide-Level II - Personal Care X -$ 113,399$ -$ 113,399$ 12,600$ 125,999$ -$ 125,999$ 4,422 28.4918$ 50 4,780
Adult Day Care X -$ 132,914$ -$ 132,914$ 14,768$ 147,682$ -$ 147,682$ 2,764 53.4276$ 40 3,700
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
Total 175,817$ 417,115$ 43,576$ 636,508$ 70,723$ 707,231$ 48,800$ 756,031$ 41,326 733 77,374
Certification of required minimum local match availability.
Required local match will be expended simultaneously Authorized Signature, Title Date
with Block Grant Funding.Community Service Provider
Signature, County Finance Officer Date Signature, Chairman, Board of Commissioners Date
Required
Local
Match
Net Service
Cost
NSIP
Subsidy
Total
Funding
UNION
Budget Period:
Revision #:
Projected
HCCBG
Units
Projected
Reimburse
Rate
Projected
HCCBG
Clients
Projected
Total Units
A
(Check One)
Serv. Delivery
Union County Human Services Agency
2330 Concord Avenue
Monroe, NC 28110
6/2/2026
91
DAAS-733
(Rev. 2/19)
Home and Community Care Block Grant for Older Adults
Outreach Methodology
July 2026 through June 2027
Community Service Provider:
County:
Outreach Methodology to Address the Service Needs of Target Population
Union County Human Services Agency
UNION
While all older adults age 60 and over are eligible for services, sec. 305(a)(2)(E) of the Older Americans Act
requires programs to target services to older individuals with the greatest economic and social need, (with
particular attention to low-income older adults, including low-income minority older adults, older adults with
limited English proficiency, and older adults residing in rural areas). The community service provider shall
specify how these service needs will be met through the services identified on the Provider Services Summary
(DAAS-732). This narrative shall address outreach and service delivery methodologies that will ensure that
this target population is adequately served and conform with specific objectives established by the Area
Agency on Aging, for providing services to low income minority individuals. Additional pages may be used as
necessary.
FY 26-27 Outreach Methodology
DSS GOAL: The Union County Division of Social Services seeks to identify all person’s age 60 and over in Union
County who may benefit from assistance and access to available services that allow them to remain
independent, enjoy a good quality of life and be safe in their residence as long as possible. The low income,
minority and rural elderly who are most vulnerable and are often in need of services are targeted by our
agency for programs such as In-Home Services and Adult Day Care. The Union County Division of Social
Services assesses the needs of seniors through community outreach, adult protective services evaluations,
and referrals from medical providers, community members, family members and often the adults
themselves. The Union County Division of Social Services also defines and assesses the needs of seniors by
representation on the HCCBG providers committee. The Division of Social Services cooperates with other
internal County Human Service Agency divisions, outside agencies such as Union County Council on Aging, and
some private providers to ensure we are reaching low income and minority older adults as effectively as
possible. The agency has incorporated quarterly Multidisciplinary Team meetings which are critical to
effective Adult Services practice because they bring together professionals from social services, law
enforcement, health care, legal systems, and community partners to collaboratively address complex cases
involving abuse, neglect, and exploitation. This coordinated approach improves information-sharing, reduces
service gaps, and supports more comprehensive and timely protective interventions. The Division of Social
Services Intake Social Workers are thoroughly familiar with programs available to serve older adults,
especially those who are minority or low income. The Intake Social Workers take referrals for In-Home
Services as well as Adult Day Care programs. They also make referrals to other agencies, when necessary,
and provide information on various resources available in the community.
92
DAAS-734
July 2026 through June 2027
Union County Human Services Agency
Community Care Block Grant, as specified on the Provider Services Summary (DAAS-732)
in accordance with the following:
1.
2.
3.
4.
5.
6.
7.
8.
9.
Home and Community Care Block Grant for Older Adults
Community Service Provider
Standard Assurances
Services shall be provided in accordance with requirements set forth in:
a) The County Funding Plan;
b) The Division of Aging and Adult Services Home and Community Care Block Grant Procedures Manual for
Community Service Providers; and
b) Client intake/registration;
c) The Division of Aging and Adult Services Standards at
agrees to provide services through the Home and
https://www.ncdhhs.gov/divisions/daas/monitoring
c) Client assessment/reassessments and quarterly visits, as appropriate;
d) Determining the amount of services to be received by the client; and
e) Reviewing consumer contributions policies with eligible clients.
All licenses, permits, bonds, and insurance necessary for carrying out Block Grant Services will be maintained by the
community service provider and any subcontracted providers.
Community service providers shall monitor any subcontracts with providers of Block Grant services and take appropriate
measures to ensure that services are provided in accordance with the aforementioned documents.
Priority shall be given to providing services to those older persons with the greatest economic or social needs. The service
needs of low-income minority elderly will be addressed in the manner specified on the Outreach Methodology to Address
Service Needs of Target Population (DAAS-733).
The following service authorization activities will be carried out in conjunction with all services provided through the
Block Grant:
a) Eligibility determination;
Community service providers are responsible for providing or arranging for the provision of required local match, as
specified on the Provider Services Summary, (DAAS-732). Local match shall be expended simultaneously with Block
Grant funding.
Community service providers agree to comply with audit and fiscal reporting requirements as specified in the Agreement
for the Provision of County-Based Aging Services (DAAS-735).
Compliance with Equal Employment Opportunity and Americans with Disabilities Act requirements, as specified in
paragraph fourteen (14) of the Agreement for the Provision of County-Based Aging Services (DAAS-735) shall be
maintained.
As specified in 45 CFR 75, Subpart D-Post Federal Award Requirements, Procurement Standards, community service
providers shall have procedures for settling all contractual and administrative issues arising out of procurement of services
through the Block Grant. Community service providers shall have procedures governing the evaluation of bids for
services and procedures through which bidders and contracted providers may appeal or dispute a decision made by the
community service provider.
Applicant/Client appeals shall be addressed as specified in Section 7 of the Division of Aging and Adult Services Home
and Community Care Block Grant Manual for Community Service Providers.
93
10.
11.
b. The subcontractor has not been barred from doing business at the federal level.
c. The subcontractor is able to produce a notarized
12.
13.
https://archives.ncdcr.gov/government/local
(Authorized Signature)(Date)
Record Retention and Disposition. All community service providers are responsible for maintaining custody of records
and documentation to support the allowable expenditure of funds, service provision, and the reimbursement of services.
Service providers must adhere to the approved record retention and disposition schedule posted at
Service providers are not authorized to destroy records related to the provision of services under this Agreement except in
compliance with the approved DHHS retention and disposition schedule, which allows for the proper destruction of
records based on a schedule by funding source and fiscal year. The agency agrees to comply with 07 NCAC 04M .0510
when deciding on a method of record destruction. Confidential records will be destroyed in such a manner that the
records cannot be practically read or reconstructed.
________________________________________________________________________
https://www.ncdhhs.gov/about/administrative-offices/office-controller/records-retention
Providers of In-Home Aide, Home Health, Housing and Home Improvement, and Adult Day Care or Adult Day Health
Care shall sign and return the attached assurance to the area agency on aging indicating that recipients of these services
have been informed of their client rights, as required in Section 314 of the 2006 Amendments to the Older Americans Act
(DAAS-734 Standard Assurances Regarding In-Home Client Rights).
Subcontracting – All HCCBG community service providers must assure that subcontractors (for-profit and non-profit
entities only) meet the following requirements:
Confidentiality and Security. Per the requirements in 10A NCAC 05J and Section 6 of the Home and Community Care
Block Grant Procedures Manual, client information in any format and whether recorded or not shall be kept confidential
and not disclosed in a form that identifies the person without the informed consent of the person or legal representative.
Community service providers, including subcontractors and vendors, must adhere to all applicable federal, state and
departmental requirements for protecting the security and confidentiality of client information including but not limited to
appropriately restricting access, establishing procedures to reduce the risk of accidental disclosures from data processing
systems, and developing a process by which the Division of Adult Aging Services is notified of suspected or confirmed
security incidents and data breaches.
a. The subcontractor has not been suspended or debarred. (N.C.G.S. §143C-6-23, 09 NCAC 03M)
d. All licenses, permits, bonds and insurance necessary for carrying out Home and Community Care Block Grant services
will be maintained by both the community service provider and any subcontractors.
e. The subcontractor is registered as a charitable, tax-exempt (501c3) organization with the Internal Revenue Service (non-
profit subcontractors only).
“State Grant Certification of No Overdue Tax Debts.”
by the NC Department of Health and Human Services Controller's Office, as well as the local government schedules
posted by the NC Department of Natural and Culltural Resources at
6/2/2026
94
.In-Home Aide.Home Care (home health).Housing and Home Improvement.Adult Day Care or Adult Day Health Care
•
•
•
•
•
•
Agency Name:
Name of Agency Administrator:
Signature:
be fully informed both orally and in writing, in advance of receiving an in-home service, of
the individual’s rights and obligations.
As a provider of one or more of the services listed below, our agency agrees to notify all Home and
Community Care Block Grant clients receiving any of the below listed services provided by this agency of their
rights as a service recipient. Services in this assurance include:
Notification will include, at a minimum, an oral review of the information outlined below as well as providing
each service recipient with a copy of the information in written form. In addition, providers of in-home
services will establish a procedure to document that client rights information has been discussed with in-
home services clients (e.g. copy of signed Client Bill of Rights statement).
Clients Rights information to be communicated to service recipients will include, at a minimum, the right to:
be fully informed, in advance, about each in-home service to be provided and any change
in service(s) that may affect the wellbeing of the participant;
participate in planning and changing any in-home service provided unless the client is
adjudicated incompetent;
voice a grievance with respect to service that is or fails to be provided, without
discrimination or reprisal as a result of voicing a grievance;
confidentiality of records relating to the individual;
have property treated with respect; and
Standard Assurance To Comply with Older Americans Act
Requirements Regarding Clients Rights
For
Agencies Providing In-Home Services through the
Home and Community Care Block Grant for Older Adults
Client Rights will be distributed to, and discussed with, each new client receiving one or more of the above
listed services prior to the onset of service. For all existing clients, the above information will be provided no
later than the next regularly scheduled service reassessment.
Union County Human Services Agency
(Please return this form to your Area Agency on Aging and retain a copy for your files.)
Janet E. Payne
6/2/2026
95
CLIENT/PATIENT RIGHTS
1. You have the right to be fully informed of all your rights and responsibilities as a client/patient of
the program.
2. You have the right to appropriate and professional care relating to your needs.
3. You have the right to be fully informed in advance about the care to be provided by the program.
4. You have the right to be fully informed in advance of any changes in the care that you may be
receiving and to give informed consent to the provision of the amended care.
5. You have the right to participate in determining the care that you will receive and in altering the
nature of the care as your needs change.
6. You have the right to voice your grievances with respect to care that is provided and to expect that
there will be no reprisal for the grievance expressed.
7. You have the right to expect that the information you share with the agency will be respected and
held in strict confidence, to be shared only with your written consent and as it relates to the
obtaining of other needed community services.
8. You have the right to expect the preservation of your privacy and respect for your property.
9. You have the right to receive a timely response to your request for service.
10. You shall be admitted for service only if the agency has the ability to provide safe and
professional care at the level of intensity needed.
11. You have the right to be informed of agency policies, changes, and costs for services.
12. If you are denied service solely on you inability to pay, you have the right to be referre d
elsewhere.
13. You have the right to honest, accurate information regarding the industry, agency and of the
program in particular.
14. You have the right to be fully informed about other services provided by this agency.
96
Review of Local Match Comparison Input Sheet vs. 732A Cash and In-Kind Totals
Difference
Transportation (General)OK -
Transportation (Medical)OK -
Congregate Nutrition OK -
Home Delivered Meals OK -
In-Home Aide-Level III - Personal Care OK -
In-Home Aide-Level II - Personal Care OK -
Adult Day Care OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
732A1 Labor Distribution Schedule Comparison of Assignable Salary To Overall Salary Entered
Total Assignable Salary and Cumulative Salary total for Service/Admin 0 -$
Internal Consistency Checks
97
State Fiscal Year:SFY 2026-2027
Provider Name:Council on Aging in Union County
Address Line 1:1401 Skyway Drive
Address Line 2:Monroe, NC 28110
County:UNION
Area Agency on Aging:Centralina Council of Governments
Please Select Services to Be Delivered Federal/State Local Match
In-Home Aide-Level I - Home Management 041 235,052$ 26,117$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
In-Home Aide-Level II - Personal Care 042 122,481$ 13,609$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
In-Home Aide-Level I – Respite 235 21,117$ 2,347$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
In-Home Aide-Level II – Respite 236 50,682$ 5,632$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
Volunteer Program Development 190 26,713$ 2,969$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
Respite, Group 309 25,000$ 2,778$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
Service Prior Yr. Funding Prior Year Rate Current Yr Funding Current Year Rate Funding Diff.Rate Diff.
In-Home Aide-Level I - Home Management 041 228,069$ 38.5000$ 235,052$ 39.0023 6,983$ 0.5023$
In-Home Aide-Level II - Personal Care 042 122,481$ 38.5000$ 122,481$ 39.0034 -$ 0.5034$
In-Home Aide-Level I – Respite 235 21,117$ 38.5000$ 21,117$ 39.0021 -$ 0.5021$
In-Home Aide-Level II – Respite 236 50,682$ 38.5000$ 50,682$ 39.0012 -$ 0.5012$
Volunteer Program Development 190 40,000$ -$ 26,713$ 0.0000 (13,287)$ -$
Respite, Group 309 25,000$ 55.0000$ 25,000$ 55.0358 -$ 0.0358$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
Comparison of Fed/State Funding and Rates vs. Prior Year
98
AGENCY NAME:Fiscal Period: July 2026 through June 2027
State Fiscal Year:SFY 2026-2027
SERVICE SERVICE SERVICE SERVICE SERVICE SERVICE SERVICE SERVICE
STAFF NAME POSITION
TOTAL
SALARY
FTE
Equivalent
FULL TIME
PART TIME
Assignable
Salary
ADMIN.
SALARY
In-Home Aide-Level I -
Home Management
In-Home Aide-Level II -
Personal Care In-Home Aide-Level I – Respite
In-Home Aide-Level II –
Respite
Volunteer Program
Development Respite, Group 0 0
VACANT Operations Director 72,800$ 1 FULL TIME 72,800$ 18,980$ 25,188$ 13,527$ 2,332$ 5,597$ 7,176$ -$
Dellinger Group Respite Coordinator 43,680$ 1 FULL TIME 43,680$ -$ -$ -$ -$ -$ 43,680$
VACANT Development Director 62,400$ 1 FULL TIME 62,400$ -$ -$ -$ -$ 62,400$ -$
Bousman In Home Admin Assistant 40,560$ 1 FULL TIME 40,560$ 21,902$ 11,762$ 2,028$ 4,867$ -$ -$
Dobbins Director of In-Home Services RN 73,840$ 1 FULL TIME 73,840$ 39,874$ 21,414$ 3,692$ 8,861$ -$ -$
Deese In-Home Aide FT1 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
Blanchard In-Home Aide FT2 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
Massey1 In-Home Aide FT3 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
Polk In-Home Aide FT4 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
West In-Home Aide FT5 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
Massey2 In-Home Aide FT6 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
King1 In-Home Aide FT7 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
King2 In-Home Aide FT8 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
Evans In-Home Aide FT9 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
Tyson In-Home Aide FT10 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
Sutton In-Home Aide FT11 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
Smith In-Home Aide FT12 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
Boone In-Home Aide PT1 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
Rumley In-Home Aide PT 2 36,400$ 1 FULL TIME 36,400$ 19,656$ 10,556$ 1,820$ 4,368$ -$ -$
Rivers In-Home Aide PT 3 36,400$ 0.6 PART TIME 21,840$ 11,794$ 6,334$ 1,092$ 2,621$ -$ -$
Kaizen In-Home Aide PT 4 36,400$ 0.6 PART TIME 21,840$ 11,794$ 6,334$ 1,092$ 2,621$ -$ -$
Baatz In-Home Aide PT 5 36,400$ 0.6 PART TIME 21,840$ 11,794$ 6,334$ 1,092$ 2,621$ -$ -$
Sossamon In-Home Aide PT 6 36,400$ 0.6 PART TIME 21,840$ 11,794$ 6,334$ 1,092$ 2,621$ -$ -$
Parker Registered Nurse PT1 65,520$ 0.4 PART TIME 26,208$ 14,152$ 7,600$ 1,310$ 3,145$ -$ -$
Fox Registered Nurse PT2 65,520$ 0.4 PART TIME 26,208$ 14,152$ 7,600$ 1,310$ 3,145$ -$ -$
Leighow Contract RN 65,520$ 0.15 PART TIME 9,828$ 5,307$ 2,850$ 491$ 1,179$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
SUBTOTAL FT:802,880$ 18,980$ 362,148$ 194,487$ 33,532$ 80,477$ 69,576$ 43,680$ -$ -$
SUBTOTAL PT:149,604$ -$ 80,786$ 43,385$ 7,480$ 17,952$ -$ -$ -$ -$
TOTAL 952,484$ 18,980$ 442,934$ 237,872$ 41,012$ 98,430$ 69,576$ 43,680$ -$ -$
PERCENT FT:84.29%100.00%81.76%81.76%81.76%81.76%100.00%100.00%#DIV/0!#DIV/0!
PERCENT PT:15.71%0.00%18.24%18.24%18.24%18.24%0.00%0.00%#DIV/0!#DIV/0!
NC DIVISION OF AGING AND ADULT SERVICES COST OF SERVICES - LABOR DISTRIBUTION SCHEDULE DAAS-732A1
Council on Aging in Union County
99
DAAS-732A
Provider:
County:
Budget Period:July 2026 through June 2027
In-Home In-Home In-Home In-Home 0 In-Home 0 0
Service Service Service Service Service Service Service Service
In-Home Aide-Level I - Home
Management In-Home Aide-Level II - Personal Care In-Home Aide-Level I – Respite In-Home Aide-Level II – Respite
Volunteer Program
Development Respite, Group 0 0
Grand Total 041 042 235 236 190 309 #N/A #N/A
481,045$ 235,052$ 122,481$ 21,117$ 50,682$ 26,713$ 25,000$ -$ -$
1) 53,450$ 26,117$ 13,609$ 2,346$ 5,631$ 2,969$ 2,778$
2) -$
3) -$
53,450$ 26,117$ 13,609$ 2,346$ 5,631$ 2,969$ 2,778$ -$ -$
1) -$
2) -$
3) -$
Total Required Minimum Match - In-Kind -$ -$ -$ -$ -$ -$ -$ -$ -$
53,450$ 26,117$ 13,609$ 2,346$ 5,631$ 2,968$ 2,778$ -$ -$
534,495$ 261,169$ 136,090$ 23,463$ 56,313$ 29,681$ 27,778$ -$ -$
-$ -$ -$ -$ -$ -$ -$ -$ -$
-$
1) 187,349$ 82,122$ 80,142$ 7,378$ 17,707$
2) -$
3) -$
4) -$
187,349$ 82,122$ 80,142$ 7,378$ 17,707$ -$ -$ -$ -$
1) 436,261$ 218,889$ 86,518$ 21,659$ 50,815$ 46,358$ 12,022$
2) 10,688$ 10,688$
3) -$
446,949$ 218,889$ 86,518$ 21,659$ 50,815$ 46,358$ 22,710$ -$ -$
1) -$
2) -$
3) -$
-$ -$ -$ -$ -$ -$ -$ -$ -$
30,000$ 14,000$ 7,600$ 3,000$ 5,000$ 200$ 200$
1,198,793$ 576,180$ 310,350$ 55,500$ 129,835$ 76,239$ 50,688$ -$ -$
Service Service Service Service Service Service Service Service
Grand Admin.In-Home Aide-Level I - Home Management In-Home Aide-Level II - Personal Care In-Home Aide-Level I – Respite In-Home Aide-Level II – Respite Volunteer Program Development Respite, Group 0 0
Total Cost 041 042 235 236 190 309 #N/A #N/A
802,880$ 18,980$ 362,148$ 194,487$ 33,532$ 80,477$ 69,576$ 43,680$ -$ -$
149,604$ -$ 80,786$ 43,385$ 7,480$ 17,952$ -$ -$ -$ -$
952,484$ 18,980$ 442,934$ 237,872$ 41,012$ 98,430$ 69,576$ 43,680$ -$ -$
1) FICA @ 7.65 72,865$ 1,452$ 33,884$ 18,197$ 3,137$ 7,530$ 5,323$ 3,342$ -$ -$
81,582$ 44,054$ 23,659$ 4,079$ 9,790$ -$ -$
29,954$ 15,350$ 8,244$ 1,421$ 3,411$ -$ 1,528$
4,425$ 2,160$ 1,160$ 200$ 480$ 225$ 200$
10,200$ 5,400$ 2,900$ 500$ 1,200$ 100$ 100$
-$ -$
199,026$ 1,452$ 100,849$ 54,160$ 9,337$ 22,411$ 5,648$ 5,170$ -$ -$
1) -$ -$ -$ -$ -$ -$ -$ -$
2) -$ -$ -$ -$ -$ -$ -$ -$
3) -$ -$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$ -$
42,250$ 22,680$ 12,180$ 2,100$ 5,040$ 250$ -$
-$ -$ -$ -$ -$ -$ -$ -$
42,250$ -$ 22,680$ 12,180$ 2,100$ 5,040$ 250$ -$ -$ -$
C. Subtotal, Fed/State/Required Match Revenues
F. Subtotal, Local Cash, Non-Match
Other Revenues, Non-Match
Donations/Foundation Support
Fee for service (non HCCBG clients)
D. NSIP Cash Subsidy/Commodity Valuation
E. OAA Title V Worker Wages, Fringe Benefits and Costs
Local Cash, Non-Match
Additional County Funds to alleviate waitlist
1) Per Diem
2) Mileage Reimbursement
3) Other Travel Cost
E. Subtotal, Travel
General Operating Expenses
Local In-Kind Resources Non-Match
C. Subtotal, Local In-Kind Resources Non-Match
D. OAA Title V Worker Wages, Fringe Benefits and Costs
6) Other
B. Subtotal, Fringe Benefits
Staff Salary From Labor Distribution Schedule
1) Full-time Staff (do not include Title V workers)
2) Part-time staff (do not include Title V workers)
A. Subtotal, Staff Salary
Fringe Benefits
%
Travel
2) Health Insurance
3) Retirement
4) Unemployment Insurance
5) Worker's Compensation
Division of Aging and Adult Services
Service Cost Computation Worksheet
II. Line Item Expenses
G. Subtotal, Other Revenues, Non-Match
Local In-Kind Resources (Includes Volunteer Resources)
H. Subtotal, Local In-kind Resources, Non-Match
I. Client Cost Sharing
J. Total Projected Revenues (Sum I.C,D,E,F,G,H, & I)
Council on Aging in Union County
UNION
North Carolina Division of Aging and Adult Services`
Service Cost Computation Worksheet
Required Minimum Match - In-Kind
B. Total Required Minimum Match (cash + in-kind)
I. Projected Revenues
A. Fed/State Funding From the Div. of Aging & Adult Svcs.
Required Minimum Match - Cash
Total Required Minimum Match - Cash
County Match (10%)
100
101
102
DAAS-733
(Rev. 2/19)
Home and Community Care Block Grant for Older Adults
Outreach Methodology
July 2026 through June 2027
Community Service Provider:
County:
Outreach Methodology to Address the Service Needs of Target Population
Council on Aging in Union County
UNION
While all older adults age 60 and over are eligible for services, sec. 305(a)(2)(E) of the Older Americans Act
requires programs to target services to older individuals with the greatest economic and social need, (with
particular attention to low-income older adults, including low-income minority older adults, older adults with
limited English proficiency, and older adults residing in rural areas). The community service provider shall
specify how these service needs will be met through the services identified on the Provider Services Summary
(DAAS-732). This narrative shall address outreach and service delivery methodologies that will ensure that
this target population is adequately served and conform with specific objectives established by the Area
Agency on Aging, for providing services to low income minority individuals. Additional pages may be used as
necessary.
GOAL: Continue to increase awareness of and access to the programs and services available for low income,
minority, rural adults age 60 years or older to assist them to maintain their independence and quality of life.
OBJECTIVE: Market and promote availability of services for this demographic group to hospitals, physicians,
pharamacists, healthcare providers and all residents of Union County. Identify and inform the target
population group of the availablity of services.
Strategies: Publicize services in our newsletter, agency website, newspapers, social media, local radio
stations, at speaking engagements, in municipal newsletters and at senior events. Continue to establish
collaborative relationships with minority organizations, such as churches, civic, social groups and businesses.
Conduct outreach events in areas where low income, minority, rural older adults reside. Network within the
Union County Older Adult Interagency Council to keep information flowing. Distribute agency brochures
throughout the community. Maintain updated information on our website and Facebook.
103
DAAS-734
July 2026 through June 2027
Council on Aging in Union County
Community Care Block Grant, as specified on the Provider Services Summary (DAAS-732)
in accordance with the following:
1.
2.
3.
4.
5.
6.
7.
8.
Home and Community Care Block Grant for Older Adults
Community Service Provider
Standard Assurances
Services shall be provided in accordance with requirements set forth in:
a) The County Funding Plan;
b) The Division of Aging and Adult Services Home and Community Care Block Grant Procedures Manual for
Community Service Providers; and
b) Client intake/registration;
c) The Division of Aging and Adult Services Standards at
agrees to provide services through the Home and
https://www.ncdhhs.gov/divisions/daas/monitoring
c) Client assessment/reassessments and quarterly visits, as appropriate;
d) Determining the amount of services to be received by the client; and
e) Reviewing consumer contributions policies with eligible clients.
All licenses, permits, bonds, and insurance necessary for carrying out Block Grant Services will be maintained by the
community service provider and any subcontracted providers.
Community service providers shall monitor any subcontracts with providers of Block Grant services and take appropriate
measures to ensure that services are provided in accordance with the aforementioned documents.
Priority shall be given to providing services to those older persons with the greatest economic or social needs. The service
needs of low-income minority elderly will be addressed in the manner specified on the Outreach Methodology to Address
Service Needs of Target Population (DAAS-733).
The following service authorization activities will be carried out in conjunction with all services provided through the
Block Grant:
a) Eligibility determination;
Community service providers are responsible for providing or arranging for the provision of required local match, as
specified on the Provider Services Summary, (DAAS-732). Local match shall be expended simultaneously with Block
Grant funding.
Community service providers agree to comply with audit and fiscal reporting requirements as specified in the Agreement
for the Provision of County-Based Aging Services (DAAS-735).
As specified in 45 CFR 75, Subpart D-Post Federal Award Requirements, Procurement Standards, community service
providers shall have procedures for settling all contractual and administrative issues arising out of procurement of
services through the Block Grant. Community service providers shall have procedures governing the evaluation of bids
for services and procedures through which bidders and contracted providers may appeal or dispute a decision made by the
community service provider.
Applicant/Client appeals shall be addressed as specified in Section 7 of the Division of Aging and Adult Services Home
and Community Care Block Grant Manual for Community Service Providers.
104
105
106
CLIENT/PATIENT RIGHTS
1. You have the right to be fully informed of all your rights and responsibilities as a client/patient of
the program.
2. You have the right to appropriate and professional care relating to your needs.
3. You have the right to be fully informed in advance about the care to be provided by the program.
4. You have the right to be fully informed in advance of any changes in the care that you may be
receiving and to give informed consent to the provision of the amended care.
5. You have the right to participate in determining the care that you will receive and in altering the
nature of the care as your needs change.
6. You have the right to voice your grievances with respect to care that is provided and to expect that
there will be no reprisal for the grievance expressed.
7. You have the right to expect that the information you share with the agency will be respected and
held in strict confidence, to be shared only with your written consent and as it relates to the
obtaining of other needed community services.
8. You have the right to expect the preservation of your privacy and respect for your property.
9. You have the right to receive a timely response to your request for service.
10. You shall be admitted for service only if the agency has the ability to provide safe and
professional care at the level of intensity needed.
11. You have the right to be informed of agency policies, changes, and costs for services.
12. If you are denied service solely on you inability to pay, you have the right to be referre d
elsewhere.
13. You have the right to honest, accurate information regarding the industry, agency and of the
program in particular.
14. You have the right to be fully informed about other services provided by this agency.
107
Review of Local Match Comparison Input Sheet vs. 732A Cash and In-Kind Totals
Difference
In-Home Aide-Level I - Home Management OK -
In-Home Aide-Level II - Personal Care OK -
In-Home Aide-Level I – Respite OK -
In-Home Aide-Level II – Respite OK -
Volunteer Program Development Match Totals Do Not Match Difference Is--->(1)
Respite, Group OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
732A1 Labor Distribution Schedule Comparison of Assignable Salary To Overall Salary Entered
Total Assignable Salary and Cumulative Salary total for Service/Admin 0 -$
Internal Consistency Checks
108
State Fiscal Year:SFY 2026-2027
Provider Name:Bazemore Active Adult Center
Address Line 1:500 W Jefferson St
Address Line 2:Monroe, NC 28112
County:UNION
Area Agency on Aging:Centralina Council of Governments
Please Select Services to Be Delivered Federal/State Local Match
Senior Center Operation 170 39,678$ 4,409$ <<--Local Match will need to be broken out by source (Cash/In-Kind) on 732A Svc Cost Computation Form
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
REQUIRES INPUT TO POPULATE WORKBOOK-->-$
Service Prior Yr. Funding Prior Year Rate Current Yr Funding Current Year Rate Funding Diff.Rate Diff.
Senior Center Operation 170 39,678$ 0.0000 39,678$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
0.0000 -$ -$
Comparison of Fed/State Funding and Rates vs. Prior Year
109
AGENCY NAME:Fiscal Period: July 2026 through June 2027
State Fiscal Year:SFY 2026-2027
SERVICE SERVICE SERVICE SERVICE SERVICE SERVICE SERVICE
STAFF NAME POSITION
TOTAL
SALARY
FTE
Equivalent
FULL TIME
PART TIME
Assignable
Salary
ADMIN.
SALARY Senior Center Operation 0 0 0 0 0 0
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
-$
SUBTOTAL FT:-$ -$ -$ -$ -$ -$ -$ -$ -$
SUBTOTAL PT:-$ -$ -$ -$ -$ -$ -$ -$ -$
TOTAL -$ -$ -$ -$ -$ -$ -$ -$ -$
PERCENT FT:#DIV/0!#DIV/0!#DIV/0!#DIV/0!#DIV/0!#DIV/0!#DIV/0!#DIV/0!#DIV/0!
PERCENT PT:#DIV/0!#DIV/0!#DIV/0!#DIV/0!#DIV/0!#DIV/0!#DIV/0!#DIV/0!#DIV/0!
NC DIVISION OF AGING AND ADULT SERVICES COST OF SERVICES - LABOR DISTRIBUTION SCHEDULE DAAS-732A1
Bazemore Active Adult Center
110
DAAS-732A
Provider:
County:
Budget Period:July 2026 through June 2027
Other 0 0 0 0
Service Service Service Service Service
Senior Center Operation 0 0 0 0
Grand Total 170 #N/A #N/A #N/A #N/A
39,678$ 39,678$ -$ -$ -$ -$
1) 4,409$ 4,409$
2) -$
3) -$
4,409$ 4,409$ -$ -$ -$ -$
1) -$
2) -$
3) -$
Total Required Minimum Match - In-Kind -$ -$ -$ -$ -$ -$
4,409$ 4,409$ -$ -$ -$ -$
44,087$ 44,087$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$
-$
1) -$
2) -$
3) -$
4) -$
-$ -$ -$ -$ -$ -$
1) -$
2) -$
3) -$
-$ -$ -$ -$ -$ -$
1) -$
2) -$
3) -$
-$ -$ -$ -$ -$ -$
-$
44,087$ 44,087$ -$ -$ -$ -$
Service Service Service Service Service
Grand Admin.Senior Center Operation 0 0 0 0
Total Cost 170 #N/A #N/A #N/A #N/A
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$ -$
1) FICA @ 7.65 -$ -$ -$ -$ -$ -$ -$
-$
-$
-$
-$
-$
-$ -$ -$ -$ -$ -$ -$
1) -$
2) -$
3) -$
-$ -$ -$ -$ -$ -$ -$
-$
-$
-$
-$
-$ -$ -$ -$ -$ -$ -$
1) 15,287$ 15,287$
2) 15,000$ 15,000$
3) 4,000$ 4,000$
4) 2,000$ 2,000$
5) 800$ 800$
6) 2,500$ 2,500$
7) 4,500$ 4,500$
8) -$
44,087$ -$ 44,087$ -$ -$ -$ -$
-$
44,087$ -$ 44,087$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$
44,087$ 44,087$ -$ -$ -$ -$
Bazemore Active Adult Center
UNION
North Carolina Division of Aging and Adult Services`
Service Cost Computation Worksheet
Required Minimum Match - In-Kind
B. Total Required Minimum Match (cash + in-kind)
I. Projected Revenues
A. Fed/State Funding From the Div. of Aging & Adult Svcs.
Required Minimum Match - Cash
Total Required Minimum Match - Cash
City Local Match
Division of Aging and Adult Services
Service Cost Computation Worksheet
II. Line Item Expenses
G. Subtotal, Other Revenues, Non-Match
Local In-Kind Resources (Includes Volunteer Resources)
H. Subtotal, Local In-kind Resources, Non-Match
I. Client Cost Sharing
J. Total Projected Revenues (Sum I.C,D,E,F,G,H, & I)
6) Other
B. Subtotal, Fringe Benefits
Staff Salary From Labor Distribution Schedule
1) Full-time Staff (do not include Title V workers)
2) Part-time staff (do not include Title V workers)
A. Subtotal, Staff Salary
Fringe Benefits
%
Travel
2) Health Insurance
3) Retirement
4) Unemployment Insurance
5) Worker's Compensation
1) Per Diem
2) Mileage Reimbursement
3) Other Travel Cost
E. Subtotal, Travel
General Operating Expenses
Local In-Kind Resources Non-Match
C. Subtotal, Local In-Kind Resources Non-Match
D. OAA Title V Worker Wages, Fringe Benefits and Costs
F. Subtotal, General Operating Expenses
G. Subtotal, Other Administrative Cost Not Allocated in
Lines II.A through E
Outdoor equipment
Fitness instructor/Rec Attendant contracts
Outreach (newsletters)
Entertainment for SC events
Volunteer Recognition
Special events
Facility Equipment (tables, trash receptacles)
H. Total Proj. Expenses Prior to Admin. Distribution
I. Distribution of Admininistrative Cost
J. Total Proj. Expenses After Admin. Distribution
C. Subtotal, Fed/State/Required Match Revenues
F. Subtotal, Local Cash, Non-Match
Other Revenues, Non-Match
D. NSIP Cash Subsidy/Commodity Valuation
E. OAA Title V Worker Wages, Fringe Benefits and Costs
Local Cash, Non-Match
111
Service Service Service Service Service
Grand Senior Center Operation 0 0 0 0
Total 170 #N/A #N/A #N/A #N/A
44,087$ 44,087$ -$ -$ -$ -$
-$ -$ -$ -$ -$
44,087$ 44,087$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$
-$ -$ -$ -$ -$ -$
44,087$ 44,087$ -$ -$ -$ -$
- - - - -
-$ -$ -$ -$ -$
- - - - -
- - - - -
- - - - -
- - - - -
Certification:
Senior Center Supervisor 5/18/2026
Authorized Signature Title Date
DAAS-732A DAAS-732
Line I.A Col. A
Line I.B Col. B
Line I.C Col. C
Line I.D Col. D
III. Computation of Rates
A. Computation of Unit Cost Rate:
1. Total Expenses (equals line II.J)
2. Total Projected Units
3. Revenues Subject to Unit Reimbursement
4. Total Projected Units (equals line III.A.2)
5. Total Reimbursement Rate
C. Units Reimbursed Through HCCBG
D. Units Reimbursed Through Program Income*
E. Units Reimbursed Through Remaining Revenues
3. Total Unit Cost Rate
B. Computation of Reimbursement Rate:
1. Total Revenues (equals line I.J)
2. Less: NSIP (equals line I.D)
Title V (equals line I.E less II.D)
Non Match In-Kind (equals line I.H less II.C)
F. Total Units Reimbursed/Total Projected Units
* The Division of Aging ARMS deducts reported program income from reimbursement paid to providers. Line III.D indicates the number of units that will have to be produced in addition to those stated on line III.C in order to earn the net revenues stated on line I.C.
I certify to the best of my knowledge and belief that the information included in the cost computation above is accurate and complies with all laws and regulations. I also understand that material
deviations in reported cost information could limit funding, and also result in return of funds if the error or omission results in a higher than actual reported cost.
Aleshia Holland
NSIP Subsidy
Information on this form (DAAS-732A) corresponds with
information stated on the Provider Services Summary
(DAAS-732) as follows:
Block Grant Funding
Required Local Match-Cash & In-Kind
Net Service Cost
112
Home and Community Care Block Grant for Older Adults
DAAS-732
County Funding Plan County:
July 2026 through June 2027
Provider Services Summary Date:
B C D E F G H I
Block Grant Funding
Services Direct Purchase Access In-Home Other Total
Senior Center Operation X -$ -$ 39,678$ 39,678$ 4,409$ 44,087$ -$ 44,087$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
0 -$ -$ -$ -$ -$ -$ -$ -$ - -$ -
Total -$ -$ 39,678$ 39,678$ 4,409$ 44,087$ -$ 44,087$ - - -
Certification of required minimum local match availability.Aleshia Holland, Senior Center Supervisor 5/18/2026
Required local match will be expended simultaneously Authorized Signature, Title Date
with Block Grant Funding.Community Service Provider
Signature, County Finance Officer Date Signature, Chairman, Board of Commissioners Date
A
(Check One)
Serv. Delivery
Bazemore Active Adult Center
500 W Jefferson St
Monroe, NC 28112
Required
Local
Match
Net Service
Cost
NSIP
Subsidy
Total
Funding
UNION
Budget Period:
Revision #:
Projected
HCCBG
Units
Projected
Reimburse
Rate
Projected
HCCBG
Clients
Projected
Total Units
113
DAAS-733
(Rev. 2/19)
Home and Community Care Block Grant for Older Adults
Outreach Methodology
July 2026 through June 2027
Community Service Provider:
County:
Outreach Methodology to Address the Service Needs of Target Population
Bazemore Active Adult Center
UNION
While all older adults age 60 and over are eligible for services, sec. 305(a)(2)(E) of the Older Americans Act
requires programs to target services to older individuals with the greatest economic and social need, (with
particular attention to low-income older adults, including low-income minority older adults, older adults with
limited English proficiency, and older adults residing in rural areas). The community service provider shall
specify how these service needs will be met through the services identified on the Provider Services Summary
(DAAS-732). This narrative shall address outreach and service delivery methodologies that will ensure that
this target population is adequately served and conform with specific objectives established by the Area
Agency on Aging, for providing services to low income minority individuals. Additional pages may be used as
necessary.
The Bazemore Active Adult Center will conduct outreach programs at multiple community centers in the area.
These community centers are located in areas that are typically underserved. Staff will provide educational
opportunities throughout the year that will include topics such as insurance/medication, community
resources, classes on fall prevention and living healthy. Staff will also invite local vendors to be a part of these
events. Staff will partner with local churches whose members are predominately Hispanic to bring
educational programs and resources to this population.
114
DAAS-734
July 2026 through June 2027
Bazemore Active Adult Center
Community Care Block Grant, as specified on the Provider Services Summary (DAAS-732)
in accordance with the following:
1.
2.
3.
4.
5.
6.
7.
8.
9.
Community service providers are responsible for providing or arranging for the provision of required local match, as
specified on the Provider Services Summary, (DAAS-732). Local match shall be expended simultaneously with Block
Grant funding.
Community service providers agree to comply with audit and fiscal reporting requirements as specified in the Agreement
for the Provision of County-Based Aging Services (DAAS-735).
Compliance with Equal Employment Opportunity and Americans with Disabilities Act requirements, as specified in
paragraph fourteen (14) of the Agreement for the Provision of County-Based Aging Services (DAAS-735) shall be
maintained.
As specified in 45 CFR 75, Subpart D-Post Federal Award Requirements, Procurement Standards, community service
providers shall have procedures for settling all contractual and administrative issues arising out of procurement of services
through the Block Grant. Community service providers shall have procedures governing the evaluation of bids for
services and procedures through which bidders and contracted providers may appeal or dispute a decision made by the
community service provider.
Applicant/Client appeals shall be addressed as specified in Section 7 of the Division of Aging and Adult Services Home
and Community Care Block Grant Manual for Community Service Providers.
c) Client assessment/reassessments and quarterly visits, as appropriate;
d) Determining the amount of services to be received by the client; and
e) Reviewing consumer contributions policies with eligible clients.
All licenses, permits, bonds, and insurance necessary for carrying out Block Grant Services will be maintained by the
community service provider and any subcontracted providers.
Community service providers shall monitor any subcontracts with providers of Block Grant services and take appropriate
measures to ensure that services are provided in accordance with the aforementioned documents.
Priority shall be given to providing services to those older persons with the greatest economic or social needs. The service
needs of low-income minority elderly will be addressed in the manner specified on the Outreach Methodology to Address
Service Needs of Target Population (DAAS-733).
The following service authorization activities will be carried out in conjunction with all services provided through the
Block Grant:
a) Eligibility determination;
Home and Community Care Block Grant for Older Adults
Community Service Provider
Standard Assurances
Services shall be provided in accordance with requirements set forth in:
a) The County Funding Plan;
b) The Division of Aging and Adult Services Home and Community Care Block Grant Procedures Manual for
Community Service Providers; and
b) Client intake/registration;
c) The Division of Aging and Adult Services Standards at
agrees to provide services through the Home and
https://www.ncdhhs.gov/divisions/daas/monitoring
115
10.
11.
b. The subcontractor has not been barred from doing business at the federal level.
c. The subcontractor is able to produce a notarized
12.
13.
https://archives.ncdcr.gov/government/local
(Authorized Signature)(Date)
Record Retention and Disposition. All community service providers are responsible for maintaining custody of records
and documentation to support the allowable expenditure of funds, service provision, and the reimbursement of services.
Service providers must adhere to the approved record retention and disposition schedule posted at
Service providers are not authorized to destroy records related to the provision of services under this Agreement except in
compliance with the approved DHHS retention and disposition schedule, which allows for the proper destruction of
records based on a schedule by funding source and fiscal year. The agency agrees to comply with 07 NCAC 04M .0510
when deciding on a method of record destruction. Confidential records will be destroyed in such a manner that the
records cannot be practically read or reconstructed.
Aleshia Holland, Senior Center Supervisor 5/18/26
https://www.ncdhhs.gov/about/administrative-offices/office-controller/records-retention
Providers of In-Home Aide, Home Health, Housing and Home Improvement, and Adult Day Care or Adult Day Health
Care shall sign and return the attached assurance to the area agency on aging indicating that recipients of these services
have been informed of their client rights, as required in Section 314 of the 2006 Amendments to the Older Americans Act
(DAAS-734 Standard Assurances Regarding In-Home Client Rights).
Subcontracting – All HCCBG community service providers must assure that subcontractors (for-profit and non-profit
entities only) meet the following requirements:
Confidentiality and Security. Per the requirements in 10A NCAC 05J and Section 6 of the Home and Community Care
Block Grant Procedures Manual, client information in any format and whether recorded or not shall be kept confidential
and not disclosed in a form that identifies the person without the informed consent of the person or legal representative.
Community service providers, including subcontractors and vendors, must adhere to all applicable federal, state and
departmental requirements for protecting the security and confidentiality of client information including but not limited to
appropriately restricting access, establishing procedures to reduce the risk of accidental disclosures from data processing
systems, and developing a process by which the Division of Adult Aging Services is notified of suspected or confirmed
security incidents and data breaches.
a. The subcontractor has not been suspended or debarred. (N.C.G.S. §143C-6-23, 09 NCAC 03M)
d. All licenses, permits, bonds and insurance necessary for carrying out Home and Community Care Block Grant services
will be maintained by both the community service provider and any subcontractors.
e. The subcontractor is registered as a charitable, tax-exempt (501c3) organization with the Internal Revenue Service (non-
profit subcontractors only).
“State Grant Certification of No Overdue Tax Debts.”
by the NC Department of Health and Human Services Controller's Office, as well as the local government schedules
posted by the NC Department of Natural and Culltural Resources at
116
Review of Local Match Comparison Input Sheet vs. 732A Cash and In-Kind Totals
Difference
Senior Center Operation OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
0 OK -
732A1 Labor Distribution Schedule Comparison of Assignable Salary To Overall Salary Entered
Total Assignable Salary and Cumulative Salary total for Service/Admin 0 -$
Internal Consistency Checks
117
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-353 Agenda Date:6/16/2026
TITLE:..title
Merger of Union County and the Monroe-Union County Economic Development Commission
INFORMATION CONTACT:
Brian Matthews, County Manager’s Office, County Manager, 704-292-2597
ACTION REQUESTED:
(1)Adopt the Resolution for Repeal of the Resolution of the Union County Board of
Commissioners and the Monroe City Council Creating the Monroe-Union County Economic
Development Commission; and
(2)Authorize the County Manager to negotiate and execute the Agreement and Plan of Merger,
substantially consistent with this agenda item
PRIOR BOARD ACTIONS:
·September 20, 2021, Regular Meeting, Agenda Item # 37 - At this meeting, the Board adopted
a joint resolution with the City of Monroe creating the Monroe-Union County Economic
Development Commission and approving the related interlocal agreement effective January 1,
2022.
·November 4, 2024, Regular Meeting, Agenda Item # 24-758 - Board adopted the “Resolution
of the Union County Board of Commissioners Withdrawing from the Monroe-Union County
Economic Development Commission.”
BACKGROUND:
Effective January 1, 2022, Union County and the City of Monroe established the Monroe-Union
County Economic Development Commission (“MUEDC”) through adoption of a joint resolution
establishing the MUEDC (the “Establishment Resolution”) and entering into an interlocal agreement
concerning the MUEDC (the “Interlocal Agreement”), as a joint county-wide economic development
program. On November 4, 2024, the Board adopted a resolution withdrawing from the MUEDC,
terminating the Interlocal Agreement, and dissolving the MUEDC, effective November 4, 2026 (giving
two years’ notice as required by statute, the Establishment Resolution, and the Interlocal Agreement).
The Board and the City of Monroe have determined it is now in their respective best interests to
promote economic development activity through each entity’s own internal economic development
efforts independent of the other, engaging in economic development project collaboration with each
other on a case-by-case basis. Rather than withdraw from the MUEDC, the County, City, and
MUEDC agree that the MUEDC will merge into the County. This reflects functions of the MUEDC
which have shifted already to the County. The action requested will allow for repeal of the
Establishment Resolution, termination of the Interlocal Agreement, and merger of the MUEDC with
Union County, NC Printed on 6/5/2026Page 1 of 2
powered by Legistar™118
File #:26-353 Agenda Date:6/16/2026
Union County.
FINANCIAL IMPACT:
The remaining assets and liabilities of the MUEDC will be assumed by the County.
Union County, NC Printed on 6/5/2026Page 2 of 2
powered by Legistar™119
REPEAL OF THE RESOLUTION OF THE UNION COUNTY BOARD OF
COMMISSIONERS AND THE MONROE CITY COUNCIL CREATING THE
MONROE-UNION COUNTY ECONOMIC DEVELOPMENT COMMISSION
WHEREAS, local governments including counties and municipalities are authorized by
North Carolina General Statutes Sections 158-8 et. seq., 160A-460 et. seq., and 153A-445 to enter
into agreements and partnerships for economic development purposes, including the creation of
economic development commissions; and
WHEREAS, the Union County Board of Commissioners and the Monroe City Council
adopted a joint resolution, effective January 1, 2022, establishing the Monroe-Union County
Economic Development Commission (the “Joint Resolution”); and
WHEREAS, Union County (the “County”) and the City of Monroe (the “City”), also
adopted an interlocal agreement along with the Joint Resolution, which provides for the purpose,
governance, organizational structure, powers and duties, and activities of the Monroe-Union
County Economic Development Commission (“MUEDC”) as provided in the Joint Resolution (the
“Interlocal Agreement”)
WHEREAS, North Carolina General Statute Section 158-8, as well as the Joint Resolution,
provide that the Joint Resolution may be modified, amended, or repealed in the same manner as it
was originally adopted; and
WHEREAS, the County and the City desire to repeal the Joint Resolution, terminate the
Interlocal Agreement, and provide for the merger of MUEDC with the County; and
WHEREAS, the Union County Board of Commissioners and the Monroe City Council
each believe it is in the best interests of each of their residents to take such actions related to
MUEDC.
NOW, THEREFORE, BE IT RESOLVED AND AGREED BY THE Union County Board of
Commissioners and the City Council of the City of Monroe as follows:
1. The Joint Resolution is repealed upon the Effective Date.
2. The Interlocal Agreement shall be considered terminated upon the Effective Date.
3. The Agreement and Plan of Merger, attached hereto as Exhibit A, is incorporated into this
resolution by reference.
4. To the extent any duties would survive the repeal of the Joint Resolution, termination of
the Interlocal Agreement, and the execution of the Agreement and Plan of Merger, the
persons previously appointed to the trustee positions of the MUEDC are released from such
positions and any duties and responsibilities thereunder as of the Effective Date.
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5. This resolution shall become effective as of June 26, 2026 (“Effective Date”).
Adopted the _________ day of ____________, 2026 by the Union County Board of
Commissioners.
Attest:
_______________________________ __________________________________
Lynn G. West, Clerk to the Board Brian Helms, Chair
Union County Board of Commissioners
Adopted the ___ day of ___________, 2026 by the City Council of the City of Monroe.
Attest:
_______________________________ __________________________________
Bridgette H. Robinson, City Clerk Robert Burns, Mayor
City of Monroe
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NORTH CAROLINA
UNION COUNTY
AGREEMENT AND PLAN OF MERGER
THIS AGREEMENT AND PLAN OF MERGER by and between the Monroe-Union County
Economic Development Commission (hereafter “MUEDC”), a joint county-wide economic
development commission formed by a joint resolution effective January 1, 2022, adopted by the
governing boards of Union County, a political subdivision of the State of North Carolina, and the
City of Monroe, a municipal corporation chartered under the laws of the State of North Carolina;
Union County; and the City of Monroe; is to effect the merger of MUEDC (sometimes referred to
as the “Merging Entity”) with Union County (sometimes referred to as the “Surviving Entity”).
1. Merger. The name of the Merging Entity is MUEDC. The name of the Surviving Entity
is Union County . The Merging Entity and the Surviving Entity are herein referred to
as the “Constituent Entities”. Pursuant to this agreement and plan of merger by and
between the Constituent Entities, the Merging Entity shall merge with and into the
Surviving Entity. Union County, as the Surviving Entity, shall retain its current identity
and shall succeed to all the currently existing rights, all remaining assets, liabilities and
obligations of Merging Entity as of the Effective Time. This specifically includes any
and all ownership interests in real and personal property and other assets owned by the
Merging Entity as of the Effective Time being transferred from the Merging Entity to,
and accepted by, the Surviving Entity.
2. Effective Time. The merger shall become effective as of 12:01 a.m. on June 26, 2026
(the “Effective Time”).
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3. Officials; Officers. The officials and officers of the Surviving Entity will not be
changed. All committee/board members of the Merging Entity shall be deemed to have
resigned and have no further authority as of the Effective Time.
4. Employees. All employees of the Merging Entity (if any) shall be employees of the
Surviving Entity from and after the Effective Time and shall enroll or continue to be
enrolled in the North Carolina Local Government Employees’ Retirement System
(hereafter “NCLGERS”).
5. Interlocal Agreement Termination. Union County and the City of Monroe agree that the
Interlocal Organizational and Operating Agreement dated October 12, 2021, concerning
the MUEDC (the “Interlocal Agreement”) shall be terminated as of the Effective Date.
Notwithstanding the terms and conditions of the Interlocal Agreement concerning the
termination of the Interlocal Agreement and the disposition of MUEDC property set
forth in the Interlocal Agreement, Union County and the City of Monroe agree that
MUEDC property shall be disposed of as set forth in Section 1 of this Agreement.
6. Terms and Conditions. Consummation of the merger is subject to the following terms
and conditions:
A. Approval by the Merging Entity’s governing body;
B. Approval by the Union County Commissioners and the City of Monroe City
Council;
C. Approval by the NCLGERS, if required; and
D. Execution and delivery of any and all proper assignments, conveyances and
assurances in law or equity and execution or affirmation of all things necessary or
desirable to vest or confirm title to all such MUEDC property in the Surviving Entity.
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This the _________ day of ____________________, 2026.
UNION COUNTY,
By: ______________________________________
____________________________________________
(Print Name/Title)
CITY OF MONROE,
By: ______________________________________
____________________________________________
(Print Name/Title)
MUEDC,
By: ______________________________________
_________________________________________
(Print Name/Title)
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Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-354 Agenda Date:6/16/2026
TITLE:..title
Monroe-Union County Economic Development Commission Merger Indemnification Agreement
INFORMATION CONTACT:
Brian Matthews, County Manager’s Office, County Manager, 704-292-2597
ACTION REQUESTED:
Authorize the County Manager to negotiate and execute the Indemnification Agreement, substantially
consistent with this agenda item
PRIOR BOARD ACTIONS:
·September 20, 2021, Regular Meeting, Agenda Item # 37 - At this meeting, the Board adopted
a joint resolution with the City of Monroe creating the Monroe-Union County Economic
Development Commission and approving the related interlocal agreement effective January 1,
2022.
·November 4, 2024, Regular Meeting, Agenda Item # 24-758 - Board adopted the “Resolution
of the Union County Board of Commissioners Withdrawing from the Monroe-Union County
Economic Development Commission.”
·June 16, 2026, Regular Meeting, Agenda Item # 26-353 - Consideration of Merger of Union
County and the Monroe-Union County Economic Development Commission action items.
BACKGROUND:
Effective January 1, 2022, Union County and the City of Monroe established the Monroe-Union
County Economic Development Commission (“MUEDC”) through adoption of a joint resolution
establishing the MUEDC (the “Establishment Resolution”) and entering into an interlocal agreement
concerning the MUEDC (the “Interlocal Agreement”), as a joint county-wide economic development
program. On November 4, 2024, the Board adopted a resolution withdrawing from the MUEDC,
terminating the Interlocal Agreement, and dissolving the MUEDC, effective November 4, 2026 (giving
two years’ notice as required by statute, the Establishment Resolution, and the Interlocal Agreement).
The Board and the City of Monroe have determined it is now in their respective best interests to
promote economic development activity through each entity’s own internal economic development
efforts independent of the other, engaging in economic development project collaboration with each
other on a case-by-case basis. Rather than the County withdrawing from the MUEDC, the County,
City, and MUEDC agree that the MUEDC will merge into the County. This reflects the functions of
the MUEDC which have shifted already to the County. The action requested will address certain
handling of any outstanding obligations and liabilities of the MUEDC incurred prior to the MUEDC’s
merger with the County. These responsibilities will be financially shared equally (50/50) between the
County and the City.
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File #:26-354 Agenda Date:6/16/2026
FINANCIAL IMPACT:
Responsibility for 50% of the outstanding obligations and liabilities of the MUEDC prior to the
MUEDC’s merger with the County.
Union County, NC Printed on 6/5/2026Page 2 of 2
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NORTH CAROLINA
INDEMNIFICATION AGREEMENT
UNION COUNTY
THIS INDEMNIFICATION AGREEMENT is entered into this the ____________ day of
_____________________________, 2026, by and between UNION COUNTY, a political
subdivision of the State of North Carolina (hereafter “County”), and the CITY OF MONROE, a
municipal corporation chartered under the laws of the State of North Carolina (hereafter “City”).
WHEREAS, the Union County Board of Commissioners and the Monroe City Council
adopted a joint resolution, effective January 1, 2022, establishing the Monroe-Union County
Economic Development Commission (the “Joint Resolution”); and
WHEREAS, County and City also adopted an interlocal agreement along with the Joint
Resolution, which provided for the purpose, governance, organizational structure, powers and
duties, and activities of the Monroe-Union County Economic Development Commission
(“MUEDC”) as provided in the Joint Resolution (the “Interlocal Agreement”); and
WHEREAS, pursuant to applicable law, County and City took action (or plan to take
action) to repeal the Joint Resolution, terminate the Interlocal Agreement, and provide for the
merger of MUEDC with the County, including execution of an agreement between County, City,
and MUEDC concerning merger of the MUEDC with the County (the “Merger Agreement”); and
WHEREAS, as part of the Merger Agreement, County is succeeding to the currently
existing rights, and all remaining assets, liabilities, and obligations, of MUEDC; and
WHEREAS, to address any outstanding pre-merger issues and liabilities of the MUEDC,
County and City desire to address such issues and liabilities through the terms and conditions of
this Agreement.
NOW, THEREFORE, for and in consideration of the mutual promises set forth herein
and other good and valuable consideration, the parties agree to the following terms and conditions:
1. INDEMNIFICATION AND DEFENSE. To the maximum extent permitted by
applicable law, for any and all losses, penalties, damages, settlements, costs, charges,
professional fees or other expenses or liabilities of every kind and character arising out of
or relating to the Merger Agreement, the merger between County and MUEDC, and any
liabilities accrued by MUEDC prior to the Effective Time of the Merger Agreement (as
such term is defined in the Merger Agreement) (“MUEDC Liabilities”), and any and all
claims, liens, demands, obligations, actions, proceedings, or causes of action of every kind
in connection with or arising out of the Merger Agreement, the merger between County
and MUEDC, and any liabilities accrued by the MUEDC prior to the Effective Time of
the Merger Agreement (as such term is defined in the Merger Agreement) (“MUEDC
Claims”), the City and County agree to jointly defend the County, City, and MUEDC, as
permitted under applicable law and the Rules of Professional Responsibility, and the
officers, officials, employees, and agents of each from such MUEDC Liabilities and
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MUEDC Claims. The County, as the surviving entity of the merger with the MUEDC
under the Merger Agreement, will control the defense, and cost of defense, of any such
MUEDC Liabilities or MUEDC Claims. County and City agree to evenly split (50%
County and 50% City) the cost of defense of MUEDC Liabilities or MUEDC
Indemnification Claims, as well as evenly split (50% County and 50% City) the costs of
any judgment, decision, or other liability attributed to the County, City, or MUEDC related
to the MUEDC Liabilities or MUEDC Claims. Notwithstanding any language to the
contrary herein, the indemnification and defense obligations contained in this paragraph
shall not apply to any claim asserted by either County or City against the other to enforce
the terms of the Agreement and Plan of Merger or this Indemnification Agreement.
2. COOPERATION. City and County agree to use their best efforts to cooperate with each
other as it relates to the defense of any MUEDC Claims and the payment of any MUEDC
Liabilities or MUEDC Claims. This includes, without limitation, the provision of any
information, documents and instruments held by either party, financial and accounting
information, and other information sharing between staff of County and City related to the
defense of any MUEDC Claims and payment of any MUEDC Liabilities or MUEDC
Claims.
3. CITY PAYMENTS RELATED TO PRIOR MUEDC OBLIGATIONS. City agrees
to pay County fifty percent (50%) of the amount of any obligation incurred by MUEDC
prior to the Effective Time of the Merger Agreement (as such term is defined in the Merger
Agreement), or any obligation required of the County due to the merger that would have
otherwise been an MUEDC obligation, which County is required to pay to any third-party
(whether incurred through contract or some other legal theory or obligation), within 30
days of the County’s invoice. If the County’s invoice is disputed by the City, the City shall
provide notice of the dispute and specify the items and reasons for the dispute and the
parties shall work expeditiously to resolve the dispute within 30 days of receipt of the
dispute notice prior to engaging in any mediation or litigation, which may be extended by
mutual written agreement. The City shall have no obligation to pay the disputed portion
of the invoice during the 30 days (or extended time) the parties are working to resolve the
dispute.
4. AMENDMENT. This Agreement may be amended upon adoption of written
amendments executed in writing on behalf of each respective governing body.
5. JOINT EFFORTS. This Agreement shall be considered for all purposes as prepared
through the joint efforts of both parties and shall not be construed against one party or the
other as a result of preparation, submission, or drafting hereof.
6. COMPLIANCE WITH LAWS. In the performance of their duties pursuant to this
Agreement, County and City shall comply with all laws, rules, regulations, ordinances,
codes, standards, and orders of any and all governmental bodies, agencies, authorities, and
courts having jurisdiction.
128
7. REPRESENTATIONS AND WARRANTIES. Each party hereby represents and
warrants each to the other the existence of all capacity, authority, resolutions, and actions
necessary to execute and enter into this Agreement.
IN WITNESS WHEREOF, the parties hereto acting under the authority of their respective
governing bodies, have caused this Agreement to be duly executed in duplicate counterparts, each
of which shall constitute an original, this the day and year first above written.
ATTEST UNION COUNTY
________________________________ ___________________________________
Lynn G. West Brian W. Matthews
Clerk to the Board County Manager
This instrument has been pre-audited in the manner required by the Local Government Budget
and Fiscal Control Act.
_________________________________
Finance Officer
ATTEST CITY OF MONROE
________________________________ ___________________________________
Bridgette H. Robinson William M. Watson
City Clerk City Manager
This instrument has been pre-audited in the manner required by the Local Government Budget
and Fiscal Control Act.
_________________________________
Finance Officer
129
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-336 Agenda Date:6/16/2026
TITLE:..title
Consider Amendment to Conveyance of County Owned Property in Union County Industrial Park
(Project Canopy)
INFORMATION CONTACT:
Ron Mahle, Economic Development, Director, 980-476-5279
ACTION REQUESTED:
1) Adopt the Resolution for the Conveyance of County Property to McGee Corporation for Economic
Development Pursuant to N.C.G.S. §158-7.1; and 2) Authorize the County Manager to i) negotiate
and execute any documentation and agreement substantially consistent with this agenda item and
necessary to effectuate such sale, ii) exercise any extension term options set forth in the Agreement,
and iii) terminate the Agreement if deemed in the best interest of the County, each in the County
Manager’s discretion.
PRIOR BOARD ACTIONS:
1) October 20, 2025, Regular Meeting, Agenda Item #25-624 - Public Hearing Conducted for
consideration of Step 4 Economic Development Incentive Grant to McGee Corporation
2) October 20, 2025, Regular Meeting, Agenda Item #25-626 - Step 4 Economic Development
Incentive Grant was awarded to McGee Corporation in an amount-not-to-exceed $696,00 paid over a
5-year period beginning in FY 2028
3) December 8, 2025, Regular Meeting, Agenda Item #25-748 - Public Hearing Conducted on
conveyance of real property
4) December 8, 2025, Regular Meeting, Agenda Item #25-749 - Consideration of conveyance of
county owned property
BACKGROUND:
The Union County Economic Development Department started conversations with McGee
Corporation under codename Project Canopy in late 2024 about the potential relocation of their
manufacturing operation from Stallings, North Carolina, to a 60.97-acre parcel located off Goldmine
Road. The company originally submitted an offer of $4,267,900, being $70,000 per acre. The land
sought by the company was previously acquired by Union County for an industrial park or to be held
for resale for industrial or commercial use, for an industrial or commercial project, pursuant to G.S.
158-7.1(the specific parcel considered for sale is Union County Tax Parcel #09372003D).
McGee Corporation’s purchase of this land is in concert with the County’s economic development
objectives, which are the stimulation of the local economy, growth of the tax base, promotion of
business, and creation of job opportunities within Union County. The original Real Estate Purchase
and Sale Agreement was signed on January 20, 2026, for the purchase price of $4,267,900.
Union County, NC Printed on 6/5/2026Page 1 of 2
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File #:26-336 Agenda Date:6/16/2026
However, it was discovered that there exist certain conditions on approximately 2.5 acres of the
property, including encroachments as well as wetlands, which have decreased the fair market value
of the property and need to be addressed prior to the closing date. The price per acre has been
reduced only on the affected 2.5 acres of the property. The purchase consideration is now
$4,136,650.00 in cash, subject to all easements, right of ways, encroachments, and other restrictions
of record, and to account of any property conditions. The Board of Commissioners has determined
that the property subject to conveyance has a fair market value of $4,136,650.00.
The land will be used for an industrial project with an approximate investment of $40,000,000 and the
creation of 35 new jobs with a probable hourly wage of $30.28 per hour for employees on the
property. McGee Corporation intends to build a new 366,000 square-foot manufacturing facility on the
property which will serve as its headquarters for design, sales, manufacturing, and distribution. This
sale is made pursuant to private negotiation under G.S. 158-7.1.
FINANCIAL IMPACT:
Union County would receive $4,136,650.00 in cash in exchange for the land. The project would also
bring a prospective $40,000,000 in new capital investment and at least 35 new jobs earning a
probable wage of $30.28 per hour into Union County.
Union County, NC Printed on 6/5/2026Page 2 of 2
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RESOLUTION FOR THE CONVEYANCE OF COUNTY PROPERTY TO
MCGEE CORPORATION FOR ECONOMIC DEVELOPMENT PURSUANT TO
N.C.G.S. § 158-7.1 WHEREAS, Union County owns approximately 89 acres of property off of Goldmine Road, near the intersection of Goldmine Road and Price Short Cut Road, in Union County, as such property may be more particularly referenced as Union County Tax Parcel #09372003D (the “Original Property”); and WHEREAS, the Original Property was previously acquired by Union County for an industrial park or to be held for resale for industrial or commercial use, pursuant to N.C.G.S. § 158-7.1; and WHEREAS, N.C.G.S. § 158-7.1 authorizes a county to convey real property by private negotiation and sale property acquired for an industrial park or held for resale for industrial or commercial use; and WHEREAS, the McGee Corporation, their subsidiary or affiliated entity, (collectively “McGee”) desires to purchase 60.97 acres of the Original Property, as such parcel is shown as Lot 2 on the attached Exhibit A (the “Property”), for industrial or commercial use, including the construction of an approximate 366,000 square foot manufacturing facility, and the purchase and installation of new production equipment; and WHEREAS, McGee’s purchase of this land is in concert with the County’s economic development objectives, which are the stimulation of the local economy, growth of the tax base, promotion of business, and creation of job opportunities within Union County; and WHEREAS, a public hearing was held on June 16, 2026, to consider whether to approve the conveyance of the Property to McGee; and WHEREAS, this Resolution supersedes and replaces the prior resolution adopted December 8, 2025; and WHEREAS, the Board of Commissioners deems it wise to convey the Property to McGee by private negotiation and sale, for the consideration noted herein, pursuant to authority set forth in N.C.G.S. § 158-7.1, along with all other applicable law. NOW, THEREFORE, the Union County Board of Commissioners resolves as follows: 1. The Board of Commissioners hereby authorizes the sale of the Property by private negotiation and sale to the McGee Corporation, their subsidiary or
132
affiliated entity, for the sum of Four Million One Hundred Thirty-Six Thousand Six Hundred and Fifty and 00/100 Dollars ($4,136,650.00). 2. The Property will be used for an industrial project and will stimulate the local economy, promote business, and result in a prospective $40,000,000 in new capital investment, and the creation of thirty-five (35) new jobs with a probable hourly wage of $30.28 per hour for employees at the Property. 3. The fair market value of the interest to be conveyed is Four Million One Hundred Thirty-Six Thousand Six Hundred and Fifty and 00/100 Dollars ($4,136,650.00), subject to all easements, right of ways, and other restrictions of record. 4. The County Manager, or his designee, is authorized to execute any and all documents necessary to convey the Property to McGee, including execution of any amendments to, and ratifications of, previous agreements and documents related to this transaction. Adopted this the 16th day of June, 2026. ATTEST: _______________________________ ______________________________________ Lynn G. West, Clerk to the Board Chair Union County Board of Commissioners
133
134
135
136
AMENDMENT TO
REAL ESTATE PURCHASE AND SALE AGREEMENT
This Amendment to the Real Estate Purchase and Sale Agreement (“Amendment’) is
entered into by and between UNION COUNTY, a political subdivision of the State of North
Carolina (“Seller”), and MCGEE CORPORATION (“Buyer”) with reference to the following
facts:
A. On January 20, 2026, Buyer and Seller entered into a Real Estate Purchase and Sale
Agreement (“Agreement”) relating to the sale of certain property described therein; and
B. Buyer and Seller desire to amend the Agreement in the manner set forth below.
Wherefore, for valuable consideration, the receipt and sufficiency of which are hereby
acknowledged, Buyer and Seller agree as follows:
1. All defined terms and phrases in the Agreement shall have the same meaning in
this Amendment unless otherwise noted.
2. Notwithstanding any provision in the Agreement to the contrary, the Buyer and
Seller agree to modify the Purchase Price from Four Million Two Hundred Sixty-Seven Thousand
Nine Hundred and 00/100 Dollars ($4,267,900.00) to Four Million One Hundred Thirty-Six
Thousand Six Hundred Fifty and 00/100 ($4,136,650.00).
3. Section 2.5.3 of the Agreement acknowledges the existence of encroachments
shown on the Exhibit Map and further states Seller will remove or otherwise remedy such
encroachments prior to Closing. The parties agree that the reduction in the Purchase Price will
function as a remedy to existence of the encroachments seen on the Exhibit Map. Further, the
Property will be sold subject to the encroachments seen on the Exhibit Map, and the Seller shall
have no further responsibility or liability for such encroachments.
4. This Amendment may be executed in counterparts and delivered by way of
facsimile, email or Docusign.
5. Except as expressly modified herein, the Agreement shall remain unchanged and
in full force and effect.
NO FURTHER TEXT APPEARS ON THIS PAGE
137
IN WITNESS WHEREOF, the parties have executed this Amendment as of the last date
of execution below.
BUYER:
MCGEE CORPORATION
By:______________________________________
Name:___________________________________
Its:______________________________________
Date: ____________________________________
SELLER:
UNION COUNTY
By:______________________________________
Name:___________________________________
Its:______________________________________
Date: ____________________________________
138
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-333 Agenda Date:6/16/2026
TITLE:..title
Grant Application - Sisters of Mercy of North Carolina Legacy
INFORMATION CONTACT:
Jason May, Budget & Grants Management, Director, 704-283-3760
ACTION REQUESTED:
Authorize the County Manager to submit the associated grant application and make necessary
assurances and certifications associated with the grant application as substantially consistent with
this agenda item, which includes the authorization to execute documents related to award of the
grant and budget funds as appropriate.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
The Parenting Support & Nurturing Parenting Program (PSNP) helps families strengthen parenting
skills and build healthy, supportive relationships with their children. The program provides intensive
parenting education and support services to families experiencing significant parenting challenges,
including those at risk of or in the early stages of child maltreatment who may benefit from
intervention and treatment services.
Established in Union County in 2011, PSNP is funded through the Alliance for Children. Union County
has been advised to anticipate a 10% reduction in funding from the Alliance for Children for FY 2027.
This grant request is intended to help offset the anticipated funding shortfall and ensure the
continuation of this essential program and the services it provides to vulnerable families in the
community.
The Sisters of Mercy of North Carolina Legacy awards grants to tax-exempt health care, educational,
and social service organizations that align with its mission of improving the quality of life for women,
children, older adults, and individuals experiencing poverty. The organization prioritizes funding for
ongoing operational needs as well as specific program and project expenses that directly support
these populations.
FINANCIAL IMPACT:
The grant request will be for approximately $20,000. There is no match required for this grant.
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Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-323 Agenda Date:6/16/2026
TITLE:..title
NC Department of Public Safety Juvenile Crime Prevention Council Funding Plan FY 2026-2027
INFORMATION CONTACT:
Beverly Liles, Finance, Director, 704-283-3675
ACTION REQUESTED:
1) Approve County Funding Allocation Plan, Annual Plan and Certification for FY 2026-2027, 2)
authorize the Finance Director to approve the grant agreements and documents related to such grant
agreements during their term, and 3) authorize the County Manager to appropriate JCPC Funding as
approved in the funding plan by a County Manager's Budget Amendment in FY 2027.
PRIOR BOARD ACTIONS:
None
BACKGROUND:
The Juvenile Crime Prevention Council (JCPC) is a Board appointed by Commissioners, as defined
by State Statutes. The JCPC provides funding and monitors Community Based alternatives to
juvenile incarceration and provides funding for substance abuse prevention strategies and programs.
Funding for JCPC programs is generally adopted in the State Budget and assigned to County
programs by a formula grant. Normally, a county JCPC approves a budget for the upcoming fiscal
year, which is then submitted to the North Carolina Department of Public Safety Juvenile Justice and
Delinquency Prevention (the DJJ). The attached funding plan was developed and approved by the
JCPC Board and represents the Board's plan for how the funds will be spent for the 2026-2027 fiscal
year. This request will be included in the State’s DJJ budget which is planned for 2026-2027.
The JCPC Board approved $476,439 for County programs for the 2026-2027 fiscal year. The
Funding Plan allocates funding from the State to the following programs: Life Connections D-A-S-H
Counseling Services $100,000, Transforming Youth Movement-Transforming Futures $125,000,
Transforming Youth Movement- Union County Teen Court Program $40,790, Aspire Youth and Family
Kids at Work $75,312, JCPC Administration $9,502, Arts Related Innovative Student Empowerment
(ARISE) Union-KRE8IVU $50,000, The Connection Center $45,835, and New Covenant Community
Development Center - Next Step Youth Program $30,000.
The JCPC budget is normally approved as a "pass through" line item in the County budget, meaning
that the amount approved by the State is received by the County and then used for the JCPC
program.
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File #:26-323 Agenda Date:6/16/2026
Union County has not approved JCPC programs in line-item detail in the past; rather, the JCPC
Board normally negotiates, approves, and monitors line-item detail within the amount of funds
allocated to the program, and provides a recommended budget to Commissioners.
FINANCIAL IMPACT:
None
Union County, NC Printed on 6/1/2026Page 2 of 2
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$229,477 Rate:30%
OTHER OTHER
# Program Provider DPS-JCPC
Funding
County Cash
Match
Local Cash
Match
Local In-
Kind
State/
Federal
Funds Total
% Non
DPS-JCPC
Program
Revenues
1
Life Connections of the Carolinas-DASH Counseling
Services $100,000 $31,689 $131,689 24%
2
Transforming Youth Movement, INC- Transforming
Futures $125,000 $40,000 $165,000 24%
3 Aspire Youth & Family, Inc-Kids At Work! Union $75,312 $29,388 $104,700 28%
4 Union County-JCPC Administration $9,502 $9,502
5 A.R.I.S.E- Union-Kre8ivu $50,000 $30,000 $80,000 38%
6 The Connect Center $45,835 $50,502 $96,337 52%
7
Transforming Youth Movement-Union County Teen
Court Program $40,790 $13,000 $53,790 24%
8 NCCDC Next Step Youth Program $30,000 $2 $34,896 $64,898 54%
9
10
11
12
13
14
15
16
17
18
TOTALS:$476,439 $50,504 $178,973 $705,916 33%
County
2026-2027 .
Amount of Unallocated Funds
Amount of funds reverted back to DPS Chairperson, Juvenile Crime Prevention Council (Date)
Discretionary Funds added
check type initial plan update final
Chairperson, Board of County Commissioners (Date)
or County Finance Officer
Reviewed by_____________________________________
Area Consultant Date
Reviewed by_____________________________________
Program Assistant Date
Verified by_____________________________________
Designated State Office Staff Date ver 03/02/21
-----DPS Use Only-----
DPS JCPC funds must be committed with a Program Agreement submitted in NC Allies and electronically signed by authorized officials.
LOCAL FUNDING
The above plan was derived through a planning process by the Union
Juvenile Crime Prevention Council and represents the County’s Plan for use of these funds in FY
Union County
NC DPS - Community Programs - County Funding Plan
Available Funds: $$476,439 Local Match: $
initial plan update final
5.14.26
___________ ______
-----DPS Use Only-----
initial plan
____________________________
Program Assistant
_________________
Area Consultant
5/14/26
142
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Union County
For FY 2026-2027
Table of Contents
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Ǥ Program Enhancement PlanȋȌǡ
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143
Executive Summary
The Union County Juvenile Crime Prevention Council (JCPC), in fulfillment of the duties and responsibilities
as set forth in the General Statutes of the State of North Carolina, has reviewed and updated this County Plan
for FY 2026-2027. In 2019, House Bill 593 passed which approved an optional 1 or 2-year funding cycle for
DPS JCPC funds, which is determined locally by each JCPC statewide. Also included in the HB was Raise
the Age in N.C. which directs 16 & 17 years old from District Court to Juvenile Court. In order to see any
new possible trends in juvenile justice data (now serving 16 & 17 year old) and to plan programming in the
community accordingly, the Union County JCPC approved a 1 year funding cycle. Data continues to be
monitored by the JCPC annually, which provides direction to which funding cycle is most beneficial to the
community and Council.
The JCPC has identified the issues and factors which have an influence and impact upon vulnerable youth,
at-risk youth, delinquent youth, and their families in Union County. Further, the JCPC has identified the
strategies and services most likely to reduce/prevent delinquent behavior.
Monitoring and Evaluation: Each program funded in the past fiscal year by the JCPC has been monitored by
the JCPC Monitoring Committee and programs were found in full compliance with DPS JCPC Policy and
within the operating parameters of their budget and providing the services as described in their program
agreement. The monitoring results and program outcome evaluations were considered in making funding
allocation decisions. The JCPC will continue to conduct annual implementation monitoring of its funded
programs.
Priorities for Funding: Through a review of risk & needs assessment data, the Youth Assessment Screening
Inventory (YASI) data and a community resource assessment, the JCPC has determined that the following
services are needed to reduce/prevent delinquency in Union County.
1. School Problem Behaviors
2. Juveniles who associate with other delinquent peers
3. Substance abuse
4. Parenting Skills
5. Mental Health
6. Reduction in juvenile recidivism
7. Gang involvement
8. Weapon possession
Funding Recommendations: Having advertised a Request for Proposals (RFP) for these needed services for
a minimum of thirty (30) days, the JCPC has screened the submitted proposals and has determined which
proposals best meet the advertised needed services. As required by statute, the JCPC recommends allocation
of the NC Department of Public, Division of Juvenile Justice and Delinquency Prevention funds to the
following programs in the amounts specified below for the upcoming fiscal year: (Also, see the Union County
Funding Plan with this report.)
If applicable, please note which programs were funded for two years.
1. Life Connections of the Carolinas-DASH Counseling Services $100,00
2. Transforming Youth Movement, INC- Transforming Futures $125,000
3. Aspire Youth & Family, Inc-Kids At Work! Union $75,312
4. Union County-JCPC Administration $9,502
5. A.R.I.S.E- Union-Kre8ivu $50,000
6. The Connect Center $45,835
7. Transforming Youth Movement-Union County Teen Court Program $40,790
8. NCCDC Next Step Youth Program $30,000
144
The JCPC further recommends that the following amount be allocated for the administrative costs of the
Council for fiscal year 26-27: $476,439.
Respectfully Submitted,
__________________________, Chair
Union County Juvenile Crime Prevention Council
Date: _________________
145
$229,477 Rate:30%
OTHER OTHER
# Program Provider DPS-JCPC
Funding
County Cash
Match
Local Cash
Match
Local In-
Kind
State/
Federal
Funds Total
% Non
DPS-JCPC
Program
Revenues
1
Life Connections of the Carolinas-DASH Counseling
Services $100,000 $31,689 $131,689 24%
2
Transforming Youth Movement, INC- Transforming
Futures $125,000 $40,000 $165,000 24%
3 Aspire Youth & Family, Inc-Kids At Work! Union $75,312 $29,388 $104,700 28%
4 Union County-JCPC Administration $9,502 $9,502
5 A.R.I.S.E- Union-Kre8ivu $50,000 $30,000 $80,000 38%
6 The Connect Center $45,835 $50,502 $96,337 52%
7
Transforming Youth Movement-Union County Teen
Court Program $40,790 $13,000 $53,790 24%
8 NCCDC Next Step Youth Program $30,000 $2 $34,896 $64,898 54%
9
10
11
12
13
14
15
16
17
18
TOTALS:$476,439 $50,504 $178,973 $705,916 33%
County
2026-2027 .
Amount of Unallocated Funds
Amount of funds reverted back to DPS Chairperson, Juvenile Crime Prevention Council (Date)
Discretionary Funds added
check type initial plan update final
Chairperson, Board of County Commissioners (Date)
or County Finance Officer
Reviewed by_____________________________________
Area Consultant Date
Reviewed by_____________________________________
Program Assistant Date
Verified by_____________________________________
Designated State Office Staff Date ver 03/02/21
-----DPS Use Only-----
DPS JCPC funds must be committed with a Program Agreement submitted in NC Allies and electronically signed by authorized officials.
LOCAL FUNDING
The above plan was derived through a planning process by the Union
Juvenile Crime Prevention Council and represents the County’s Plan for use of these funds in FY
Union County
NC DPS - Community Programs - County Funding Plan
Available Funds: $$476,439 Local Match: $
initial plan update final
5.14.26
___________ ______
-----DPS Use Only-----
initial plan
____________________________
Program Assistant
_________________
Area Consultant
5/14/26
146
Juvenile Crime Prevention Council Organization
FY 26-27 Name Organization Title
Chairperson :ŽŚŶ<ŝƌŬƉĂƚƌŝĐŬ/sZĞŚŽďŽƚŚŚƵƌĐŚ͖hŶŝŽŶŽƵŶƚLJWƵďůŝĐ
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Vice-
Chairperson :ŝŵŚĂĨĨŝŶ hŶŝŽŶŽƵŶƚLJWĂƌŬƐΘZĞĐƌĞĂƚŝŽŶWĂƌŬƐΘZĞĐƌĞĂƚŝŽŶ
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Committee
Chairperson
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Funding
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Chairperson
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Number of
members for
FY 26-27:
24 (Average)
List meeting dates during the current fiscal year and identify the number of JCPC
members in attendance for each.
Meeting Date
Number of
Members in
Attendance
Quorum Present? Yes/No
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-89(1,/(&5,0(35(9(17,21&281&,/&(57,),&$7,2167$1'$5'6
Form JCPC/OP 002 (a) Juvenile Crime Prevention Council Certification Application
Form structure last revised June 2024
NC Department of Public Safety
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SUMMARY REPORT OF THE RISK AND NEEDS ASSESSMENT COMMITTEE
I. Youth Assessment and Screening Instrument (YASI) Summary
II. Summary of Community Resources
III. Summary of Gaps and Barriers in the Community Continuum
IV. Proposed Priority Services for Funding
Introduction:
Juvenile Court Services implemented the Youth Assessment and Screening Instrument
(YASI) beginning January 1, 2021; the following data summary represents the first full
fiscal year of implementation of the YASI.
In reviewing and prioritizing the elevated risk and needs extracted from this data set,
one must consider the utilization of YASI:
1. As a predictor of future risk of offending; and
2. As a Case Management instrument for determining level of service and types of
services necessary to reduce recidivism.
Part I. Youth Assessment and Screening Instrument (Full YASI)
The Risk and Needs Assessment Committee reviewed aggregate data gleaned from
YASI assessments administered in the county during the previous fiscal year. The full
assessment consists of over 100 separate items useful for both predictive risk and case
management, so data reported from this review will consist of county-level risk factors
that may be prioritized by the JCPC for RFP development, as well as for highlighting
prevalent issues among court involved juveniles that individual programs and
community-based service organizations will want to consider when working with court-
involved juveniles in the county.
All juveniles at intake receive the YASI Pre-Screen (33 questions) which is also
embedded in each full assessment. The aggregate outputs from full YASI assessments
are just one of the data sources used by the Committee and, are the focus of
summaries that follow in this document.
YASI questions are framed in either a historic context (Legal History, for example), or in
some cases, “current” or “prior three-months” timeframes for other, more dynamic,
questions.
155
Elevated Risk and Needs:
The Risk and Nees Committee met to review the YASI Data. The YASI Data
includes the review of 291 juveniles for fiscal year 2024-2025. Union County YASI
Data reported that 64% was Low Risk, 25% was Moderate Risk, and 11% was High
Risk.
Elevated factors relevant for Juvenile Justice program development in the county:
SUMMARY COMMENTS:
YASI assessment points of interest for Union County:
Legal History Domain
x Age at First Referral (Under 12): Union County 11% - State 9%
Family History Domain
x Living with Parent/Stepparent: Union County 84% - State 84%
x Living with Sibling, Relative, Other: Union County 73% - State 74%
x *Foster Care, Independent, Other: Union County 8% - State 9%
x Good/Some Supervision: Union COunty 93% - State 81%
School Domain
x Suspended: Union County 6% - State 3%
x Attends Regularly: Union County 79% - State 57%
x Not Applicable: Union County 9% - State 9%
x Police Filed by School: Union County 49% - State 22%
x One or More OSS: Union County 63% - State 61%
x Interested in Two+ Activities: Union County 10% - State 9%
x Involved in One Activity: Union County 14% - State 14%
x Interested but Not Involved in School Activities: Union County 38% - State 31%
Community & Peers Domain
x No Friends/No Consistent Friends: Union County 22% - State 15%
156
x *Leads Anti-Social Peers: Union County 1% - State 2%
Alcohol/Drugs
x *Reported Alcohol/Drug Use: Union County 39% - State 40%
x Age Reported at First Use Under 12: Union County 17% - State 11%
x Age Reported at First Use 15+: Union County 12% - State 10%
x Previous Drug Treatment: Union County 58% - State 58%
Mental Health
x Current Medications: Union County 20% - State 18%
x Sexual Abuse History: Union County 6% - State 6%
x Victim of Bullying: Union County 15% - State 11%
x Physical Assault: Union County 14% - State 9%
Physical Health
x No elevated risk factors.
Aggression
x No elevated risk factors; monitoring aggression categories.
Employment & Free Time
x Never Employed: Union County 82% - State 78%
x One or More Unstructured Free Time: Union County 30% - State 26%
157
Part II. Summary of Community Resources
The following is a list of existing resources. It is not a measure of resource effectiveness
and/or sustainability:
JCPC Funded Programs 2026-2027
Life Connections of the Carolinas-DASH Counseling Services
Transforming Youth Movement, INC- Transforming Futures
Aspire Youth & Family, Inc-Kids At Work! Union
Union County-JCPC Administration
A.R.I.S.E- Union-Kre8ivu
The Connect Center
Transforming Youth Movement-Union County Teen Court Program
NCCDC Next Step Youth Program
158
ADD CONTINUUM OF SERVICES – AT A GLANCE
159
Part III. Summary of Gaps and Barriers in the Continuum of Services
x Transportation: Transportation barriers for juvenile participating in programs.
x Referrals: Lack of program initiative to seek referrals outside of referrals from
DJJ.
x Funding: Need for additional funding in county to potentially fund more
programs.
x Space: Challenges with securing facilities or space to host current or additional
sessions.
x Awareness: Lack of program initiative to seek community awareness of program
and services.
Part IV. Proposed Priority Services for Funding
The Committee proposes that the following services in ranked order be approved as the
funding priorities for FY 26-27:
x Clinical or Psychological Evaluations
x Substance Abuse Treatment
x Teen Court
x Parent/Family Skill Building
x Mentoring
x Tutoring/Academic Enhancement Programs
x Restitution/Community Service
x Vocational Development
x Experiential Skill Building
x Interpersonal Skill Building
x Mediation/Conflict Resolution
x Juvenile Structured Day
x Home Based Counseling
x Individual/Family/Group Counseling
x Problem Sexual Behavior
x Assessment/Treatment
x Temporary Shelter Care
x Runway Shelter Care
160
YASI Full Assessment Data 291Assessed JuvenilesUnion CountyRisk LevelUnion StateNeeds LevelUnion StateLow 64% 44% Very Low 20% 19%Moderate 25% 41% Low 61% 36%High 11% 15% Moderate 12% 22%High Moderate 5% 14%High 1% 5%Very High 1% 3%Strengths Level Union StateVery Low 0% 1%Low 2% 4%Moderate 6% 13%High Moderate 16% 24%High 20% 23%Very High 56% 35%RISK/NEEDS/STRENGTHS LEVEL0%20%40%60%80%100%Low Moderate HighRisk LevelUnionState0%10%20%30%40%50%60%70%80%90%100%Very Low Low Moderate HighModerateHigh Very HighNeeds LevelUnionState0%20%40%60%80%100%Very Low Low Moderate HighModerateHigh Very HighStrengths LevelUnionState
161
Q1 Previous Delinquent ReferralsUnion State Q3 Number of Referrals w ResultUnion StatePrevious Referrals 41% 46% Referrals with a Result 49% 63%Q2 Age at First ReferralUnion StateQ4 Felony Referrals to DJJUnion StateUnder 12 11% 9% Juveniles with Felony Referrals 25% 35%LEGAL HISTORY0%20%40%60%80%100%Union StatePrevious Referrals0%10%20%30%40%50%60%70%80%90%100%Union StateUnder 120%20%40%60%80%100%Union StateReferrals with a Result0%10%20%30%40%50%60%70%80%90%100%Union StateJuveniles with Felony Referrals11%
162
Q6 Weapon Offenses - 1 or moreUnion StateQ10 Detention AdmissionsUnion StatePrevious Weapon Offense - Yes 13% 18% Prior Detention Admission Histx 12% 20%Q7 Person CrimesUnion StateQ11 YDC PlacementUnion StateReferrals for Person Crimes 31% 41% Prior YDC Custody 1% 3% 0%20%40%60%80%100%Union StatePrevious Weapon Offense - Yes0%20%40%60%80%100%Union StatePrior Detention Admission Histx0%20%40%60%80%100%Union StateReferrals for Person Crimes0%20%40%60%80%100%Union StatePrior YDC Custody
163
Q1 Kicked OutUnion StateQ1 RunawayUnion StateKicked Out 3% 6% Runaway 15% 21%Q4 Family Alcohol/SA & MHUnion StateQ4 Family Criminal HistoryUnion StateFamily Member Alcohol/SA 6% 12% Family Member prior Criminal Hst 15% 24%Family Member MH 9% 12% Family Member prior Violent Hst 1% 6%FAMILY0%20%40%60%80%100%Union StateKicked Out0%20%40%60%80%100%Union StateRunaway0%20%40%60%80%100%Family Member Alcohol/SA Family Member MHFamily Alcohol/SA & MHUnionState0%20%40%60%80%100%Family Member prior Criminal Hst Family Member prior Violent HstFamily Criminal HistoryUnionState
164
Q6 Living ArrangementsUnion StateQ7 Parent/Custodian SupervisionUnion StateLiving w Parent/StepParent 84% 84% Good/some Supvs 93% 81%Living w Sibling, Relative, Other 73% 74% Some/frequent Inadequate Supvs 4% 16%Foster Care, Independent, Other 8% 9% Consistently Inadequate Supvs 0% 2%Q1 School Enrollment StatusUnion StateQ2 Attendance - past 3 mos.Union StateDropped Out 3% 5% Attends regularly 79% 57%Suspended 6% 3% 5 or more Unexcused Absences 4% 19%Not Applicable 0% 3% Not Applicable 9% 9%SCHOOL0%10%20%30%40%50%60%70%80%90%100%Living w Parent/StepParent Living w Sibling, Relative,OtherFoster Care, Independent,OtherLiving ArrangementsUnionState0%10%20%30%40%50%60%70%80%90%100%Good/some Supvs Some/frequent InadequateSupvsConsistently InadequateSupvsParent/Custodian SupervisionUnionState0%20%40%60%80%100%Dropped Out Suspended Not ApplicableSchool Enrollment UnionState0%20%40%60%80%100%Attends regularly 5 or more UnexcusedAbsencesNot ApplicableAttendance - past 3 mos.UnionState9%79%93%84%8%73%
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Q3 School Conflict - past 3 mos.Union StateQ4 Academics - past 3 mos.Union StateInfraction(s) 12% 16% C- or Lower 12% 14%Intervention - School Administrator12% 16% Failing Some Classes 9% 15%Police Reports Filed by School 49% 22% Failing Most Classes 7% 14%Not Applicable 10% 12% Not Applicable 7% 11%Q10 School Behavior - past 2 yrs.Union StateQ12 School Activities - past 3 mos.Union StateOne or more OSS 63% 61% Involved in two+ activities 10% 9%One or more ISS 27% 42% Involved in one activity 14% 14%Interested but not involved 38% 31%No interest in school activities 23% 28%0%20%40%60%80%100%Infraction(s) Intervention - SchoolAdministratorPolice Reports Filedby SchoolNot ApplicableSchool Conflict - past 3 mos.UnionState0%20%40%60%80%100%C- or Lower Failing Some Classes Failing Most Classes Not ApplicableAcademics - past 3 mos.UnionState0%20%40%60%80%100%Union StateSchool Behavior - past 2 yrs.One or more OSSOne or more ISS0%20%40%60%80%100%Involved in oneactivityInterested but notinvolvedNo interest in schoolactivitiesSchool Activities - most recent school yearUnionState38%14%10%63%49%
166
Q1 Peers/AssociatesUnion StateQ6 Negative Peer AssociationsUnion StateNo friends/No Consistent Friends 22% 15% Sometimes goes along with 11% 32%Negative/Delinquent Influence 23% 46% Usually goes along with 6% 13%Associates with Gang Members 2% 6% Leads Anti-Social Peers 1% 2%Family has Gang Members 0% 1%Youth is a Gang Member 0% 1%% Reporting Alcohol/Drug UseUnion StateQ1 Age at 1st UseUnion StateYes to Alcohol/Drug Use 39% 40% Under 12 17% 11%Ages 12-15 71% 78%Age 15+ 12% 10%ALCOHOL/DRUGS - Q1-Q3 dividing by Juveniles with "Yes" to Alcohol/DrugsCOMMUNITY & PEERS0%10%20%30%40%50%60%70%80%90%100%Peers/AssociatesUnionState0%10%20%30%40%50%60%70%80%90%100%Sometimes goes along with Usually goes along with Leads Anti-Social PeersInfluence of Negative PeersUnionState0%10%20%30%40%50%60%70%80%90%100%Union StateYes to Alcohol/Drug Use0%10%20%30%40%50%60%70%80%90%Under 12 Ages 12-15 Age 15+Age at First UseUnionState1%12%17%39%22%
167
Q1 Alcohol/Drug UseUnion StateQ3 Previous Alcohol/Drug TreatxUnion StateUse Disrupts Function 19% 29% No 58% 58%Yes 1% 8%Juvenile-Mental Health ProblemsUnion StateQ1 Current/Past Treatx-MedsUnion StateJuveniles - Yes to MH Problems 29% 38% Current Treatx 19% 21%Juveniles - Diagnosed 29% 38% Past Treatx 10% 18%Current Meds 20% 18%Past Meds 9% 15%MENTAL HEALTH0%10%20%30%40%50%60%70%80%90%100%Union StateUse Disrupts Function0%10%20%30%40%50%60%70%No YesPrevious Drug TreatmentUnionState0%10%20%30%40%50%60%70%80%90%100%Juveniles - Yes to MH Problems Juveniles - DiagnosedJuvenile Mental HealthUnionState0%20%40%60%80%100%Current Treatx Past Treatx Current Meds Past MedsCurrent/Past Treatment & MedicationsUnionState20%58%
168
Q5 History of AbuseUnion StateQ6 Victimization HistoryUnion StatePhysical Abuse Histx 4% 8% Sexual Vulnerability 3% 6%Sexual Abuse Histx 6% 6% Victim of Bullying 15% 11%Physical Assault 14% 9%Q2 Health InsuranceUnion StateNo Health Insurance 8% 10%PHYSICAL HEALTH0%10%20%30%40%50%60%70%80%90%100%Physical Abuse Histx Sexual Abuse HistxHistory of AbuseUnionState0%10%20%30%40%50%60%70%80%90%100%Sexual Vulnerability Victim of Bullying Physical AssaultVictimizationUnionState0%10%20%30%40%50%60%70%80%90%100%Union StateNo Health Insurance6%14%15%
169
Q1 ViolenceUnion StateQ1 ViolenceUnion StateDisplayed a Weapon 7% 11% Bullying/Threatening 13% 22%Used a Weapon 6% 8% Destruction of Property 6% 12%Assaultive Behavior 32% 39%AISI-Assault w Serious Injury 2% 4%Q1 Employment HistoryUnion StateQ5 & Q6 Free TimeUnion StateCurrently employed 14% 17% Yes - One or More Structured 19% 22%Never employed 82% 78% Yes - One or More Unstructured 30% 26%Prior successful employment 6% 9%AGGRESSIONEMPLOYMENT & FREE TIME0%10%20%30%40%50%60%70%80%90%100%Displayed a Weapon Used a WeaponViolenceUnionState0%10%20%30%40%50%60%70%80%90%100%Bullying/Threatening Destruction ofPropertyAssaultive Behavior AISI-Assault w SeriousInjuryViolenceUnionState0%5%10%15%20%25%30%35%Yes - One or More Structured Yes - One or More UnstructuredFree TimeUnionState0%10%20%30%40%50%60%70%80%90%Currently employed Never employed Prior successful employmentEmploymentUnionState30%82%
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The Juvenile Crime Prevention Council (JCPC) has studied the risk factors and needs of Juvenile Court involved youth in this county
and hereby publishes this Request for Proposals. The JCPC anticipates funds from the NC Dept. of Public Safety Juvenile Justice
and Delinquency Prevention in the amount stated above to fund the program types specified below. Such programs will serve
delinquent and at-risk youth for the state fiscal year 2025-2026 beginning on, or after, July 1, 2025. The use of these funds in this
county require a local match in the amount specified above. The county can approve programs for 1 year funding awards, dependent
on county approval and programs meeting all requirements.
Based on identified needed programs and possible gaps in the service continuum, the following program types
will be considered for funding:
Clinical or Psychological Evaluations
Substance Abuse Treatment
Teen Court
Parent/Family Skill Building
Mentoring
Tutoring/Academic Enhancement Programs
Restitution/Community Service
Vocational Development
Experiential Skill Building
Interpersonal Skill Building
Mediation/Conflict Resolution
Juvenile Structured Day
Home Based Counseling
Individual/Family/Group Counseling
Problem Sexual Behavior
Assessment/Treatment
Temporary Shelter Care
Runway Shelter Care
Proposed program services should target the following risk factors for delinquency or repeat delinquency:
*School Problem Behaviors
*Juveniles who associate with other delinquent peers
*Substance abuse
*Parenting Skills
*Mental Health
*Reduction in juvenile recidivism
*Gang involvement
* Weapon possession
Proposed services should address the following concerns as reported in the Youth Assessment Screening
Instrument (YASI) for adjudicated youth:
Peer Domain: Union County Youth have no friends/ no consistent friends.
Individual Domain: Youth have felony referrals, have first referral under the age of 12, prior detention history, alcohol/ drug use and
history of physical assault, have displayed a weapon.
Family Domain: Youth involved with the juvenile justice system have run away from home or been kicked out, living with sibling other
than a parent, youth who have a family member that is involved with a gang.
School Domain: Union County Youth have dropped out, failing some classes, out of school suspension, negative school behavior, not
involved in structured activities.
Applicants are being sought that are able to address items below:
1. Program services compatible with research that are shown to be effective with juvenile offenders.
2. Program services are outcome-based.
3. The program has an evaluation component.
4. Program services detect gang participation and divert individuals from gang participation.
5. Awareness of and sensitivity to Racial Ethnic Disparity that exists in the County.
6. Programs are encouraged to provide effective programming that includes restorative justice practices.
Only local public agencies, 501c3 non-profit corporations and local housing authorities will be considered for funding.
In order to apply for FY 2025-2026 JCPC funding, you must complete and submit your application online
by accessing NC ALLIES. Please read and follow all instructions at: https://cp.ncdjjdp.org/CP
Additional self-help videos on the NC ALLIES webpage are available by clicking on the HELP tab.
Private non-profits are also required to submit, by uploading in NC ALLIES, the following:
1) No Over Due Tax form, 2) DPS Conflict of Interest Statement,
3) Agency Conflict of Interest Policy, and 4) Proof of 501(c)(3) status. (#1 & #2 are available at the above link.)
John Kirkpatrick (910) 334-6863
JCPC Chairperson / or Designee Telephone #
For further information or other technical assistance about applying for JCPC funds in this county contact:
Sherri Hill , DPS Area Consultant at 704-754-8218.
The deadline for receiving the application: February 10, 2025 5:00pm
Union County Juvenile Crime Prevention Council
Request for Proposals
476,439 30% January 10, 2025
Anticipated Annual Allocation Required Local Match Rate Date Advertised
175
Juvenile Crime Prevention Council Funding Decisions SummaryNovember 2, 2020Funding Decision for:FY 26-27 Date Completed:Program(s) FundedSelect 1-year or 2-year funding and reason(s) for Funding (Check all that apply)2-year Funding approved for FY and OR 1-yearFunding approved for FY Rationale for 2-year Fundingapproval: Funded in past years In good standing with county/JCPC and DPS (following PA, timely reports, reporting to JCPC as requested) Favorable JCPC monitoring In compliance with Consultant Monitoring Quality of Service Assessment (QOS) rating is min 70%(min. score of 14) OR progress made on PEP in QOS. Provides an essential dispositional option, explain: Meets target population as described in Program Agreement (number served, and described target population),with minimal exceptions (i.e. less than 10% variance) Meets funding priority Compatible with research Cost efficient Addresses reductions of complaints, violations of supervision & convictions Has evaluation component Addresses parental accountability Addresses use of alcohol/controlled substances Addresses restitution to victimsAddresses gang participationWould increase funding to this service if funds were available Other Other 2-year Funding approved for FY and OR 1-year Funding approved for FY Rationale for 2-year Fundingapproval: Funded in past years In good standing with county/JCPC and DPS (following PA, timely reports, reporting to JCPC as requested) Favorable JCPC monitoring In compliance with Consultant Monitoring Quality of Service Assessment (QOS) rating is min 70% (min. score of 14) OR progress made on PEP in QOS. Provides an essential dispositional option, explain: Meets target population as described in Program Agreement (number served, and described target population), with minimal exceptions (i.e. less than 10% variance) Meets funding priority Compatible with research Cost efficient Addresses reductions of complaints, violations of supervision & convictions Has evaluation component Addresses parental accountability Addresses use of alcohol/controlled substances Addresses restitution to victims Addresses gang participationWould increase funding to this service if funds were available Other Other 2-year Funding approved for FY and OR 1-year Funding approved for FY Rationale for 2-year Fundingapproval: Funded in past years In good standing with county/JCPC and DPS (following PA, timely reports, reporting to JCPC as requested) Favorable JCPC monitoring In compliance with Consultant Monitoring Quality of Service Assessment (QOS) rating is min 70% (min. score of 14) OR progress made on PEP in QOS. Provides an essential dispositional option, explain: Meets target population as described in Program Agreement (number served, and described target population), with minimal exceptions (i.e. less than 10% variance) Meets funding priority Compatible with research Cost efficient Addresses reductions of complaints, violations of supervision & convictions Has evaluation component Addresses parental accountability Addresses use of alcohol/controlled substances Addresses restitution to victims Addresses gang participationWould increase funding to this service if funds were available Other Other 2-year Funding approved for FY and OR 1-year Funding approved for FY Rationale for 2-year Fundingapproval: Funded in past years In good standing with county/JCPC and DPS (following PA, timely reports, reporting to JCPC as requested) Favorable JCPC monitoring In compliance with Consultant Monitoring Quality of Service Assessment (QOS) rating is min 70% (min. score of 14) OR progress made on PEP in QOS. Provides an essential dispositional option, explain: Meets target population as described in Program Agreement (number served, and described target population), with minimal exceptions (i.e. less than 10% variance) Meets funding priority Compatible with research Cost efficient Addresses reductions of complaints, violations of supervision & convictions Has evaluation component Addresses parental accountability Addresses use of alcohol/controlled substances Addresses restitution to victims Addresses gang participationWould increase funding to this service if funds were available Other Other ng andand ddiLife Connections of the Carolinas - DASHTransforming Youth Movement, INC- Transforming FuturesTransforming Youth Movement-Union County TeenCourt Program Aspire Youth & Family, Inc-Kids At Work! Union
176
Juvenile Crime Prevention Council Funding Decisions Summary November 2, 2020 2-year Funding approved for FY and OR 1-year Funding approved for FY Rationale for 2-year Funding approval: Funded in past years In good standing with county/JCPC and DPS (following PA, timely reports, reporting to JCPC as requested) Favorable JCPC monitoring In compliance with Consultant Monitoring Quality of Service Assessment (QOS) rating is min 70% (min. score of 14) OR progress made on PEP in QOS. Provides an essential dispositional option, explain: Meets target population as described in Program Agreement (number served, and described target population), with minimal exceptions (i.e. less than 10% variance) Meets funding priority Compatible with research Cost efficient Addresses reductions of complaints, violations of supervision & convictions Has evaluation component Addresses parental accountability Addresses use of alcohol/controlled substances Addresses restitution to victims Addresses gang participation Would increase funding to this service if funds were available Other Other 2-year Funding approved for FY and OR 1-year Funding approved for FY Rationale for 2-year Funding approval: Funded in past years In good standing with county/JCPC and DPS (following PA, timely reports, reporting to JCPC as requested) Favorable JCPC monitoring In compliance with Consultant Monitoring Quality of Service Assessment (QOS) rating is min 70% (min. score of 14) OR progress made on PEP in QOS. Provides an essential dispositional option, explain: Meets target population as described in Program Agreement (number served, and described target population), with minimal exceptions (i.e. less than 10% variance) Meets funding priority Compatible with research Cost efficient Addresses reductions of complaints, violations of supervision & convictions Has evaluation component Addresses parental accountability Addresses use of alcohol/controlled substances Addresses restitution to victims Addresses gang participation Would increase funding to this service if funds were available Other Other 2-year Funding approved for FY and OR 1-year Funding approved for FY Rationale for 2-year Funding approval: Funded in past years In good standing with county/JCPC and DPS (following PA, timely reports, reporting to JCPC as requested) Favorable JCPC monitoring In compliance with Consultant Monitoring Quality of Service Assessment (QOS) rating is min 70% (min. score of 14) OR progress made on PEP in QOS. Provides an essential dispositional option, explain: Meets target population as described in Program Agreement (number served, and described target population), with minimal exceptions (i.e. less than 10% variance) Meets funding priority Compatible with research Cost efficient Addresses reductions of complaints, violations of supervision & convictions Has evaluation component Addresses parental accountability Addresses use of alcohol/controlled substances Addresses restitution to victims Addresses gang participation Would increase funding to this service if funds were available Other Other 2-year Funding approved for FY and OR 1-year Funding approved for FY Rationale for 2-year Funding approval: Funded in past years In good standing with county/JCPC and DPS (following PA, timely reports, reporting to JCPC as requested) Favorable JCPC monitoring In compliance with Consultant Monitoring Quality of Service Assessment (QOS) rating is min 70% (min. score of 14) OR progress made on PEP in QOS. Provides an essential dispositional option, explain: Meets target population as described in Program Agreement (number served, and described target population), with minimal exceptions (i.e. less than 10% variance) Meets funding priority Compatible with research Cost efficient Addresses reductions of complaints, violations of supervision & convictions Has evaluation component Addresses parental accountability Addresses use of alcohol/controlled substances Addresses restitution to victims Addresses gang participation Would increase funding to this service if funds were available Other Other A.R.I.S.E- Union-Kre8ivu The Connect Center NCCDC Next Step Youth ProgramUnion County JCPC Administration
177
Juvenile Crime Prevention Council Funding Decisions Summary November 2, 2020 Program Not Funded Reason for Not Funding (Check all that apply) Lack of funding, addresses priority need and would fund if resources allowed Does not meet funding priority Not compatible with research Lesser quality than another program funded of its type Greater cost than program of same type and quality Other Other Lack of funding, addresses priority need and would fund if resources allowed Does not meet funding priority Not compatible with research Lesser quality than another program funded of its type Greater cost than program of same type and quality Other Other Lack of funding, addresses priority need and would fund if resources allowed Does not meet funding priority Not compatible with research Lesser quality than another program funded of its type Greater cost than program of same type and quality Other Other Lack of funding, addresses priority need and would fund if resources allowed Does not meet funding priority Not compatible with research Lesser quality than another program funded of its type Greater cost than program of same type and quality Other Other Lack of funding, addresses priority need and would fund if resources allowed Does not meet funding priority Not compatible with research Lesser quality than another program funded of its type Greater cost than program of same type and quality Other Other Lack of funding, addresses priority need and would fund if resources allowed Does not meet funding priority Not compatible with research Lesser quality than another program funded of its type Greater cost than program of same type and quality Other Other Lack of funding, addresses priority need and would fund if resources allowed Does not meet funding priority Not compatible with research Lesser quality than another program funded of its type Greater cost than program of same type and quality Other Other Lack of funding, addresses priority need and would fund if resources allowed Does not meet funding priority Not compatible with research Lesser quality than another program funded of its type Greater cost than program of same type and quality Other Other Lack of funding, addresses priority need and would fund if resources allowed Does not meet funding priority Not compatible with research Lesser quality than another program funded of its type Greater cost than program of same type and quality Other Other Lack of funding, addresses priority need and would fund if resources allowed Does not meet funding priority Not compatible with research Lesser quality than another program funded of its type Greater cost than program of same type and quality Other Other CA based organization; No UC connectionDid not meet RFP upload requirementsYouth Advocate Mentorship (YAM)- Growing with TrustStudentNest Academic Bridge Program
178
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Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-329 Agenda Date:6/16/2026
TITLE:..title
2026 Union County Jail Bond Referendum Introduction of Bond Orders and Call for Public Hearing
INFORMATION CONTACT:
Beverly Liles, Finance, Director, 704-283-3675
ACTION REQUESTED:
1) Introduce Bond Order Authorizing the Issuance $200,000,000 General Obligation Jail Bonds of the
County of Union, North Carolina, 2) Adopt Resolution of the County of Union, North Carolina
Regarding Bond Order Authorizing the Issuance of General Obligation Jail Bonds, Setting Public
Hearing Thereon and Directing Publication of Notice of Said Public Hearing.
PRIOR BOARD ACTIONS:
1) May 18, 2026, Regular Meeting, Agenda Item #26-266 - The Board adopted Resolution of the
Board of Commissioners of the County of Union, North Carolina directing the Publication of Notice of
Intention to apply to the Local Government Commission for approval of $200,000,000 General
Obligation Jail Bonds and adopted resolution making Certain statements of facts concerning the
proposed jail bond issue and authorizing the application to the Local Government Commission for
$200,000,000 of general obligation jail bonds.
2) April 20, 2026, Regular Meeting, Agenda Item #26-212 - The Board authorized staff to move
forward with the necessary steps for a 2026 Bond Referendum to fund a new jail facility in the
amount of $200,000,000.
BACKGROUND:
General Obligations Bonds (GO) are widely considered the lowest-interest, most cost-effective
financing mechanism for long-term capital projects in North Carolina due to the pledge of the local
government's full faith, credit, and taxing power. For North Carolina counties, which are legally
required to provide secure, safe, and sanitary inmate housing, financing a jail through a GO bond
ensures that the borrowing costs are minimized for the taxpayers, as these bonds typically secure
better credit ratings than other debt options. The GO bond process is more rigorous than other
financing options (requiring a public vote), however the interest savings from a GO bond make it the
preferred tool for construction of a new jail.
The Introduction of the Bond Order lays out the purpose of the general obligation bond referendum
that will be placed on the November 3, 2026 election ballot and the Resolution will set the date for the
Public Hearing required on July 20, 2026 and authorize the Clerk to the Board to publish the notice of
the Public Hearing.
FINANCIAL IMPACT:
Union County, NC Printed on 6/1/2026Page 1 of 2
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File #:26-329 Agenda Date:6/16/2026
The estimated cumulative cost over the life of the bond, using the highest interest rate of 5.344%
charged for similar debt over the last twenty years is estimated at $312,224,000. The estimated
maximum annual debt service payment is $20,688,000 beginning in FY 2028 and commencing in FY
2047. The annual estimated amount of property tax liability increases for each $100,000 of property
tax value to service the cumulative cost over the life of the bond is estimated at $31.10. The annual
estimated amount of property tax liability increases for each $400,000 of property tax value to service
the cumulative cost over the life of the bond is estimated at $124.40 (based on 3.11¢ increase in the
ad valorem property tax rate). These estimates are based on the legislative requirements of NC
Session Law 2022-53 for bond referendums.
Union County, NC Printed on 6/1/2026Page 2 of 2
powered by Legistar™188
PPAB 13665606v1
Commissioner _________________ introduced the following Bond Order, copies of which have
been made available to the Board of Commissioners:
BOND ORDER AUTHORIZING THE ISSUANCE OF $200,000,000 GENERAL OBLIGATION
JAIL BONDS OF THE COUNTY OF UNION, NORTH CAROLINA
WHEREAS, the Board of Commissioners of the County of Union, North Carolina (the
“County”) has ascertained and hereby determines that it is necessary to pay the capital costs of
providing for the design, construction, furnishing and equipping of a new jail facility; and
WHEREAS, an application has been filed with the Secretary of the Local Government
Commission of North Carolina requesting Local Government Commission approval of the
General Obligation Jail Bonds hereinafter described as required by the Local Government Bond
Act, and the Clerk to the Board of Commissioners has notified the Board of Commissioners that
the application has been accepted for submission to the Local Government Commission.
NOW, THEREFORE, BE IT ORDERED by the Board of Commissioners of the County of
Union, North Carolina, as follows:
Section 1. In order to raise the money required for the purposes described above, in
addition to any funds which may be made available for such purpose from any other source,
General Obligation Jail Bonds of the County are hereby authorized and will be issued pursuant
to the Local Government Finance Act of North Carolina. The maximum aggregate principal
amount of such General Obligation Jail Bonds authorized by this order will be $200,000,000.
Section 2. Taxes will be levied in an amount sufficient to pay the principal and
interest of the General Obligation Jail Bonds.
Section 3. A sworn statement of the County’s debt has been filed with the Clerk to
the Board of Commissioners and is open to public inspection.
Section 4. This bond order will take effect when approved by the voters of the
County at a referendum scheduled for November 3, 2026.
The foregoing bond order was introduced by the Board of Commissioners of the County of
Union, North Carolina this 16th day of June, 2026.
Clerk to the Board Chairman
APPROVED AS TO FORM:
County Attorney
189
PPAB 13665606v1
STATE OF NORTH CAROLINA )
) SS:
COUNTY OF UNION )
I, Lynn West, Clerk to the Board of Commissioners of the County of Union, North
Carolina, DO HEREBY CERTIFY the attached to be a true and correct copies of the Bond Order
entitled, “BOND ORDER AUTHORIZING THE ISSUANCE OF $200,000,000 GENERAL OBLIGATION JAIL
BONDS OF THE COUNTY OF UNION, NORTH CAROLINA” introduced by the Board of Commissioners
of the County of Union, North Carolina at a meeting held on the 16th day of June, 2026.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the corporate seal
of said County, this the ____ day of June, 2026.
(SEAL)
Clerk to the Board of Commissioners
County of Union, North Carolina
190
PPAB 13665606v1
RESOLUTION OF THE COUNTY OF UNION, NORTH CAROLINA REGARDING BOND
ORDER AUTHORIZING THE ISSUANCE OF GENERAL OBLIGATION JAIL BONDS,
SETTING PUBLIC HEARING THEREON AND DIRECTING PUBLICATION OF NOTICE OF
SAID PUBLIC HEARING
WHEREAS, bond order entitled:
BOND ORDER AUTHORIZING THE ISSUANCE OF $200,000,000
GENERAL OBLIGATION JAIL BONDS OF THE COUNTY OF UNION,
NORTH CAROLINA
has been introduced at a meeting of the Board of Commissioners of the County of Union, North
Carolina this 16th day of June, 2026; and
WHEREAS, the Board of Commissioners desires to provide for the holding of public
hearing thereon on July 20, 2026 and the submission of a statement of debt and a statement of
disclosures in connection therewith as required by The Local Government Bond Act.
NOW, THEREFORE, BE IT RESOLVED BY THE BOARD OF COMMISSIONERS OF
THE COUNTY OF UNION, NORTH CAROLINA that the public hearing on said bond order shall
be held on the 20th day of July, 2026 in the Union County Government Center, First Floor,
Board Room, 500 North Main Street, Monroe, North Carolina at or about 6:00 p.m.
BE IT FURTHER RESOLVED that the Clerk to the Board of Commissioners is hereby
directed to cause a copy of said bond order to be published with a notice of such hearing in the
form prescribed by law in a newspaper of general circulation in the County on or before the 11th
day of July, 2026.
BE IT FURTHER RESOLVED that before the public hearing, the County’s Finance
Director is hereby directed to (1) file a sworn statement of debt with the Local Government
Commission and the Clerk to the Board of Commissioners in accordance with Section 159-55 of
the General Statutes of North Carolina and (2) file with the Clerk to the Board of Commissioners
and the Local Government Commission of North Carolina and post online a statement of
disclosure in accordance with Section 159-55.1(a) of the General Statutes of North Carolina.
BE IT FURTHER RESOLVED that this Resolution shall become effective on the date of
its adoption.
191
PPAB 13665606v1
READ, APPROVED AND ADOPTED this the 16th day of June, 2026.
Clerk to the Board Chairman
APPROVED AS TO FORM:
County Attorney
192
PPAB 13665606v1
STATE OF NORTH CAROLINA )
) SS:
COUNTY OF UNION )
I, Lynn West, Clerk to the Board of Commissioners of the County of Union, North
Carolina, DO HEREBY CERTIFY the attached to be a true and correct copy of a Resolution
entitled, “RESOLUTION OF THE COUNTY OF UNION, NORTH CAROLINA REGARDING BOND ORDER
AUTHORIZING THE ISSUANCE OF GENERAL OBLIGATION JAIL BONDS, SETTING PUBLIC HEARING
THEREON AND DIRECTING PUBLICATION OF NOTICE OF SAID PUBLIC HEARING” adopted by the
Board of Commissioners of the County of Union, North Carolina at a meeting held on the 16th
day of June, 2026.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the corporate seal
of said County, this the ____ day of June, 2026.
(SEAL)
Clerk to the Board of Commissioners
County of Union, North Carolina
193
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-344 Agenda Date:6/16/2026
TITLE:..title
Authorization to Write Off Returned or Uncollectible Revenues
INFORMATION CONTACT:
Beverly L. Liles, Finance, Director, 704-283-3675
ACTION REQUESTED:
Approve the write-off of returned or uncollectible revenues totaling $200.00.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
The Finance Department has conducted a review of outstanding returned revenues, including non-
sufficient funds (NSF) checks. After reasonable and diligent efforts to collect these funds, the
department has determined that these amounts are not recoverable.
Accordingly, we are requesting Board approval to formally write off these amounts from the County’s
financial records.
FINANCIAL IMPACT:
The total amount to be written off is $200.00. These funds have previously been recorded but are
now deemed uncollectible. No additional budget appropriation is required.
Union County, NC Printed on 6/5/2026Page 1 of 1
powered by Legistar™194
Memorandum
Finance Department
500 N. Main Street Suite 709
Monroe, NC 28112
T 704.283.3813
unioncountync.gov
To: Union County Board of Commissioners
From: Union County Finance Department
Date: June 16, 2026
Re: Request for Board Approval to Write Off Uncollectible Revenues
The Finance Department has completed a comprehensive review of outstanding returned
revenues, including non-sufficient funds (NSF) checks, closed accounts, and other payments
determined to be uncollectible. Despite reasonable and diligent collection efforts, the
department has determined that recovery of these funds is no longer feasible.
Accordingly, staff requests formal approval from the Board to write off these amounts from the
County’s financial records. The total amount recommended for write-off is $200.00, which was
previously recorded in the County’s accounts and is now considered unrecoverable.
The uncollectible amounts are summarized as follows:
NSF Checks – Total: $200.00
Register of Deeds – $80.00
Solid Waste – $100.00
UC Water – $20.00
This action does not require an additional budget appropriation, as the amounts were previously
recognized and reported in County financial records.
Staff respectfully requests the Board’s approval to proceed with the write-off process as
presented.
195
196
Memorandum
Solid Waste
2125 Austin Chaney Rd.
Wingate, NC 28174
T 704.296.4234 unioncountync.gov
To: Finance
From: Lindsay Helms (Business Manager)
CC: Caleb Sinclair (Solid Waste Director)
Date: June 2, 2026
Re: NSF/Debt Write-Off
Solid Waste has had checks from the following customers returned due to insufficient funds:
Customer Check Date Amount
MJS Construction 9/20/2024 $ 80.00
Anthony Jolly 3/11/2025 $ 20.00
Total $100.00
Several Collection attempts have been made but to no avail. Considering the time and cost of
further collection efforts, we ask that these checks to be written off.
197
Union County Water
Street Address
City, State ZIP
T 555.555.5555
unioncountync.gov/water
To: Finance
From: Amy McCaskill, Director, UC Water Utility Business Services
Date: 6/2/2026
Re: NSF/Debt Write-Off
Union County Water has had check(s) from the following customer(s) returned due to
insufficient funds:
Customer Check Date Amount
Michael H. Davis 11/8/2024 $10.00
Michael H. Davis 12/5/2024 $10.00
Several collection attempts have been made but to no avail. Considering the time
and cost of further collection efforts, we ask that these checks be written off.
198
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-324 Agenda Date:6/16/2026
TITLE:..title
April 2026 NCVTS Motor Vehicle Tax Report
INFORMATION CONTACT:
Vann Harrell, Tax Administration, Tax Administrator, 704-283-3748; Kristen Foxworth, Tax
Administration, Deputy Tax Administrator, 704-283-3591
ACTION REQUESTED:
Approve the April 2026 NCVTS Motor Vehicle Tax Refund Report.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
The refunds included in this report represent adjustments made to tax bills that resulted in refunds of
motor vehicle taxes paid under the Tax and Tag Together program operated jointly between the
counties and the State.
FINANCIAL IMPACT:
$1,579.07
Union County, NC Printed on 6/1/2026Page 1 of 1
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Payee Name Secondary
Owner Address 1 Address 3 Refund Type Bill #Plate Number Status Transaction #Refund Description Refund
Reason
Create
Date
Authorization
Date Tax Jurisdiction Levy Type Change Interest Change
001 TAX $0.00 $0.00
600 TAX $91.64 $0.00
200 TAX ($237.18)$0.00
200 VEHICLE FEE ($30.00)$0.00
020 TAX $24.90 $0.00
003 TAX $0.00 $0.00
005 TAX $0.00 $0.00
004 TAX $0.00 $0.00
002 TAX $0.00 $0.00
Refund
001 TAX $0.00 $0.00
600 TAX $149.60 $0.00
200 TAX ($387.20)$0.00
200 VEHICLE FEE ($30.00)$0.00
020 TAX $40.66 $0.00
003 TAX $0.00 $0.00
005 TAX $0.00 $0.00
004 TAX $0.00 $0.00
002 TAX $0.00 $0.00
Refund
001 TAX $0.00 $0.00
200 TAX ($87.74)$0.00
200 VEHICLE FEE ($30.00)$0.00
013 TAX $3.45 $0.00
003 TAX $0.00 $0.00
005 TAX $0.00 $0.00
004 TAX $0.00 $0.00
002 TAX $0.00 $0.00
Refund
001 TAX ($54.52)$0.00
500 TAX ($140.65)$0.00
500 VEHICLE FEE $0.00 $0.00
028 TAX ($22.31)$0.00
003 TAX ($5.14)$0.00
005 TAX ($2.19)$0.00
004 TAX ($18.87)$0.00
002 TAX ($129.88)$0.00
Refund
001 TAX $0.00 $0.00
200 TAX ($209.57)$0.00
200 VEHICLE FEE ($30.00)$0.00
980 TAX $9.53 $0.00
021 TAX $25.72 $0.00
003 TAX $0.00 $0.00
005 TAX $0.00 $0.00
004 TAX $0.00 $0.00
002 TAX $0.00 $0.00
Refund
001 TAX $0.00 $0.00
400 TAX ($158.20)$0.00
018 TAX $0.00 $0.00
003 TAX $0.00 $0.00
005 TAX $0.00 $0.00
004 TAX $0.00 $0.00
002 TAX $0.00 $0.00
Refund
001 TAX $0.00 $0.00
400 TAX ($195.75)$0.00
018 TAX $26.19 $0.00
003 TAX $0.00 $0.00
005 TAX $0.00 $0.00
004 TAX $0.00 $0.00
002 TAX $0.00 $0.00
Refund
001 TAX $0.00 $0.00
200 TAX ($167.85)$0.00
200 VEHICLE FEE ($30.00)$0.00
023 TAX $16.29 $0.00
003 TAX $0.00 $0.00
005 TAX $0.00 $0.00
004 TAX $0.00 $0.00
002 TAX $0.00 $0.00
Refund
Refund Total
AIR CENTRAL
OF THE
CAROLINAS LLC
AIR CENTRAL
OF THE
CAROLINAS LLC
PO BOX 1816
North Carolina Vehicle Tax System
Pending Refund Report
Primary Owner Address 2 Total Change
1103621823
Refund Generated due
to adjustment on
Bill #0089965142-
2025-2025-0000
Situs error 4/9/2026STALLINGS, NC
28104
Adjustment >=
$100 0089965142 AA3277E PENDING $0.00
$0.00
$0.00
$0.00
$150.64
$0.00
$91.64
($237.18)
($30.00)
$24.90
$0.00
$149.60
($387.20)
($30.00)
$40.661103312691
Refund Generated due
to adjustment on
Bill #0089967122-
2025-2025-0000
Situs error 4/8/2026
CRUZ
ESPINOSA,
ALFREDO
CRUZ
ESPINOSA,
ALFREDO
2509 PLYLER
MILL RD
$0.00
$0.00
$0.00
$0.00
$226.94
INDIAN TRAIL,
NC 28079
Adjustment >=
$100 0089967122 BB1542A PENDING
CARTIER
CLASSIC
TRANSPORTATIO
N LLC
CARTIER
CLASSIC
TRANSPORTATIO
N LLC
115
UNIONVILLE
INDIAN
TRAIL SUITE
B8
980722312
Refund Generated due
to adjustment on
Bill #0090332212-
2025-2025-0000
Situs error 4/8/2026MONROE, NC
28112
Adjustment >=
$100 0090332212 JMF4288 PENDING
$0.00
$0.00
$0.00
$114.29
$0.00
($87.74)
($30.00)
$3.45
$0.00
($54.52)
($140.65)
$0.00
($22.31)
($5.14)980356992
Refund Generated due
to adjustment on
Bill #0090343834-
2025-2025-0000-00
Exempt
Property 4/6/2026
SEROV,
VASILII
SEROV,
VASILII
1224 PRESSON
FARMS LN
($2.19)
($18.87)
($129.88)
$373.56
WAXHAW, NC
28173
Adjustment >=
$100 0090343834 VFP7233 PENDINGNISIUS,
GREGORY ERIC
NISIUS,
GREGORY ERIC
5004
BRITANNIA
BLVD
PO BOX 601
$0.00
$0.00
$0.00
$0.00
$204.32
$0.00
($209.57)
($30.00)
$9.53
$25.721103621634
Refund Generated due
to adjustment on
Bill #0089962112-
2025-2025-0000
Situs error 4/9/2026UNIONVILLE,
NC 28110
Adjustment >=
$100 0089962112 MCA8922 PENDING
$0.00
($158.20)
$0.00
$0.00
$0.00860889743
Refund Generated due
to adjustment on
Bill #0082371788-
2025-2025-0000
Situs error 4/22/2026
$0.00
$0.00
$158.20
TALBERT,
CEILIA
STEGALL
TALBERT,
CEILIA
STEGALL
PO BOX 601 MARSHVILLE,
NC 28103
Adjustment >=
$100 0082371788 VCR7951 PENDING 860889750
Refund Generated due
to adjustment on
Bill #0082371788-
2024-2024-0000
MARSHVILLE,
NC 28103
Adjustment >=
$100 0082371788 VCR7951 PENDING
TALBERT,
CEILIA
STEGALL
TALBERT,
CEILIA
STEGALL
TERMINIX
SERVICE INC.
TERMINIX
SERVICE INC.PO BOX 2627
Situs error 4/22/2026
$0.00
($195.75)
$26.19
$0.00
$0.00
$0.00
$0.00
$169.56
$0.00
($167.85)
($30.00)
$16.29
$0.00980997168
Refund Generated due
to adjustment on
Bill #0089983813-
2025-2025-0000
Situs error 4/9/2026
$1579.07
$0.00
$0.00
$0.00
$181.56
COLUMBIA, SC
29202
Adjustment >=
$100 0089983813 MBJ5224 PENDING
Page 1 of 1
200
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-348 Agenda Date:6/16/2026
TITLE:..title
Contract Renewal - Microsoft Enterprise Agreement
INFORMATION CONTACT:
Jon Amelio, Information Technology, Director, 704-283-3533
ACTION REQUESTED:
Authorize the County Manager to 1) negotiate and execute an agreement substantially consistent
with this agenda item, 2) exercise any renewal or extension term options set forth in the Agreement,
and 3) terminate the Agreement if deemed in the best interest of the County, each in the County
Manager's discretion.
PRIOR BOARD ACTIONS:
None
BACKGROUND:
This is the County's Enterprise Agreement Renewal for Microsoft. This contract covers all aspects of
our Microsoft Cloud and on-premises environment, from user subscriptions to back-end server
maintenance and SQL Server clustering.
FINANCIAL IMPACT:
Price to be determined after June 1st on forthcoming quote. Need on agenda for June 16th.
Union County, NC Printed on 6/1/2026Page 1 of 1
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Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-349 Agenda Date:6/16/2026
TITLE:..title
Resolution - Updates to the Union County Personnel Resolution
INFORMATION CONTACT:
Julie Broome, Human Resources, Director, 704-283-3869
ACTION REQUESTED:
Adopt the revised Union County Personnel Resolution, effective July 1, 2026.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
Updates to the Personnel Resolution are recommended at times to address terminology changes,
organizational alignment, county management operational needs, and Board of County
Commissioners direction. The recommended revised Union County Personnel Resolution (“UCPR”)
includes the following revisions to the existing UCPR:
·Technical, terminology, and practical revisions throughout the UCPR to correspond with
current terminology, organizational structure, practice, and applicable law
·Clarification and streamlining of the County Manager’s authority concerning department
reorganizations
·Clarification and improvements concerning the administration of the pay plan in certain
circumstances
·Updates to uniformed services (military) leave policy
·Added provisions to allow oral fluid (saliva) drug testing in certain circumstances
FINANCIAL IMPACT:
None.
Union County, NC Printed on 6/1/2026Page 1 of 1
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Revised June 16, 2026 1
PERSONNEL RESOLUTION
UNION COUNTY, NORTH CAROLINA
Table of Contents
ARTICLE I ORGANIZATION OF PERSONNEL SYSTEM
I-1 Purpose
I-2 Coverage
I-3 Appointing Authority
I-4 Responsibility of the Board of Commissioners
I-5 Responsibility of the County Manager
I-6 Responsibility of the Human Resources Director
ARTICLE II CLASSIFICATION PLAN
II-1 Adoption
II-2 Allocation of Position
II-3 Administration of the Classification Plan
ARTICLE III THE PAY PLAN
III-1 Adoption
III-2 Maintenance of the Pay Plan
III-3 Administration of the Pay Plan
III-4 Pay Increases and Other Payments
III-5 Payment at a Listed Rate
III-6 Salary of a Trainee
III-7 Pay Rates in Promotion, Demotion, Transfer, and Reclassification
III-8 Pay for Part-Time Work
III-9 Flex Time
III-10 Payroll Deductions
III-11 Overtime
III-12 Payroll Procedure
III-13 Salary Adjustments
ARTICLE IV RECRUITMENT AND EMPLOYMENT
IV-1 Statement of Equal Employment Opportunity Policy
IV-2 Recruitment Responsibilities
IV-3 Job Advertisements
IV-4 Applications for Employment
IV-5 Application Tracking
IV-6 Qualified Standards
IV-7 Selection
IV-8 Promotion of an Employee to Fill a Vacancy
IV-9 Notification of Appointments
IV-10 Probationary Period of Employment
IV-11 Transfer
IV-12 Leave Adjustments for Recruitment and Employment Purposes
IV-13 Pregnant Workers Fairness Act
IV-14 Department Reorganizations
203
Revised June 16, 2026 2
ARTICLE V CONDITIONS OF EMPLOYMENT
V-1 General Policy of the County of Union
V-2 Legal Offenses or Dishonorably Discharged
V-3 Gifts and Favors
V-4 Political Activity Restricted
V-5 Outside or Additional Employment
V-6 Dual Employment
V-7 Delinquent Taxes
V-8 Bad Debts or Checks
V-9 Driving or Working under the Influence
V-10 Limitation of Employment of Relatives
V-11 Job Sharing
V-12 Theft of County Property
ARTICLE VI TIME AWAY FROM WORK
VI-1 Holidays
VI-2 Religious Holiday Leave
VI-3 Vacation Leave
VI-4 Sick Leave
VI-5 Voluntary Shared Leave
VI-6 Family and Medical Leave Policy
VI-7 Paid Parental Leave
VI-8 Workers’ Compensation
VI-9 Leave Without Pay (Non FMLA)
VI-10 Severe Weather and Emergency Conditions
VI-11 Civil Leave
VI-12 Blood Donation Leave
VI-13 Leave for Parental Involvement in Schools
VI-14 Educational Leave
VI-15 Military Leave
VI-16 Volunteer Time Off
ARTICLE VII SEPARATION
VII-1 Types of Separation
VII-2 Resignation
VII-3 Disability
VII-4 Death
VII-5 Reduction in Force
VII-6 Unavailability When Leave is Exhausted
VII-7 Special Provisions- Credentials
VII-8 Job Abandonment
ARTICLE VIII DISCIPLINARY ACTION, SUSPENSION AND DISMISSAL
VIII-1 General
VIII-2.0 Unsatisfactory Job Performance
VIII-2.1 Grossly Inefficient Job Performance
VIII-2.2 Unacceptable Personal Conduct
VIII-3.0 Oral Warning
204
Revised June 16, 2026 3
VIII-3.1 Written Warning
VIII-3.2 Final Written Warning
VIII-3.3 Dismissal
VIII-4.0 Disciplinary Suspension
VIII-4.1 Immediate Disciplinary Suspension
VIII-4.2 One Day Leave with Pay
VIII-4.3 Administrative Leave
VIII-5.0 Demotion, General
VIII-5.1 Demotion for Unsatisfactory Job Performance
VIII-5.2 Demotion for Grossly Inefficient Job Performance/Unacceptable Personal
Conduct
VIII-6.0 Appeal
VIII-6.1 Appeal to the County Manager or Other Approval Authority
ARTICLE IX GRIEVANCE PROCEDURES
IX-1 Purpose
IX-2 Applicability
IX-3 Policy
IX-4 Procedure – Non-Discrimination
IX-5 Procedure - Discrimination
ARTICLE X UNLAWFUL WORKPLACE HARASSMENT
X-1 Purpose
X-2 Definitions
X-3 Department Director Responsibilities
X-4 Supervisor Responsibilities
X-5 Employee Responsibilities
X-6 Training
X-7 Counseling
X-8 Outside Contractors
X-9 Grievance
X-10 Investigation
ARTICLE XI EMPLOYEE BENEFITS
XI-1 Insurance Benefits
XI-2 Unemployment Insurance
XI-3 Retirement Benefits
XI-4 Law Enforcement Officers’ Retirement Benefits
XI-5 Post Employment Health Insurance Benefits
XI-6 Benefits/Other - Fixed
XI-7 Benefits/Other – Flexible
XI-8 Special Separation Allowance
XI-9 Tuition Reimbursement Program
ARTICLE XII PERSONNEL RECORDS AND REPORTS
XII-1 Personnel Records Maintenance
XII-2 Access to Personnel Records
XII-3 Confidential Information
XII-4 Records of Former Employees
205
Revised June 16, 2026 4
XII-5 Remedies of Employees Objecting to Material in File
XII-6 Penalty for Permitting Access to Confidential File by Unauthorized Person
XII-7 Penalty for Examining and/or Copying Confidential Material Without
Authorization
ARTICLE XIII DRUG AND ALCOHOL FREE WORKPLACE POLICY
XIII-1 Purpose and Scope of Policy
XIII-2 Definitions
XIII-3 Prohibited Behavior
XIII-4 Supervisory Responsibilities
XIII-5 Employee Responsibilities
XIII-6 Drug and Alcohol Tests
XIII-7 Refusal to Submit to a Test
XIII-8 Drug Testing Procedures
XIII-9 Alcohol Testing Procedures
XIII-10 Reporting of Results
XIII-11 Review of Drug Results by MRO
XIII-12 Compliance with Law
XIII-13 49 CFR Part 382 – Additional Provisions for Covered Employees Who Drive a
Commercial Vehicle
XIII-14 Contact
ARTICLE XIV TAXATION OF CERTAIN EMPLOYEE BENEFITS
XIV-1 Purpose
XIV-2 Applicability
XIV-3 Definitions
XIV-4 Procedure
XIV-5 Types of Fringe Benefits
Addendum # 1 Severance Compensation for Employees Separated Due to Reduction in Force
Addendum # 2 Union County Code of Conduct for Contracts Supported by Federal Grant
Funds
Addendum # 3 Drug and Alcohol Free Workplace Policy Applicable to Covered Mass Transit
Employees and Applicants for Such Positions
206
Revised June 16, 2026 5
PERSONNEL RESOLUTION
UNION COUNTY, NORTH CAROLINA
Be it resolved by the Board of County Commissioners of Union County that the following rules and
regulations shall govern the appointment, classification, salary, promotion, demotion, dismissal, and conditions
of employment of the employees of Union County, North Carolina.
Be it further resolved that Union County is an Equal Opportunity Employer and hires only those persons
lawfully authorized to work in the United States.
207
Revised June 16, 2026 6
ARTICLE I. ORGANIZATION OF PERSONNEL SYSTEM
SECTION 1
Purpose
Revised June 19, 2023
The purpose of this resolution is to establish a personnel system which will recruit, select, develop, and
maintain an effective and responsible workforce. This resolution is established under the authority of Chapter
153A-Article 5 and Chapter 126 of the North Carolina General Statutes.
Procedures outlined herein are written around employees with a supervisor and a Department Director. When
the individual concerned is a supervisor or a Department Director, the individual at the next level in the chain-
of-command will be the designated person.
SECTION 2
Coverage
Revised December 16, 2005, May 19, 2008, December 15, 2008, January 20, 2009, February 18, 2013, April 15, 2013, December 7,
2015, February 4, 2019, August 16, 2021, July 11, 2022, December 19, 2022, June 19, 2023
All persons in the County's employ shall be subject to these regulations, except as noted below.
1) These regulations shall not apply to elected officials, except as expressly stated herein.
2) To the extent that they directly relate to hiring, discharge and supervision, these regulations shall not apply
to the employees in the offices of the Sheriff and Register of Deeds.
3) The County Manager’s or County Attorney’s employment is subject to the terms of his or her contract for
employment with the County (if any). All provisions, rules and regulations for and of the County relating
to vacation and sick leave, retirement and pension system contributions, holidays, other fringe benefits,
and working conditions shall apply to the County Manager and County Attorney the same as they would
apply to other County employees, except or in addition to any other provisions specifically set forth in the
terms of the County Manager’s or County Attorney’s contract for employment with the County (if any).
4) Article IV, Section 10, Article VIII, and Article IX shall not apply to any job classifications or positions
which are appointed by the Board of Commissioners pursuant to statute. Specifically, these job
classifications and positions are the County Manager, Clerk to the Board, County Attorney, and Tax
Administrator, as North Carolina General Statutes govern the appointment of these job classifications and
positions.
5) Article VI Sections 1, 3, 4, 5, 6, 8, 11, 13, 14, Article VII, Article VIII, and Article XI shall not apply to
non-benefited part-time employees, as defined in Article III, Section 8.
6) To the extent that they conflict with the Human Resources Act, these regulations shall not apply to
employees subject to said Act. The only County employees subject to the Human Resources Act are those
employees in the Emergency Management Department.
7) For all employees appointed by various other Boards (e.g. District Director of Soil & Water Conservation
and Elections Director), as well as all employees of the Union County Board of Elections, the provisions
of this Resolution shall apply to the extent that they do not conflict with the North Carolina General
Statutes which govern their appointment.
SECTION 3
Appointing Authority
In accordance with the provision of North Carolina General Statutes Sec. 153A-82, the County Manager shall,
appoint, suspend and remove all County officers, employees and agents. Excluded from this section are
officers, employees and agents who are elected by the people or whose appointment is otherwise
208
Revised June 16, 2026 7
provided for by law. As to those officers, employees or agents who are excluded from this section, the
County Manager shall recommend individuals for such appointments to the Board of Commissioners.
SECTION 4
Responsibility of the Board of Commissioners
Revised 12/1998
The Board of Commissioners shall establish personnel policies and rules, including the classification and pay
plan and shall make and confirm appointments when so specified, by law.
SECTION 5
Responsibility of the County Manager
Revised February 18, 2013, June 17, 2024
The County Manager shall be responsible to the Board of Commissioners for the administration of the
personnel program. This responsibility shall include the duty to direct and supervise the administration of all
County offices and departments under the general control of the Board of Commissioners, subject to the
general direction and control of the Board. All such offices and departments supervised by the County Manager
shall report to the Board of Commissioners through the County Manager.
The County Manager shall appoint, suspend, and remove all County officers and employees, except those
elected by the people or whose appointment is otherwise provided for by law and under the general control
and supervision of the Board. The County Manager, or his or her designees, shall administer all appointments,
dismissals, and suspensions in accordance with 153A-82 of the North Carolina General Statutes and the
provisions set forth in this personnel resolution.
The County Manager has the responsibility of applying and carrying out this resolution and the policies adopted
hereunder. All references to the County Manager exercising such responsibilities in this Resolution are deemed
to include a reference to any person to whom the County Manager has properly delegated the requisite authority
for such responsibilities.
SECTION 6
Responsibility of the Human Resources Director
Revised 12/1998, February 18, 2013, June 19, 2023
The County Manager shall serve as or appoint a Human Resources Director or Assistant(s) who shall assist in
the preparation and maintenance of the pay grades and ranges and pay and classification plans and perform
other duties in connection with a modern personnel program as the Board of Commissioners shall require and
as directed by the County Manager. All actions concerning personnel (e.g. hiring, firing, compensation, leave,
retirement) shall be brought to the attention of the Human Resources Office immediately so that the necessary
records can be maintained. The Human Resources Director's responsibilities include but are not limited to:
applying and carrying out these regulations and the policies adopted hereunder as directed by the County
Manager.
209
Revised June 16, 2026 8
ARTICLE II. CLASSIFICATION PLAN
SECTION 1
Adoption
The classification plan, and its periodic amendments, as approved by the Board of County Commissioners, is
hereby adopted as the classification plan for Union County.
SECTION 2
Allocation of Position
Revised June 19, 2023
The County Manager shall, with the help of his or her Human Resources designee, allocate each position
covered by the classification plan to its appropriate class in the plan.
SECTION 3
Administration of the Classification Plan
Revised June 19, 2023, June 2, 2025
The County Manager, or person(s) designated by the County Manager, shall be responsible for the
administration and maintenance of the classification plan so that it will accurately reflect the duties performed
by employees in the classifications to which their positions are allocated. Department Directors shall be
responsible for bringing to the attention of the County Manager or his or her Human Resources designee any
material changes in the nature of duties, responsibilities, working conditions, or other factors affecting the
classifications of any existing positions.
Classifications shall be added to and deleted from the classification plan by the Board of Commissioners based
upon the recommendation of the County Manager. After a new position is established, the County Manager
shall allocate the new position to the appropriate classification within the classification plan.
When the County Manager finds that a substantial change has occurred in the nature or level of duties and
responsibilities of an existing position, the County Manager will 1) direct that the existing classification be
revised, 2) reallocate the position to the appropriate classification within the existing classification plan, or 3)
recommend that the Board of Commissioners amend the classification plan to establish a new classification to
which the position may be allocated. This revision process will typically be entertained annually, so as to be
included in the annual budget and requires written documentation to include a position questionnaire, updated
job description, and organizational chart.
Periodically, the County Manager may find it necessary to enlist the help of sources outside County offices to
ensure that the classification plan reflects the present situation in the various jobs required by the County.
210
Revised June 16, 2026 9
ARTICLE III. THE PAY PLAN
SECTION 1
Adoption
The Salary Schedule, reflecting both pay grades and ranges, as approved by the Board of County
Commissioners, is hereby adopted as the pay plan for Union County.
SECTION 2
Maintenance of the Pay Plan
The County Manager shall be responsible for the administration and maintenance of the pay plan. The pay
plan is intended to provide equitable compensation for all classifications when considered in relation to each
other, to general rates of pay for similar employment in the private sector and in other public jurisdictions in
the area, to changes in cost of living, to financial conditions of the County, and other factors. To this end, the
County Manager shall, from time to time, make comparative studies of all factors affecting the level of the
salary ranges and shall recommend to the Board of Commissioners such changes in the salary ranges as appear
to be warranted. Action taken relative to the County Manager's and County Attorney’s compensation will be
the responsibility of the Board of County Commissioners.
SECTION 3
Administration of the Pay Plan
Revised June 2, 2025
The pay plan of Union County shall be administered in a fair and systematic manner in accordance with work
performed. The salary structure shall be externally competitive, maintain proper internal relationships among
all positions, and based on relative duties and responsibilities. The pay plan shall meet the requirements of the
State Competitive System for local government employees for those employees subject to the State
Competitive System, while maintaining a County-wide pay plan for all applicable County employees.
SECTION 4
Pay Increases and Other Payments
Revised June 19, 2023, June 2, 2025, June 16, 2026
The number of pay increases available for allocation in a given fiscal year is a budgetary consideration. The
amount of funds available is determined and allocated by the Board of Commissioners.
Pay increases are awarded based upon: 1) a cost of living adjustment (COLA) applicable to all eligible
employees, and 2) merit-based increases specific to each eligible employee or class of employees. Employees
may be considered annually for pay increases, or at times as determined by the County Manager.
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Even though all regular employees will be considered for merit increases, only those employees who meet or
exceed the standard and/or expected performance will receive a merit increase. The number of employees who
receive merit increases will be consistent with funds available for this purpose.
The performance evaluation system, designed to facilitate fair and equitable merit pay decisions, must meet
the needs of both management and employee. The County Manager, or his/her designee(s) will develop factors,
considerations, policies, and formulas, as deemed appropriate, to determine merit pay increases and decisions.
From these performance evaluations, recommendations for merit increase will be accepted.
An employee's absence from work, due to sick leave, leave without pay, leave due to injury on the job, or any
other authorized leave, may be cause for the Department Director to request an extension for the annual
performance evaluation review, so as to allow adequate evaluation of performance.
Employees may also receive market rate adjustment formula payments or longevity pay that are applied toward
all eligible employees. Additionally, there may be retention bonuses or other one-time bonuses, or special
payments givegiven to specific employees or class of employees. All such payments described in this
paragraph are a budgetary consideration and are subject to funding available for such payments that are
determined and allocated by the Board of Commissioners.
SECTION 5
Payment at a Listed Rate
Revised June 2, 2025, June 16, 2026
All employees covered by the classification plan shall be paid at a listed rate within the salary rangesrange
established for their respective classificationsclassification except for employees in a trainee status, or
employees whose presentcurrent salaries are aboveexceed the established maximum rate following transition
to a new pay plan.
When an employee attainsreaches the maximum rate of athe salary range for his/her presentcurrent position,
no further salary increases will be receivedgranted unless:
a) The position is reclassified;
b) The employee is promoted to another position with a higher salary range, or the salary for the
present position is increased.; or
c) The salary for the employee’s current position is increased.
As part of the County’s pay plan, in circumstances approved by the County Manager, an employee may be
temporarily paid up to twenty-five percent (25%) above the maximum in the employee’s assigned pay grade.
Such status is not considered a salary increase within the established salary range and may remain in effect
until the position is reclassified or the salary range is adjusted to include the red-line salary amount; however,
in no event shall such temporary amount paid extend beyond twelve (12) months.
SECTION 6
Salary of a Trainee
Revised June 19, 2023
An applicant hired, or employee promoted to a position in a higher class, who does not meet all the established
requirements of the position, shall be appointed with the approval of the County Manager to the minimum of
the next pay grade below the pay grade which has been approved for that class. All such County employees
shall be designated "Trainees" based upon recommendations of the Department Director with
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the approval of the County Manager. An employee in a trainee status shall continue to receive a reduced salary
until the Department Director and the County Manager shall determine that the trainee is qualified to assume
the full responsibilities of the position. This period of time shall normally be considered to extend not less
than four months and not more than one year. Written notification from the Department Director of a change
in status will become part of the employee's personnel file.
SECTION 7
Pay Rates in Promotion, Demotion, Transfer, and Reclassification
Revised June 19, 2023, June 2, 2025, June 16, 2026
When an employee is promoted, demoted, transferred, or reclassified, the rate of pay for the new position shall
be established in accordance with the following rules:
a) When a promotion occurs the employee's salary shall be increased, if it is below the new
minimum, to at least the minimum rate of the salary range assigned to the class to which he/she
is promoted unless designated as a trainee. If an employee's current salary is already above
the new minimum salary rate, his/her salary may be adjusted or left unchanged at the
discretion of the County Manager or designee, provided that the adjusted salary does not
exceed the maximum of the assigned salary range.
b) When an employee has satisfactorily completed a period of "trainee" status and the
Department Director has submitted the necessary paperwork to the Human Resources Office,
the employee's salary will be adjusted according to Section 6 of this Article.
c) When a demotion occurs as a result of a reclassification due to a reallocation of duties and
responsibilities or other action not attributable to any fault of the employee, and the employee's
current salary falls above the maximum of the range for the lower class, the employee's salary
may remain the same until general schedule adjustments or salary range revisions bring it
back within the lower range; or the employee's salary may be reduced to any salary within the
lower salary range, as long as the reduced salary does not fall below the minimum salary rate
of that range.
d) When a demotion occurs for cause of action attributable to the fault of the employee, the
employee's salary shall be adjusted so that it does not exceed the maximum of the range for
the new position.
e) When a transfer occurs from a position in one class to a position in another class, assigned to
the same pay range, the employee may continue to receive the same salary or be given a new
salary, at the discretion of the County Manager or designee.
f) When a reclassification occurs, the employee whose position is reclassified to a class having
a higher salary range shall be increased to no less than the minimum of the new salary range.
If the employee's current salary is already above the minimum salary rate, his/her salary may
be adjusted upward or left unchanged at the discretion of the County Manager, provided that
the adjusted salary does not exceed the maximum of the assigned salary rangeand in
accordance with Section 5 of this Article.
g) Persons hired to fill a vacancy in a job approved by the Board, but not assigned a specific
salary grade, shall be entered on the payroll at a dollar figure established by the County
Manager which is equal to or less than that amount budgeted for the current year by the Board
of Commissioners unless the Board takes formal action otherwise.
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SECTION 8
Pay for Part-Time Work
Revised February 18, 2013, Revised June 19, 2023, June 16, 2026
Part-time employees may be categorized as follows: benefited part-time working 1,000 or more hours per year,
and non-benefited part-time working less than 1,000 hours per year, which includes temporary / seasonal
employees.
Benefited part-time employees working 1,000 or more hours per year are persons in a position working a
regular schedule whose duties require 1,000 or more hours per year. Such employees are hired with the
understanding that they will earn vacation and sick leave hours and participate in the Local Government
Employees’ Retirement System and may, based on scheduled hours, be eligible for participation in the County
health/dental plan if required by applicable law. Budgetary considerations must be made for the employer
contribution to the Retirement System, 401K, vacation and sick leave for benefited part-time employees. Leave
earned shall be proportional to that of a full-time employee.
Non-benefited part-time employees, which include temporary and seasonal employees, are persons in a
position whose duties require fewer than 1,000 hours per year. Such employees shall not be eligible for annual
leave, sick leave, paid holidays retirement, NC Retirement System benefits, or County-paid insurance benefits
and may be terminated by the County at will at any time. Non-benefited part-time employees shall be eligible
for Workers’ Compensation Insurance coverage, NC 401(k)/457 plans employee contributions (the County
does not contribute separately into the NC 401(k)/457 plans for non-benefited part-time employees), and
subject to Social Security regulations applicable to the County.
SECTION 9
Flex Time
Under limited circumstances, employees of Union County who work in the same capacity may, at their option,
substitute work hours as long as such substitute has prior approval by the immediate supervisors of each
employee involved. However, it is understood that no overtime hours may be generated as a result of such
substitutions. This applies only to those employees performing standard shift work.
SECTION 10
Payroll Deductions
Federal and State income taxes, Social Security tax, and Local Government Employees’ Retirement System
contributions shall be payroll deducted as authorized by law and/or the County Commissioners. Any other
payroll deduction must be approved by the Board of Commissioners.
SECTION 11
Overtime
Revised May 5, 2008, Revised June 19, 2023
(a) Overtime for employees other than law enforcement and detention employees is defined as time
worked over 40 hours in a given seven-day work week beginning Friday midnight. All overtime worked in
every department must have the prior approval of the County Manager, except in cases where emergency
situations occur. Accounting for overtime for all departments shall be done on the official payroll timecards.
Overtime for law enforcement and detention employees, however, shall be based on a 14-day cycle with
overtime being any hours worked in excess of 86 hours for law enforcement and detention employees during
the cycle. All overtime shall be paid or compensated for in accordance with the FLSA.
(b) The payment in cash for overtime will be made only for hours worked over and above a 40- hour,
seven-day work week for other than law enforcement and detention employees. Overtime payment for covered
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nonexempt law enforcement and detention employees will be made only for hours worked over and above 86
hours during a 14-day cycle.
(c) Hours worked in excess of those listed in the preceding paragraphs are considered overtime for
pay purposes. Pay for vacation time, sick time, holidays, etc. is not pay for time worked and is therefore not
considered as hours worked for purposes of overtime computations. Pay for overtime hours worked shall be
at the rate of one and one-half times the employee’s hourly rate of pay.
(d) Compensatory time off for overtime hours worked may be provided in lieu of immediate
overtime pay in cash in accordance with appropriate current FLSA rules, at the option of the County Manager,
for covered nonexempt employees.
(1) Covered nonexempt employees shall be granted compensatory time for overtime hours
worked at a rate of one and one-half hours for each hour of overtime worked subject to the
following provisions:
a. The maximum compensatory time which may be accrued by any affected employee
shall be 480 hours (i.e. not more than 320 hours of actual overtime hours worked) for
all law enforcement and detention employees and 240 (i.e. not more than 160 hours of
actual overtime hours worked) for all other employees. An employee who has accrued
the maximum number of compensatory hours shall be paid overtime compensation in
cash for any additional overtime hours of work.
b. An employee shall be encouraged to use accrued compensatory time within a
reasonable period, e.g., within 30 days, if to do so would not unduly disrupt the
operations of the work site.
c. Nonexempt employees having accrued compensatory time upon termination of
employment shall be paid for such time which shall be calculated at the average
regular rate of pay for the final three years of employment, or the final regular rate
received by the employee, whichever is higher.
d. Compensatory time off is encouraged with covered nonexempt employees when it is
given within the same work week and for law enforcement and detention employees
within a 28-day cycle to avoid an overtime situation from occurring.
(2) Exempt employees shall not receive payment or compensatory time off for hours worked,
travel time, attendance at meetings, etc. in excess of the normal work week. However,
exempt employees who are asked to work on a weekend or Union County observed holiday
may work with their supervisor regarding time off at another time.
SECTION 12
Payroll Procedure
Revised June 21, 2021
All employees shall be paid on a bi-weekly basis, with every other Thursday designated as pay day. The check
will reflect the two weeks preceding the week containing the pay day. If pay day falls on a County- observed
holiday, employees will be paid on the last working day before the holiday.
SECTION 13
Salary Adjustments
Salary adjustments shall become effective on the date of the actual adjustment and will be reflected in the
paycheck that is compensation for work performed during the pay period immediately following the
adjustment.
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ARTICLE IV. RECRUITMENT AND EMPLOYMENT
SECTION 1
Statement of Equal Employment Opportunity Policy Revised June 17, 2024, June 16, 2026
It is the policy of the County to maintain a systematic, consistent recruitment program, to promote equal
employment opportunity, and to identify and attract the most qualified applicants for all present and future
vacancies. This intent is achieved through consistency in announcing all positions, and evaluating all
applicants on the same criteria, and by applying testing methods through the local Employment Security
Commission. Equal employment opportunities are allowed without regard to sex, race, religion, color, national
origin, age, non-disqualifying disabling condition, uniformed service, or pregnancy, childbirth, or related
medical condition.
SECTION 2
Recruitment Responsibilities
Revised June 19, 2023, June 17, 2024, June 2, 2025, June 16, 2026
The County Manager, or his or her Human Resources designee, shall be responsible for an active recruitment
program to meet current and projected manpower needs, through procedures that will assure equal employment
opportunities based on reasonable performance related job requirements, as directed by the County Manager.
To accomplish this, the efforts of the Human Resources Office and all County departments must be coordinated
in a timely manner.
All position announcements should be posted for a minimum of five (5) working days at 1) Thethe County
Human Resources Office, and 2) the local Department of Commerce, Division of Employment Security office,
which havewhich has been designated as the established referral sourcesrecruitment site, unless a waiver of
such posting requirement for good cause is approved by the County Manager in consultation with the County
Attorney’s Office. Any position subject to the State Human Resources Act, and applicable relevant
regulations, shall be posted in accordance with the legal requirements for posting such a position. Optional
recruiting publicity shall be carried out through media appropriate to the position. All references in this
Resolution to the Department of Commerce, Division of Employment Security (formerly known as the
Employment Security Commission) shall be deemed to refer to any successor Division or Agency that conducts
similar activities to the Department of Commerce, Division of Employment Security.
SECTION 3
Job Advertisements
Recruiting announcements shall include information pertinent to the position/work involved, including at
minimum, the title, salary grade and range, key duties, knowledge and skill requirements, minimum education
and experience standard, contact person, special certification or licensing requirements, and application closing
date. In addition, assurance of Equal Employment compliance, as well as the County's statement to comply
with the Immigration Reform and Control Act of 1986, shall be contained on the County application.
SECTION 4
Application for Employment
Revised June 19, 2023, June 16, 2026
The Union County standard application shall be the application accepted for all position listings. Applicants
are encouraged to apply only for positions currently available. All applications submitted must be able to be
categorized according to the established job categories for filing purposes. Applications should not be
submitted with "anything you feel I am qualified for" on the position applied for" line of the application.
Applications should be made to the Human Resources Office. Applications accepted within an agency or
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Revised June 16, 2026 15
department will be forwarded to the Human Resources Office immediately. Referrals to departments may be
made through the County Human Resources Office or the local Department of Commerce, Division of
Employment Security office. All references in this Resolution to the Department of Commerce, Division of
Employment Security (formerly known as the Employment Security Commission) shall be deemed to refer to
any successor Division or Agency that conducts similar activities to the Department of Commerce, Division
of Employment Security.
SECTION 5
Application Tracking
Revised June 19, 2023, June 16, 2026
The Human Resources Office shall be responsible for maintenance ofmaintaining records of all job
announcements, including posting and closing dates, all optional referral sources utilized during the
recruitment process, and the specifics on the pool of applicants considered for each vacancy, as directed by
the County Manager.
The specifics shall include a file containing all applicants, their social security numbers, and test scores, when
applicable, for each job vacancy. To the extent that it is practical, reference to these records shall be made
periodically in connection with the County's overall selection procedures, to ensure that equal consideration is
given to all qualified applicants.
SECTION 6
Qualified Standards
Revised June 19, 2023, June 17, 2024, June 2, 2025, June 16, 2026
All applicants considered for employment or promotion shall meet the employment standards established by
the class specifications relating to the position to which the appointment is being made.
All appointments shall be made on the basis of merit and without regard to politics, age, race, sex, color, non-
disqualifying disabling condition, religious affiliation, national origin, or pregnancy, childbirth, or related
medical condition.
If the duties of the position may involve operation of County owned/insured vehicles, the Human Resources
Office shall initiate a background check to include a review of the driving record of the final candidate, in
accordance with applicable law. If the duties of the position require working with children (individuals under
18 years of age) in any capacity, pursuant to NC G.S. 153A-94.2(b), applicants of employment for these
positions will be subject to a criminal history record check conducted by the State Bureau of Investigation
(SBI).
Pursuant to NCGS Sec. 153A-103, the Board of Commissioners must approve the appointment by the Sheriff
or Register of Deeds of a relative by blood or marriage of nearer kinship than first cousin or of a person who
has been convicted of a crime involving moral turpitude.
Consideration may be given to "Trainee" appointments when there is an absence of qualified applicants from
which to make a selection. In this instance, the deficiencies may be eliminated through orientation and on-
the-job training. Trainee status is discussed in Article III, Section 6.
SECTION 7
Selection
Revised June 19, 2023, June 2, 2025
Selection shall be based upon the selection policy established by the County Manager. The Manager shall
develop a selection process which the Human Resources Office and Department Director shall use to fill
positions. All selection methods developed shall be fair, accurate and nondiscriminatory.
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SECTION 8
Promotion of an Employee to Fill a Vacancy
Revised June 19, 2023, June 17, 2024, June 16, 2026
Candidates for promotion shall be chosen on the basis of their qualifications and their work records without
regard to age, sex, race color, creed, religion, political affiliation, national origin, non-disqualifying disabling
condition, or pregnancy, childbirth, or related medical condition. Performance appraisals and work records
for all personnel meeting minimum qualifications for the position shall be carefully examined when openings
for positions in higher classifications occur. The posting period must still be held in accordance with Section
2 of this Article.
If a current County employee is chosen for promotion, the Department Director shall forward the request to
the County Manager with recommendations for the classification and salary along with reasons for selecting
the employee over other applicants. After considering the Department Director’s recommendation, the County
Manager shall make or reject the appointment and, if appointed, determine the classification and starting salary.
SECTION 9
Notification of Appointments
Revised June 19, 2023
As soon as an appointment is made, prior to the employee officially beginning work, the Department Director
shall notify and coordinate with the Human Resources Office regarding the appointment. The Personnel Action
Form, the original application for employment, test score sheet, when applicable, and any additional supporting
test documents shall be forwarded to the Human Resources Office immediately. This will also provide an
opportunity to schedule the new employee time with the Human Resources Office so that they may enroll in
the retirement system, 401K, insurance, etc.
SECTION 10
Probationary Period of Employment
Revised February 18, 2013, January 19, 2021, Revised June 19, 2023
An employee appointed to a full-time or benefited part-time position will serve an initial probationary period
of twelve (12) months.
Employees must complete six months of the initial probationary period and receive a satisfactory six-month
overall performance evaluation score prior to submitting an application for other posted employment
opportunities with the County.
Employee transfers occurring after the successful completion of the first six months of the initial probationary
period, but still within the initial twelve (12) month probationary period, require: (i) justification by the
department of operational or service needs that necessitate the personnel action, and (ii) approval of such
transfer in writing by the County Manager or a Deputy/Assistant County Manager. If an employee transitions
into a new position during his/her initial twelve (12) month probationary period, a six- month probationary
period will apply in the new position.
Prior to completion of a probationary period, if an employee is found to be performing unsatisfactorily in any
regard as to job performance or personal conduct, the Department Director should first coordinate with the
Human Resources Office and then may specify in writing, for the County Manager's approval, a request that
the employee:
a) Be dismissed due to performing unsatisfactory work or displaying unacceptable personal
conduct; or
b) Should not be retained in his/her present position and should be demoted or transferred.
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Revised June 16, 2026 17
Employees in a probationary period (whether an initial 12-month probationary period or a six-month
probationary period as set forth herein and in Section 11 of this Article) are not subject to Article VIII related
to disciplinary actions and may be dismissed without the dismissal procedures stated in Article VIII if either
job performance or personal conduct was unsatisfactory, including without prior notice.
SECTION 11
Transfer
Revised January 19, 2021
If a vacancy occurs and an employee eligible for transfer from another department wishes to be considered
for the appointment, the employee must complete the application and hiring process in accordance with
Article
IV. Any employee transferred without his/her having requested it may appeal the action in accordance with
the grievance procedure outlined in Article IX.
If an employee changes position due to transfer (except a lateral transfer within the same work unit), promotion,
or demotion, a six-month probationary period will be required of the employee in his/her new position.
SECTION 12 (Added June 19, 2023)
Leave Adjustments for Recruitment and Employment Purposes
In order to recruit or retain well qualified or highly performing full-time employees, the County Manager may
make adjustments to transfer leave credit or leave accrual credit, under Sections 3 and 4 of Article VI, for good
and substantial reasons documented in writing and in consultation with the County Attorney.
SECTION 13 (Added June 17, 2024)
Pregnant Workers Fairness Act
It is the policy of the County to comply with all applicable provisions of the Pregnant Workers Fairness Act
(“PWFA”). The PWFA requires the County to provide reasonable accommodations to a worker’s known
temporary limitations related to pregnancy, childbirth, or related medical condition, including the possibility
of temporarily eliminating an essential function of an employee’s job, unless the accommodation will cause
the employer an undue hardship. If leave is provided as an accommodation under the PWFA, it may be paid
or unpaid depending upon the employee’s leave accruals, other provisions of this Resolution, and applicable
law. Employees should contact their supervisor and the Human Resources Office with any requests for
accommodations.
SECTION 14 (Added June 16, 2026)
Department Reorganizations
At times, business needs may require a reorganization to align services, streamline processes, address
inefficiencies, or improve service delivery. A reorganization may include realignments, position changes, and other
administrative changes in accordance with applicable law. This section is designed to set forth and clarify the
County Manager’s authority for departmental reorganizations (within and between departments), which authority
may be supplemental to authorities set forth elsewhere in this Resolution.
The County Manager, or designee, may initiate or otherwise authorize the reorganization of any County department
falling under the County Manager’s ultimate supervision and control (including a consolidated human services
agency to the extent allowed by N.C.G.S. § 153A-77). The County Manager’s authority includes the ability to
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Revised June 16, 2026 18
reorganize departments even if such reorganization results in (i) the elimination of occupied or unoccupied
position(s) within a department, and/or (ii) a change in the position classification for one or more employees. The
County Manager must inform the Board of County Commissioners in writing at least 14 days prior to any
reorganization which may cause a reduction in force (RIF). The administrative procedures for a RIF set forth in
Article VII, Section 5 of this Resolution shall apply to any reorganization that results in the elimination of any
occupied position and the termination of any employee. However, such RIF procedures shall not apply to any
employee who is offered employment by another employer with whom the County has contracted to provide the
same or similar services performed by the employee whose position is eliminated.
A departmental reorganization may have a direct impact on occupied positions and may result in classification
changes for one or more employees. Changes may result in the reduction of an employee’s overall compensation
package in accordance with this Resolution and applicable law. This may include, but need not be limited to,
compensation rate schedules, salary, and benefits. The rules concerning such reclassification and personnel
changes are further set forth in Article III, Section 7 of this Resolution.
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ARTICLE V. CONDITIONS OF EMPLOYMENT
Revised 3.1.2010, February 18, 2013, June 19, 2023
SECTION 1
General Policy of the County of Union
It is the general policy of the Union County Board of Commissioners that all employees shall have at least a
high school education unless this qualification is waived through the job description for that position.
Acts committed while on duty or off duty considered conduct unbecoming to a public employee may be
considered grounds for dismissal.
Any falsification of application, required forms such as driving record or information release forms, or other
items containing misleading statements is cause for immediate dismissal.
SECTION 2
Legal Offenses or Dishonorably Discharged
Revised June 19, 2023
Persons convicted of a felony or of a charge involving moral turpitude are not disqualified from applying to
the County for employment. Neither are persons who received a less than honorable discharge by the armed
forces of the United States. The circumstances surrounding the crime and conviction or discharge will be
investigated. This information will be brought to the Manager's office and the Department Director, and the
County Manager shall review the circumstances.
SECTION 3
Gifts and Favors
No official or employee shall accept any personal gift, favor, or thing of value that may tend to influence that
employee in the discharge of duties. No official or employee shall grant in the discharge of duties any improper
favor, service, or thing of value.
In addition, employees who work in departments receiving federal grant funds or who assist in the selection
process, the award, or the administration of contracts supported by federal grant funds, must comply with
Addendum #2, Union County Code of Conduct for Contracts Supported by Federal Grant Funds, attached and
incorporated herein by reference. Federal grant funds include federal grant funds that are passed through to
the County as a grant from another agency (i.e. State agency).
SECTION 4
Political Activity Restricted
Revised June 19, 2023
Every employee of Union County has a civic responsibility to support good government by every available
means and in every appropriate manner. Any employee may join or affiliate with organizations of a partisan
or political nature, may attend political meetings, may advocate and support the principles or policies of
political organizations in accordance with the Constitution and Laws of the State of North Carolina and by the
Constitution and Laws of the United States of America. All employees shall be free from coercion for partisan
political purposes. However, no employee of Union County shall:
a) Engage in any political or partisan activity while on duty;
b) Use official authority or influence for the purpose of interfering with or affecting the result of an
election or a nomination for office;
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c) Be required as a duty of employment or as a condition of employment, promotion, or tenure of
office, to contribute funds for political or partisan purposes;
d) Coerce or compel contributions for political or partisan purposes by another employee of the
County; or
e) Use funds, supplies, or equipment of the County for political or partisan purposes.
Employees subject to the State Human Resources Act and employees in certain federally aided programs are
subject to the Hatch Act as amended in 1975. This federal act, in addition to prohibiting b, c, and d above,
also prohibits candidacy for elective office in a partisan election.
SECTION 5
Outside or Additional Employment
Revised June 19, 2023, June 16, 2026
The work of the County shall take precedence over the other occupational interests of full-time employees.
Any person in the full-time employ of the County that enters into a business or takes a second job shall inform
his/her Department Director and the County Manager in writing. Activities shall not entail the occupation of
time or effort while the employee is on duty for the County and no property of the County or property leased
or rented by the County shall be used in these pursuits.
No person holding a County job that requires a specialization or knowledge can partake in a private business
where this knowledge and influence associated with their Countyor other job where the employee’s position
with the County could play a factor in the success of thisthe endeavor or be used in the other job. No officers
or employees of the County shall engage in any additional business or job that would involve their receiving
funds remitted by the County of Union.
Conflicting outside employment that results in conduct unbecoming a public official may be deemed improper
conduct and shall subject each employee to disciplinary action, up to, and including dismissal.
SECTION 6
Dual Employment
Revised June 2, 2025, June 16, 2026
Persons employed by the County are hired by one particular department at an appropriate pay grade and salary.
No employee will be permitted to perform services for additional compensation (or other benefits) for another
department or the same department. Precinct workers for elections may be exempt from this Section with prior
approval from the County Manager. The standard payroll deductions will be taken from the precinct work
compensation.
SECTION 7
Delinquent Taxes
Taxes collected in Union County are used to fund the various offices and agencies that the County supports
and administers. Any employee of the County of Union whose County ad valorem taxes are in arrears may be
subject to dismissal. If any such dismissal occurs, arrangements for payment of overdue taxes will be made
prior to issuance of employee’s final check.
Persons being considered for employment by the County shall be required to sign a statement certifying that
the County property taxes of said potential employee are paid up to date and that said taxes will not be allowed
to become delinquent. Persons whose taxes are not up to date will not be considered for employment by the
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County.
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SECTION 8
Bad Debts or Checks
Multiple instances of writing bad checks or failure to pay bills within a reasonable time on the part of County
employees reflects adversely on the County and all County officials. Therefore, such financial undependability
may result in suspension and/or discharge by the County Manager following a proper investigation of the
circumstances.
SECTION 9
Driving or Working under the Influence
Revised June 17, 2024
Persons employed by the County shall not, under any circumstances return to work, work or operate County
owned, leased, or rented vehicles, or personal vehicles while on County business, while under the influence of
drugs, including prescription drugs, if it is the opinion of a competent medical authority that driving ability is
impaired by such substances.
County employees shall not report to work, work or operate County owned vehicles while under the influence
of or with the smell of beer or other intoxicating beverages on their breath.
Employees suspected to be in violation of this Section shall be immediately reported to the County Manager
who may suspend the suspected violator without pay, allowances or benefits, or place them on administrative
leave, until an investigation is conducted. If it is determined that the employee is not in violation of this Section,
the employee shall be returned to duty with no loss of remuneration or benefits. If the employee is found to be
in violation of this Section, he/she shall be discharged for unacceptable personal conduct according to the
procedures outlined in Article VIII, Section 2.2.
SECTION 10
Limitation of Employment of Relatives
Revised December 16, 2005, June 2, 2025
The employment of close relatives within the same department or unit/section of a department, at the same
time, may only occur upon approval of the County Manager, subject to the limitations further described in this
paragraph. Two (2) members of an immediate family shall not be employed within the same department or
unit/section of a department if such employment will result in one supervising a member of his/her immediate
family, or where one member occupies a position, salary administration, and other related management or
personnel considerations which could directly affect the other immediate family member.
As to elected officials, the County shall not employ any individual who is a member of the immediate family
of an elected official. If a member of the immediate family of an elected official is already employed by the
County prior to the election of such official, such individual shall be allowed to continue employment until
separated from service by one of the means provided in Article VII, Section 1. Notwithstanding the foregoing,
the Sheriff and Register of Deeds may hire their own relatives by blood or marriage of nearer kinship of first
cousin upon approval by the Board of Commissioners pursuant to G.S. 153A-103.
For the purposes of this Section, elected officials shall be defined as a Union County Commissioner, the Union
County Sheriff, and the Union County Register of Deeds. For the purposes of this Section, "immediate family"
shall be defined as wife, husband, mother, father, guardian, son, daughter, brother, sister, grandchildren and
grandparents, as well as the various combinations of half, step, in-law, and adopted relationships that can be
derived from those named herewith.
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SECTION 11
Job Sharing
In special circumstances, the County Manager may approve a job sharing arrangement in which two employees
share the duties and responsibilities of one job, with both employees working part-time/reduced schedules.
Requirements for a job sharing arrangement are as follows:
• The nature of work is suitable to a job sharing arrangement;
• Although the County will provide assistance, the employee has primary responsibility for finding an
employee-partner with whom to job share;
• Both employees desire a job sharing arrangement and are equally qualified to perform the job at
hand;
• Both employees are accountable for performing the job to required standards, communicating with
each other, and ensuring a "seamless" transition between "shifts;"
• Both employees take responsibility for not only their own performance, but also that of their job
share "partner."
Depending on the number of hours worked, the employees' status may change to that of part-time, rather than
full-time, employees. In that instance, the employees may lose their eligibility for standard benefits or may
have their benefits prorated based on the number of hours normally worked. Each case will be evaluated on an
individual basis.
If a long-term absence occurs due to illness, maternity leave, or other approved leave of absence, the other
employee may cover the period of absence. If this is not acceptable to the other employee, then the vacancy
may be filled on a temporary basis.
If either employee wishes to return to full-time employment at a time when the other portion of their job sharing
position is not vacant, the individual must apply for and be the successful applicant for a posted position.
SECTION 12 (Added 11/04)
Theft of County Property
Revised June 19, 2023, June 17, 2024
Department Directors shall report suspected theft of County property to the County Manager, or his or her
Human Resources designee. The County Manager, or his or her Human Resources designee, shall report all
occurrences of theft of County property to the Union County Sheriff’s Office.
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Revised June 16, 2026 24
Article VI. TIME AWAY FROM WORK
Revised December 15, 2008; July 20, 2009; June 21, 2021, June 19, 2023, June 17, 2024, June 2, 2025, June 16, 2026
SECTION 1
Holidays
1.1 Purpose
Paid holiday leave provides eligible employees with the ability to celebrate and observe the recognition
of person(s) and events(s) significant to United States history and culture with their families.
The County of Union observes the following standard holidays:
New Year’s Day (January 1)
Martin Luther King, Jr. Day (Third Monday in January) President’s Day (Third Monday in February)
Good Friday (Friday before Easter Sunday)
Memorial Day (Last Monday in May)
Independence Day (July 4)
Labor Day (First Monday in September)
Veterans’ Day
Thanksgiving Day (Fourth Thursday in November)
Day after Thanksgiving
Christmas Eve
Christmas Day
The Day after Christmas
Generally, if a holiday falls on a Saturday or Sunday, the holiday will be observed on Friday or Monday
and will be coordinated with federal, state and city holidays whenever possible as approved by the County
Manager. The three Christmas holidays (Christmas Eve, Christmas Day, and the Day after Christmas) if
multiple of these holidays fall on a Saturday or Sunday withing the same year, will be coordinated and
observed in accordance with dates approved by the County Manager.
1.2 Eligibility
Holiday leave is earned and paid to eligible employees who are either a:
Full time employee, OR
Benefited part-time employee.
And who are currently:
1) On a pay for work status, OR
2) On a paid leave status.
The employee must be on a pay for work status the day before and the day after the holiday occurs in order
to earn and be paid for the holiday. Pay for work status is defined as a regularly scheduled workday, a
scheduled day off, sick leave with pay, vacation with pay, compensatory time off, or use of the floating
holiday.
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Revised June 16, 2026 25
1.3 Payment for Holiday Leave
a. Holidays are earned and paid as they occur.
b. Non-exempt employees required to work on an observed holiday will be paid the applicable holiday
accrual rate, as set forth in Section 1.4, along with his/her regular rate of pay for work performed on
the holiday.
c. Compensation will not be advanced for holiday leave.
d. Work performed by employees on a holiday must have Director approval (this excludes employees
providing emergency response or departments that operate on a 24 hour schedule and require work on a
holiday as part of the regular schedule).
e. Payment for a holiday will occur for retiring employees if the observed holiday immediately follows the
employee’s last physical day of work within the month of retirement.
1.4 Holiday Leave Accrual Rates
For the purposes of determining holiday leave accrual rates, the 40 hour per week (2080 hours annually)
work schedule is designated as the basis for the Standard Holiday Accrual Rate. Holiday leave accrual
rates for all other annualized work schedules are to be calculated as a percentage differential that is either
greater than or less than the Standard Rate.
Hours Worked Annually % of Standard Hours Per Holiday
2080 Standard 8
2184 105% 8.4
1768 85% 6.8
1560 75% 6
1352 65% 5.2
1144 55% 4.4
1.5 Floating Holiday
a. Purpose
The floating holiday provides eligible employees with the ability to celebrate and observe a holiday
or event not officially observed by the County.
b. Eligibility
The floating holiday is earned by eligible employees who are either a:
Full-time employee, OR
Benefited part-time employee.
c. Earning the Floating Holiday
i. One floating holiday will be provided to each full-time and benefited part-time employee per
year.
ii. The floating holiday will be accrued on November 1st of each year.
a. Only employees actively employed on November 1st will receive the floating
holiday accrual.
b. Employees hired after November 1st will receive the floating holiday accrual the
following year on November 1st.
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Revised June 16, 2026 26
c. Employees must use their floating holiday by the end of the pay period that includes
October 31st of each year. All unused floating holidays will be forfeited.
iii. Pay in lieu of a floating holiday shall not be an option.
d. Floating Holiday Accrual Rates
The floating holiday will be accrued as outlined in Section 1.4.
1.6 Requesting Use of the Floating Holiday
a. Employees should request use of the floating holiday in advance of the proposed leave period to give
supervisors maximum opportunity to arrange schedules to accommodate the employee's request and
adequately staff the workplace.
b. Supervisors are responsible for ensuring that the business needs of the department are met when
considering the request. Supervisors will endeavor to respond to the employee's holiday leave
request(s) within ten (10) calendar days of his/her request for use of the floating holiday.
c. If operational needs do not permit the granting of simultaneous requests for use of the floating holiday,
preference in granting the request shall be based on the respective seniority of the employees.
d. The floating holiday shall be coordinated with other leave in accordance with Section 1.7.
1.7 Coordination of Holiday Leave
a. Holidays occurring during approved paid leave will be paid and recorded as holidays.
b. The floating holiday, vacation leave or compensatory time off may be used to account for a
difference between the employee’s holiday leave accrual rate and the employee’s normal work
schedule.
c. The floating holiday, vacation leave or compensatory time off may be used to account for an
approved absence from a regular work schedule during periods of inclement weather as outlined in
this Article.
d. An employee may request to use the floating holiday, vacation leave or compensatory time off for
any (otherwise) unpaid leave for established religious holidays, for Parental Involvement in Schools,
or Inactive/Active Duty Military Leave.
e. After having used all eligible sick leave an employee may request to use the floating holiday,
vacation leave or compensatory time off for a qualified sick leave event under this Article OR a
qualified Family and Medical Leave (FML) event.
f. If a holiday occurs during an employee’s full week of FML, then FML will apply to the
holiday as well.
1.8 Final Disposition of the Floating Holiday
Floating holiday accruals are forfeited in accordance with Section 1.5 of this article and are not
subject to pay out at the time of separation of employment.
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SECTION 2
Religious Holiday Leave
Revised June 19, 2023
2.1 Purpose
Provides unpaid leave from normal work schedules for employees who observe the celebration and
remembrance of event(s) or individual(s) associated with the practice of their religious beliefs.
2.2 Eligibility
Any employee of the County may be granted unpaid religious holiday leave.
2.3 Requesting Use of Religious Holiday Leave
a. Employees should request leave in advance of the proposed leave period to give supervisors maximum
opportunity to arrange schedules to accommodate the employee's request and adequately staff the
workplace.
b. Supervisors are responsible for ensuring that the business needs of the department are met when
considering the request and determining if the employee's absence would cause undue hardship in
conducting departmental business. Supervisors will endeavor to respond to the employee's leave
request(s) within ten (10) calendar days of his/her request for use of religious holiday leave.
c. If operational needs do not permit the granting of simultaneous requests for religious holiday leave,
preference in granting the request shall be based on the respective seniority of the employees.
2.4 Coordination of Religious Holiday Leave
An employee may request to use the floating holiday, vacation leave or compensatory time off for any
(otherwise) unpaid leave for established religious holidays.
SECTION 3
Vacation Leave
Revised June 19, 2023, June 16, 2026
3.1 Purpose
The primary purpose of vacation leave is to allow eligible employees a period of uninterrupted time
away from their job for rest and renewal.
Vacation leave with pay is a privilege and not an earned right which the eligible employee may demand.
3.2 Eligibility
Vacation leave is earned by eligible employees who are either a:
1) Full time employee, OR
2) Benefited part-time employee.
And who are currently:
1) On a pay for work status, OR
2) On a paid leave status.
Pay for work status is defined as a regularly scheduled workday, a scheduled day off, sick leave with
pay, vacation with pay, compensatory time off, or use of the floating holiday.
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3.3 Manner of Vacation Leave Accumulation
a. For the purpose of earning vacation leave, the twelve (12) month period between January 1 and
December 31 is established as the leave year.
b. The monthly amount earned is equal to one-twelfth of the annual rate for each month the employee
works or is on approved leave with pay.
c. Eligible employees who are on pay status the 15th day of the month shall earn a vacation leave
benefit for that month.
d. Credit for years of aggregate covered service is given beginning the first day of the pay period
following the pay period of the employee’s anniversary date.
Full Time Employees
Vacation leave is earned on a schedule based upon length of aggregate covered service paid into the
Local Governmental Employee’s Retirement System or the Law Enforcement Retirement System.
Benefited Part-Time Employees
Vacation leave is earned on a schedule based upon the length of aggregate covered service paid into the
Local Governmental Employee’s Retirement System or the Law Enforcement Retirement System and the
percentage of a full-time equivalency (FTE) associated with the position.
3.4 Maximum Vacation Leave Accumulation
Vacation leave may be accumulated without any applicable maximum until the end of the pay period that
includes December 31 of each calendar year. On the last day of the pay period that includes December 31,
any employee with a vacation leave balance exceeding the maximum hours listed in Section 3.5 shall have
the excess accumulation transferred to his/her sick leave balance so that only the maximum limit may be
carried forward to the next leave year.
3.5 Vacation Leave Accrual Rates
For the purposes of determining vacation leave accrual rates, the 40 hour per week (2080 hours annually)
work schedule is designated as the basis for the Standard Vacation Leave Accrual Rate. Vacation leave
accrual rates for all other annualized work schedules are to be calculated as a percentage differential that
is either greater than or less than the Standard Rate.
Hours
Worked
Annually
% of
Standard
Years of Aggregate Covered
Service
Hours Granted
Each Year
Hours Granted
Each Month
Maximum Hours
for Roll-Over
2080 Standard Less than 2 years 96 8 240
2080 Standard 2 but less than 5 years 112 9.3 240
2080 Standard 5 but less than 10 years 136 11.3 240
2080 Standard 10 but less than 15 years 160 13.3 240
2080 Standard 15 but less than 20 years 184 15.3 240
2080 Standard 20 years or more 208 17.3 240
2184 105% Less than 2 years 101 8.4 252
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Revised June 16, 2026 29
2184 105% 2 but less than 5 years 118 9.8 252
2184 105% 5 but less than 10 years 143 11.9 252
2184 105% 10 but less than 15 years 168 14 252
2184 105% 15 but less than 20 years 193 16.1 252
2184 105% 20 years or more 219 18.2 252
1768 85% Less than 2 years 82 6.8 204
1768 85% 2 but less than 5 years 95 7.9 204
1768 85% 5 but less than 10 years 116 9.7 204
1768 85% 10 but less than 15 years 136 11.3 204
1768 85% 15 but less than 20 years 156 13 204
1768 85% 20 years or more 177 14.8 204
1560 75% Less than 2 years 72 6 180
1560 75% 2 but less than 5 years 84 7 180
1560 75% 5 but less than 10 years 102 8.5 180
1560 75% 10 but less than 15 years 120 10 180
1560 75% 15 but less than 20 years 138 11.5 180
1560 75% 20 years or more 156 13 180
Hours
Worked
% of
Standard
Years of Aggregate Covered
Service
Hours Granted
Each Year
Hours
Granted
Maximum Hours
for Roll-Over
Annually Each Month
1325 65% Less than 2 years 62 5.2 156
1325 65% 2 but less than 5 years 73 6.1 156
1325 65% 5 but less than 10 years 88 7.3 156
1325 65% 10 but less than 15 years 104 8.6 156
1325 65% 15 but less than 20 years 120 10 156
1325 65% 20 years or more 136 11.3 156
1144 55% Less than 2 years 53 4.4 132
1144 55% 2 but less than 5 years 60 5 132
1144 55% 5 but less than 10 years 75 6.3 132
1144 55% 10 but less than 15 years 88 7.3 132
1144 55% 15 but less than 20 years 101 8.4 132
1144 55% 20 years or more 114 9.5 132
3.6 Transfer Credits
a. Eligible employees shall have the aggregate number of service years paid into the Local
Governmental Employee’s Retirement System or the Law Enforcement Retirement System credited
toward the County’s schedule for determining vacation rates.
b. Credit shall not be given for the actual days of vacation earned at any other unit of North Carolina
local, municipal, or state government.
c. Vacation accrual rates or accrued vacation time will not be affected when employees transfer
between departments within Union County Government.
3.7 Requesting Use of Vacation Leave
a. It is the joint responsibility of the department and the employee to ensure that vacation leave is
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Revised June 16, 2026 30
scheduled and taken at a mutually agreeable time. Employees should request vacation time in advance
of the proposed leave period to give supervisors maximum opportunity to arrange schedules to
accommodate the employee's request and adequately staff the workplace.
b. Supervisors are responsible for ensuring that the business needs of the department are met when
considering the request. Supervisors shall use discretion in scheduling vacation, based on the
occurrence of peak workload periods, employee's length of service and other factors relevant to the
operation of the department and the personal circumstances of the employee. Supervisors will
endeavor to respond to the employee's vacation leave request(s) within ten (10) calendar days of
his/her request(s) for use of vacation.
c. If operational needs do not permit the approval of simultaneous requests for vacation leave,
preference in granting the request shall be based on the respective seniority of the employees.
d. Vacation leave may be requested by eligible employees after satisfactorily completing three (3)
months of initial service subject to the prior approval of the immediate supervisor.
e. Employees are cautioned not to retain excess accumulation of accrued vacation leave until late in the
“Leave Year” due to the necessity to keep all County functions in operation. If an employee has
excess leave accumulation during the latter part of the leave year and is unable to take such leave
because of staffing demands, the employee shall receive no special consideration either in having accrued
vacation leave approved or in receiving any exception to the maximum accumulation.
3.8 Coordination of Vacation Leave
a. Pay in lieu of vacation shall not be an option.
b. The County does not advance vacation time. Employees must have earned vacation leave beforeas
of the day of use in order for the leave mayto be used.
c. Vacation leave used to complete a two-week resignation after the last day of actual work may not be
approved in light of the work needs, training availability, and transition duties of an exiting
employee, in the discretion of their supervisor.
d. If an employee is on vacation and becomes hurt or ill, that person may exercise the option to use sick
time; the Department Director may request medical verification.
e. Holidays occurring during vacation leave will be paid and recorded as holidays.
f. The floating holiday, vacation leave or compensatory time off may be used to account for an
approved absence from a regular work schedule during periods of inclement weather as outlined in
this Article.
g. An employee may request to use the floating holiday, vacation leave or compensatory time off for
any (otherwise) unpaid leave for established religious holidays, for Parental Involvement in Schools,
or Inactive/Active Duty Military Leave.
h. After having used all eligible sick leave, an employee may request to use the floating holiday,
vacation leave or compensatory time off for a qualified sick leave event under this Article OR a
qualified Family and Medical Leave (FML) event.
3.9 Final Disposition of Vacation Leave Benefits
a. Individuals who separate from employment without failure in performance of duties or personal
conduct shall be paid a lump sum payment for unused vacation leave at the time of separation. The
separation must be due to resignation, after having given and worked a two-week notice (if required),
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Revised June 16, 2026 31
reduction-in-force, service or disability retirement.
b. An employee shall not receive a lump sum payment for vacation leave if each of the following
conditions occurs: (1) The employee’s separation results from dissolution of a County department by
the Board of County Commissioners; (2) The Board contracts with another entity for provision of that
department’s services; (3) The Board, through contractual provision, requires such entity to offer
employment to employees of the dissolved department and to accept transfer of their accrued vacation;
and (4) The employee accepts such employment. In this event, the employee’s accrued vacation leave
will transfer to the new service provider.
c. Upon an employee’s death, a sum equal to all unused vacation leave shall be paid to their estate.
SECTION 4
Sick Leave
Revised June 19, 2023, June 16, 2026
4.1 Purpose
Paid sick leave provides employees protection against loss of income during absences from work due to
illness or injury that prevent performance of duties and provides limited paid leave during periods of
bereavement. It is intended to cover the needs of the employee and provide a reasonable amount of
coverage for situations related to the illness or injury of an immediate family member that requires direct
care by the employee. Sick leave is intended to be used only for the purposes set forth herein.
Sick leave with pay is a privilege and not an earned right which the eligible employee may demand.
4.2 Eligibility
Sick leave is earned by eligible employees who are either a:
1) Full-time employee, OR
2) Benefited part-time employee.
And who are currently:
1) On a pay for work status, OR
2) On a paid leave status.
Pay for work status is defined as a regularly scheduled workday, a scheduled day off, sick leave with
pay, vacation with pay, compensatory time off, or use of the floating holiday.
4.3 Manner of Sick Leave Accumulation
a. For the purpose of earning sick leave, the twelve (12) month period between January 1 and
December 31 is established as the leave year.
b. Eligible employees who are on pay status the 15th day of the month shall earn a sick leave benefit for
that month.
Full-Time Employees
Sick leave is earned at a fixed monthly accrual rate based on the annual number of hours regularly
scheduled for work.
Benefited Part-Time Employees
Sick leave is earned at a fixed monthly accrual rate based on the annual number of hours regularly
scheduled for work as a percentage of full-time equivalency (FTE) associated with the position.
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4.4 Maximum Sick Leave Accumulation
The amount of sick leave that may be accumulated is unlimited.
4.5 Sick Leave Accrual Rates
For the purposes of determining sick leave accrual rates, the 40 hour per week (2080 hours annually) work
schedule is designated as the basis for the Standard Sick Leave Accrual Rate. Sick leave accrual rates for
all other annualized work schedules are to be calculated as a percentage differential that is either greater
than or less than the Standard Rate.
Hours Worked Annually % of Standard Sick Hours Per Month
2080 Standard 8
2184 105% 8.4
1768 85% 6.8
1560 75% 6
1325 65% 5.2
1144 55% 4.4
4.6 Sick Leave Transfer from Other Agencies
Unused sick leave earned from another North Carolina Governmental Agency and/or entity, immediately
prior to employment with Union County will be accepted and transferred to Union County according to
the following provisions:
a. Verification of unused sick leave must be received in writing by Union County directly from the
previous jurisdiction.
b. The total balance of unused sick leave from the NC local or state government employer of the
transferring employee will be verified and recorded by Union County at the time of employment.
c. Upon the request of the employee, up to twelve (12) sick leave days, at the employee’s current rate of
accrual, will be transferred and added to the employee’s active sick leave balance after completion of
the initial six (6) month probationary period.
d. The remaining balance of prior unused sick leave documented at the time of employment will be
recorded in the employee’s permanent personnel file. On the fifth anniversary of employment with
Union County, the employee may request that the remaining balance of prior unused sick leave be
added to their active sick leave balance.
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Revised June 16, 2026 33
4.7 Coordination of Sick Leave
a. Payment for sick leave hours in excess of the employee's scheduled work hours shall not be an
option. Sick leave is authorized only for the time off that would fall on a scheduled workday.
b. Pay in lieu of sick leave shall not be an option.
c. The County does not advance sick leave. Employees must have earned sick leave as of the day of use in
order for the leave to be used.
d. After having used all eligible sick leave an employee may request to use the floating holiday,
vacation leave or compensatory time off.
e. Sick leave cannot be used for vacation purposes. However, sick leave may be used if an employee
becomes ill while on vacation leave. A doctor's statement, certifying the dates of illness, will be
required in order to make this change upon return to work.
f. Sick leave used during a vacation leave period does not extend the length of previously authorized
vacation leave.
4.8 Requesting Use of Sick Leave
a. Employees must receive approval from their supervisors to charge absences against accumulated sick
leave. To use sick leave, an employee is required:
1) To give at least 30 days advance notice of foreseeable medical needs (e.g., a planned medical
treatment) whenever possible to give supervisors maximum opportunity to arrange schedules
to accommodate the employee's request and adequately staff the workplace.
2) To notify the appropriate supervisor or their designee of any unplanned sick leave event, as
outlined in this Section, for which the employee will be absent from work, consistent with
department or agency guidelines for such notification.
b. In the absence of any formal department or agency guideline for notification of an unplanned sick
leave event, the employee is required to provide notice of an absence from work due to an unplanned
Sick leave event no later than 30 minutes after reporting time of the first full day that the absence
occurs. The employee shall notify the supervisor of the nature of the circumstances bringing about the
absence and anticipated length of the absence to allow time to reassign specific duties during the
employee’s absence. Failure to make this notification to the appropriate supervisor or their designee
may prohibit the use of sick leave.
c. In the case of emergency circumstances, it is the responsibility of the employee to notify his/her
immediate supervisor as soon as possible.
d. The employee may be required to provide their supervisor a physician’s certification acceptable to the
County for the purpose of supporting sick leave use, its continuance, or the employee’s ability to return
to work.
e. If the absence exceeds three (3) consecutive workdays, the employee is required to submit a FML
Request Form to their immediate supervisor. (Administrative Note: The FML Employer Response
Form must be completed and returned to the employee within two (2) business days.)
f. The County may request a periodic report on the employee's status with respect to returning to work.
These may be made by telephone, written correspondence or sent by fax.
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Revised June 16, 2026 34
4.9 Use of Sick Leave
Use of accrued sick leave may be approved for the following reasons:
a. Illness or injury of the employee that prevents the employee from performing the essential functions
of his /her job.
b. Appointment for medical or dental examination or treatment when such appointment cannot
reasonably be scheduled before or after scheduled work hours or on a day off.
c. Quarantine due to a contagious disease in the employee’s immediate family, or exposure to a
contagious disease when continuous work might jeopardize the health of others.
d. Caring for members of immediate family during periods of illness, injury or medical/dental
appointments. For purposes of this Section, the employee’s "immediate family" is defined as the
employee’s spouse, dependent children, or parents.
e. The actual period of temporary disability caused or contributed by pregnancy to include: prenatal care,
pregnancy related illness, miscarriage, childbirth, and recovery.
f. For the placement with the employee of a son or daughter for adoption or foster care.
g. Bereavement
i. An employee shall be permitted to use not more than five days of sick leave when an absence is
required due to the death of the employee’s spouse, parent, child, brother, sister, grandparent,
grandparent-in-law, parent-in-law, sister-in-law, brother-in-law, stepparent, step- child, son-in-
law, daughter-in-law, grandchild, foster parent, or legal guardian. Employees may be requested
to provide proof of relationship or guardianship.
ii. An employee shall be permitted to use not more than one day of sick leave for bereavement or
funeral attendance due to the death of an extended family member or close personal friend.
iii. The floating holiday, vacation leave or compensatory time off may be requested for any
additional bereavement time off other than as outlined above.
iv. The employee shall provide notice to the immediate supervisor as to the need for and likely
length of any such bereavement leave.
v. The employee may be required to provide their supervisor adequate proof of the death (e.g. a
newspaper obituary).
4.10 Sick Leave Abuse
Acceptable certification or documentation will be required whenever the supervisor has sufficient
justification to believe that the employee is abusing sick leave or is using sick leave as it is earned and
otherwise does not have a valid reason for requesting sick leave. An attendance record indicating a
pattern of excessive use or previous abuse of sick leave is considered sufficient justification.
a. Abuse of sick leave is defined as the use of sick leave for purposes other than those outlined in this
Section.
b. Supervisors should periodically analyze attendance records for evidence of possible abuse (e.g.,
patterns of unplanned absences such as frequent absences on Fridays/Mondays, seasonal absences,
absences when a vacation request has been denied).
c. Sick leave should be denied when there is evidence or reason to believe abuse has occurred until or
unless the employee provides satisfactory evidence of legitimate use of sick leave.
d. Abuse of sick leave is subject to the disciplinary provisions of this resolution.
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Revised June 16, 2026 35
4.11 Final Disposition of Sick Leave Benefits
a. No employee shall be paid for any accrued or unused sick leave at the time of separation from service.
b. Employees who are separated from service and are subsequently re-employed with Union County
within a three (3) year period and who are otherwise eligible, shall have their unused sick leave balance
reinstated.
SECTION 5
Voluntary Shared Leave
Revised September 16, 2014, June 21, 2021, June 19, 2023, June 16, 2026
5.1 Purpose
Voluntary Shared Leave (“Shared Leave”) allows an employee to assist another employee who has a
prolonged medical condition and has exhausted all available paid leave that would otherwise force the
employee to be placed on Family and Medical Leave without pay status, resulting in a loss of income and
benefits.
This policy does not apply to incidental and/or short-term medical conditions. In addition, the policy is not
intended to circumvent the management of essential job functions or limit management's right to deny a
request for leave without pay.
5.2 Eligibility
Shared Leave may be requested by eligible employees who are either a:
1) Full time employee, OR
2) Benefited part-time employee.
And who are currently:
3) On a pay for work status,
4) On a paid leave status, OR
5) On Family and Medical Leave.
Pay for work status is defined as a regularly scheduled workday, a scheduled day off, sick leave with
pay, vacation with pay, compensatory time off, or use of the floating holiday.
5.3 Qualifying Conditions
Prolonged Medical Condition: A prolonged medical condition is one that requires an employee's
absence from duty for a prolonged period (at least 20 consecutive workdays).
The 20-day requirement may be satisfied if the employee has had previous absences for the same
condition as that for which Shared Leave is currently being requested; or if the employee has had a
different but prolonged medical condition within the past 12 months.
In either case, a “Certification of Health Care Provider Form" completed and signed by a health care
provider, listing the condition, prognosis, and the estimated time for treatment or recovery is required as
part of the application process.
Birth of a Child: The period of actual physical disability as a result of pregnancy and childbirth, as
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Revised June 16, 2026 36
certified by a physician, is a condition covered by this policy. Eligibility also may be extended for
complications related to the pregnancy and delivery. Both parents are eligible for Shared Leave for the
period of disability of the mother, and the to the extent other leave, including Paid Parental Leave, has
been exhausted. The physician's statement must specify the anticipated period of disability.
NOTE: Although an employee may receive up to 12 weeks of Family and Medical Leave for birth,
adoption or foster care placement, only the period of actual physical disability as a result of
pregnancy or childbirth is covered under the Voluntary Shared Leave Policy. The additional
"bonding time" allowed under FMLA is not eligible for Shared Leave coverage.
Non-Qualifying Conditions: Shared Leave will not ordinarily apply to short-term or sporadic
conditions or illnesses. Each case must be examined and decided based on its conformity to policy
intent and must be handled consistently and fairly. Examples of non-qualifying conditions include,
but are not limited to, conditions such as:
• short-term or sporadic occurrence of allergies
• short-term or sporadic absences due to contagious disease
• short-term or sporadic medical or therapeutic treatments
• an occupational illness or injury covered by the North Carolina Workers’ Compensation Act.
5.4 Shared Leave Use
a. The number of Shared Leave hours an employee can receive is equal to the projected recovery or
treatment period, less the employee's combined holiday, vacation, sick leave and compensatory
time balances as of the beginning of the recovery or treatment period. If applicable, Paid
Parental Leave must be used prior to Shared Leave.
b. Program participation is limited to a lifetime maximum of 480 hours (pro-rated for benefited
part-time employees) and a per-leave-event minimum of 80 hours (pro-rated for benefited part-
time employees).
c. The employee must exhaust all accrued compensatory time, the floating holiday, vacation, paid
parental leave (if applicable) and sick leave balances before using any donated Shared Leave.
d. Because an employee remains in pay status while on Shared Leave, he/she continues to accrue
vacation and sick leave provided he/she remains in pay status on the 15th day of the month. This
leave must be exhausted as it is earned.
e. During and after the Shared Leave period:
• Leave transferred under this program is available for use on a current basis or may be
retroactive for up to 30 calendar days from the date the recipient's application is qualified by
the Shared Leave Committee.
• Donated leave cannot replace leave already used by the employee.
• Each Department is responsible for initiating personnel actions when a Shared Leave recipient
exhausts all forms of paid leave and Family and Medical Leave.
f. Shared Leave shall not be used on an intermittent basis.
g. If an employee’s actual recovery or treatment period is less than the projected recovery or
treatment period, and any donated Shared Leave remains in the employee’s leave account, then
the remaining Shared Leave shall revert to the donors of the Shared Leave pursuant to Section 5.6
of this Article.
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5.5 Application for Shared Leave
An application to receive leave must be reviewed by the employee's Department Director before it is
forwarded to the Shared Leave Committee for action. Approval for Shared Leave is not guaranteed.
Employees and their supervisors should review the Family and Medical Leave, Voluntary Shared Leave,
and all paid leave policies to understand the applicability of these programs to the employee's specific
situation.
In order to apply for Shared Leave:
1. The employee must complete and submit to his/her immediate supervisor for review:
• a “Request for Shared Leave Form”,
• Included with the Request for Shared Leave Form, the employee must
provide a list of all verbal warnings, written warnings, and letters of concern
issued to them within the past five (5) years regarding the abuse of sick
leave.
• a "Family Medical Leave Request Form," and
• a “Certification of Health Care Provider Form" completed and signed by a health
care provider.
2. The employee’s immediate supervisor must:
• Verify that the medical leave request is qualified under the Family and Medical
Leave Act.
• Verify all verbal warnings, written warnings, and letters of concern regarding abuse
of sick leave that were issued to the employee within the past five (5) years.
• Verify improvement by the employee in managing sick leave usage after having
received a verbal warning, written warning, or letter of concern.
• Complete the “Request for Shared Leave Form for Immediate Supervisor.”
• Review all forms of paid leave available to the employee and verify on the “Request
for Shared Leave Form” the amount of Shared Leave needed to fulfill the employee’s
request.
• Obtain a completed “Shared Leave Form for Department Director” from
the employee’s Department Director, whichever is applicable.
• Forward the employee’s “Request for Shared Leave Form”, the “Shared Leave Form for
Immediate Supervisor”, the “Shared Leave Form for Department Director,” and all
required supporting documents to the FML Coordinator for Shared Leave Committee
action.
An updated “Certification of Health Care Provider Form" is required from the applicant if donations of
leave are still being requested 60 days after the "Request for Shared Leave Form" is approved by the
Shared Leave Committee.
The recipient is responsible for making sure that all information submitted in their request is complete
and concise. If additional information is required, it could cause a delay in the review process.
If the employee’s Shared Leave Request is denied and the employee’s circumstances change from
those circumstances under which the Shared Leave Request was originally submitted, the employee
may reapply for Shared Leave.
5.6 Maximum Limit of Shared Leave Donation
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Any employee of Union County may voluntarily donate a portion of their floating holiday,
vacation or sick leave (not to exceed 40 hours) to the sick leave account of another employee of
Union
County who is qualified for Shared Leave.
Any Shared Leave donations not used by the recipient shall revert to all donors of the leave on a
prorated basis.
5.7 Donating Shared Leave
Employees donating leave shall have the complete understanding that once donated, their leave will be
deducted from the specified leave account.
Compensation will not be provided in exchange for donated leave.
Employees must maintain a minimum of 80 hours sick leave in their own sick leave account before
leave may be donated.
To donate leave for an employee’s Shared Leave Request the donating employee must complete the
"Donation of Shared Leave Form" and submit it to the Human Resources Office for processing.
The FML Coordinator verifies the donation information and completes the transfer process.
The FML Coordinator will send a letter to the donor indicating the number of hours that will be
subtracted from their leave balance and added to the recipient's Shared Leave balance.
The FML Coordinator will update the recipient’s sick leave balance with donated leave.
If two or more requests for Shared Leave are approved simultaneously, any donated leave will be
distributed equally among the recipients.
5.8 Shared Leave Committee
A committee shall be appointed by the County Manager consisting of a minimum of seven (7) appointed
members. A minimum of five (5) appointed members are required to establish a quorum and determine
eligibility.
The Shared Leave Committee shall review each Shared Leave request to determine if it meets the
qualifying requirements for eligibility as follows:
1. Does a prolonged medical condition exist?
2. Does a physical disability exist as a result of pregnancy and childbirth?
2. 3. Has the employee exhausted all available forms of paid leave?
3. 4. Will the circumstances otherwise force the employee to be placed on Family and
Medical Leave without pay status or lose employment?
4. 5. Has the employee’s immediate supervisor reviewed the request and supporting documents?
5. 6. Has the employee made a concerted effort to avoid a leave without pay situation?
6. 7. Has documentation of a true impending hardship been provided?
The FML Coordinator will notify the applicant of the Shared Leave Committee’s decision regarding
eligibility.
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Once the request for use of Shared Leave is determined to be qualified, a bulletin shall be posted by the
FML Coordinator announcing the need for Shared Leave Donations. The bulletin shall describe the
general circumstances of the need and the procedures for donating the leave.
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SECTION 6
Family and Medical Leave Policy
Revised April 6, 2009, June 19, 2023, June 16, 2026
6.1 Purpose
In accordance with the Family and Medical leave Act of 1993, effective August 5, 1993, and as amended,
Union County shall grant each eligible employee leave entitlements consistent with the provisions outlined
in the Act. The terms used in this Section which are defined in the Act shall have the meanings assigned
to them therein.
6.2 Eligibility
To be eligible for leave under this Section, the employee must:
(1) Have been employed by Union County for at least 12 months; and
(2) Have worked at least 1,250 hours during the 12-month period immediately preceding the
commencement of the leave.
6.3 Manner of Accumulation
Family and Medical Leave
The eligible employee is entitled to a total of 12 work weeks of unpaid leave during any 12-month period.
The term “12-month period" shall be defined as a rolling 12-month period measured backward from the
date an employee uses any FMLA leave (except that such measure may not extend back before August 5,
1993).
Military Family Leave
Care Giver Leave
The eligible employee is entitled to a combined total of 26 work weeks of unpaid leave during any 12-
month period. The term “12-month period" shall be defined as a rolling 12-month period measured
backward from the date an employee uses any FML.
Qualifying Exigency Leave
The eligible employee is entitled to a combined total of 12 work weeks of unpaid leave during any 12-
month period. The term “12-month period" shall be defined as a rolling 12-month period measured
backward from the date an employee uses any FML.
6.4 Qualifying Reasons for Family and Medical Leave
Family and Medical Leave shall be granted for the following reasons:
1) The birth of a son or daughter, and to care for the newborn child;
2) The placement with the employee of a son or daughter for adoption or foster care;
3) The care of an employee’s spouse, son, daughter, or parent with a serious health condition; or
4) A serious health condition that makes the employee unable to perform the essential functions of
the employee's job.
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6.5 Qualifying Reasons for Military Family Leave
Military Family Leave shall be granted for the following reasons:
1) The care of a spouse, son, daughter, parent or next of kin who is a military service member
recovering from a serious illness or injury sustained in the line of active duty. Up to 26 weeks may
be granted.
2) Any qualifying exigency arising out of the fact that the spouse, son, daughter, or parent of the
employee is on active duty, or has been notified of an impending call to active duty status, in
support of a contingency operation. Up to 12 weeks may be granted.
6.6 Requesting Use of Family and Medical or Military Family Leave
Pursuant to this Article, it is the duty of each employee to indicate the nature of circumstances bringing
about an absence from work. If the absence exceeds three (3) consecutive workdays, the employee is
required to submit a FML Request Form to their immediate supervisor. (Administrative Note: The FML
Employer Response Form must be completed and returned to the employee within five (5) business days.)
Planned
In cases where the need for leave is foreseeable, such as planned medical treatment, the employee is
required to provide the immediate supervisor a FML Request Form and a Certification of Health Care
Provider Form at least thirty (30) days in advance of the date the leave is to begin.
In cases of leave for planned medical treatment, the employee is required to make a reasonable effort
to schedule the treatment so as not to unduly disrupt the operations of his or her department.
Unplanned
In cases when circumstances do not permit a thirty (30) day notification, the employee must follow
the departmental or County reporting to work policy, whichever is applicable, and provide at least
verbal notification to the immediate supervisor of when the need for leave becomes known to the
employee. The notice shall be sufficient to make the immediate supervisor aware that the employee
needs FML-qualifying leave, and the anticipated timing and duration of the leave.
6.7 Health Care Provider’s Certification for Medical Leave
The Certification of Health Care Provider Form for the employee’s or family member’s serious health
condition must be submitted to the employee’s immediate supervisor within fifteen (15) calendar days of
the request for verification on a form prescribed by the County.
In cases of an employee’s serious health condition, it is important for the Health Care Provider to be
familiar with the tasks and physical requirements of the employee’s work in order to give specific feedback
on the employee’s ability to perform essential functions of the job. At the time Medical Leave is requested,
the immediate supervisor shall provide the employee with both a copy of his/her job description and the
Certification of Health Care Provider Form.
The County may require re-certification if:
1) Circumstances or length of requested leave described by the original certification have changed
significantly,
2) The County receives information that casts doubt upon the continuing validity of the certification.
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6.8 Coordination of Leave
To the extent the employee has earned and accrued paid sick leave, the employee shall be required to use
all accumulated sick leave for any (otherwise) unpaid Family and Medical or Military Family Leave.
Upon use of all earned sick leave, the employee may elect but is not required to use the floating holiday or
vacation leave for the remaining balance of any (otherwise) unpaid Family and Medical or Military Family
Leave.
When an employee has used all accrued paid sick leave, the employee may then request the use of accrued
compensatory time off during the qualified Family and Medical or Military Family Leave event.
Compensatory time off is not a form of paid benefit leave. In accordance with the provisions of the Family
and Medical Leave Act, any compensatory time off taken during a qualified event shall not be deducted
from the employee’s remaining balance of Family and Medical or Military Family Leave.
6.9 Maternity
Time taken away from work for maternity-related reasons shall be considered a qualified Family and
Medical Leave event.
At any stage of the pregnancy, a supervisor or Department Director may request a doctor's certificate
stating that the employee is still permitted and capable to perform all tasks and duties required by their
position.
If a pregnant employee holds a position that requires physical demands more strenuous than permitted by
her attending physician and therefore cannot perform the tasks and duties of the position for an amount of
time greater than is provided through Family and Medical Leave and her accrued paid leave, the County
Manager may hold the position open or fill the position with a part-time or temporary employee until the
full time employee is released by her physician for return to duty.
The employer may require the employee to transfer temporarily, during the period of time that the
intermittent or reduced leave schedule is required, to an available alternative position for which the
employee is qualified and which better accommodates recurring periods of leave than does the employee’s
regular position. If an alternative position is not available, the employee will be placed on inactive status
leave without pay during this time.
While an employee is on certified FML, the County will continue to pay the County's portion of the
employee's monthly health insurance premium. The employee will continue to be responsible for any
premium for dependent coverage. If the FML is unpaid, the employee shall pay to the County his or her
premium for dependent coverage no later than the 20th day of the following month.
6.10 Returning to Work
The County may request a periodic report from the employee or certifying physician regarding the
employee's status with respect to returning to work. These may be made by telephone, written
correspondence or sent by fax.
Prior to returning to work, each employee shall provide a fitness-for duty certification from the health care
provider.
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6.11 Failure to Return to Work
Failure to return to work within three (3) consecutive workdays after expiration of the approved Family
and Medical or Military Family Leave shall be considered a voluntary resignation.
If an employee fails to return to work for at least 30 days after the employee's leave entitlement has
been exhausted or expires, the employee shall reimburse the County for the monthly health insurance
premiums paid, unless the reason the employee does not return is due to:
(1) The continuation, recurrence, or onset of a serious health condition which would entitle the
employee leave under FMLA; or
(2) Other circumstances beyond the employee's control.
When an employee fails to return to work because of the continuation, recurrence, or onset of a serious
health condition, the employee shall provide medical certification of the employee's or family member's
serious health condition.
SECTION 7
Paid Parental Leave
Added 6.21.2021
7.1 Purpose
Preparing for the arrival of a new child is an exciting time and affects employees’ personal and
professional lives. Union County empowers employees to make the most of this time by offering Paid
Parental Leave. Paid Parental Leave offers employees the opportunity to bond with their new child, adjust
to their new situation, and balance both personal and professional obligations while receiving base
compensation.
7.2 Eligibility
To be eligible for leave under this Section, the employee must also be an eligible employee under the
Family Medical Leave Act (FMLA) and on approved Family Medical Leave (FML), in accordance with
Section 6 of this Article.
Paid Parental Leave requests may be approved for the following qualifying reasons:
1) The birth of a son or daughter, and to care for the newborn child; or
2) The placement with the employee of a son or daughter for adoption or foster care.
7.3 Coordination of Paid Parental Leave
a. Paid Parental Leave must be used within 12 months following the event, triggering a
qualifying reason for Paid Parental Leave eligibility.
b. The employee must utilize FML concurrently with Paid Parental Leave.
c. If both parents of the same son or daughter work for the County, and both wish to use Paid Parental
Leave due to the same event (“same event” includes the treatment of multiple children’s births or
adoptions/placements as one event as noted in Section 7.5 below) triggering a qualifying reason for
Paid Parental Leave Eligibility, the parents will share in the maximum leave entitlement. That is the
8 week maximum amount of Paid Parental Leave eligibility is available to both parents
cumulatively,; each parent does not receive 8 weeks separately of such leave.
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d. Paid Parental Leave may not be taken on an intermittent schedule.
e. The employee’s County-paid insurance benefits will continue during Paid Parental Leave along
with accrual of vacation and sick leave.
f. If a County holiday occurs while the employee is on Paid Parental Leave, the day will be charged to
holiday pay; however, such holiday pay will not extend the maximum leave entitlement.
g. Paid Parental Leave may not be paid concurrently with any other type of paid leave.
7.4 Coordination with the FMLA
Time taken away from work due to the birth of a child to care for the newborn child of the employee, or
legal placement of a child with the employee for adoption or foster care, shall be designated as qualified
medical leave for eligible employees under the FMLA.
The rolling 12-week Family and Medical Leave entitlement of eligible employees shall be reduced
concurrently by the amount of all Paid Parental Leave taken.
7.5 Requesting Use of Paid Parental Leave
Eligible employees may request up to 8 weeks of Paid Parental Leave within a rolling 12-month period.
Paid Parental Leave may be denied, or the approved amount may be less than the maximum leave
entitlement, if the employee has previously used Family Medical Leave within the rolling 12-month
period and has less Family Medical Leave remaining than the potential full entitlement amount of Paid
Parental Leave that otherwise could be taken.
Eligible employees may request Paid Parental Leave for one birth, adoption, or placement event per
rolling 12-month period. Additionally, the birth, adoption, or foster care placement of multiple children
that are part of the same birth or placement event does not increase the maximum leave entitlement of
Paid Parental Leave (e.g. twins, adoption of more than child, etc.). The total amount of Paid Parental
Leave granted for multiple children in the same event will be a maximum of 8 weeks.
The request for Paid Parental Leave and supporting documentation should be provided at least thirty
(30) days in advance of the date of birth, adoption, or placement of the child. In the event the need for
Parental Paid Leave is not foreseeable, the employee must give notice of the need for leave as soon as
practicable. Supporting documentation includes, but is not limited to, the required documentation
submitted under FMLA.
7.6 Use of Paid Parental Leave
The use of Paid Parental Leave shall be reported separately from all other paid leave. Employees and
supervisors are responsible for the timely and accurate reporting of Paid Parental Leave and concurrent
Family Medical Leave on the employee’s electronic time record.
7.7 Final Disposition of Paid Parental Leave
At the conclusion of the 12-month period following the qualifying reason, any balance of unused Paid
Parental Leave shall permanently expire and is not available for future use. Pay in lieu of Paid Parental
Leave shall not be an option. No employee shall be paid for any unused Paid Parental Leave at the time
of separation from service, nor is unused Paid Parental Leave transferable to other local or state
government entities. Paid parental leave from other local or state government entities (or any other
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entities) is not transferable to use with Union County.
SECTION 8
Workers' Compensation
Revised July 25, 2005, June 19, 2023
8.1 Purpose
The North Carolina Workers' Compensation Act provides for the payment of medical expenses related to
occupational injury or disease, and wage replacement compensation after an initial waiting period of
seven
(7) days.
8.2 Medical Treatment
Timely reporting and treatment of an occupational injury or disease is important to the safety and welfare
of every employee. Employees should immediately notify their supervisor or the Risk Manager when a
job-related injury or disease occurs, without regard to severity.
Medical services for work-related injuries or diseases must be obtained from the County's designated and
authorized medical provider unless the injury is an emergency and requires immediate attention and a
designated provider is not immediately available.
Supervisors shall submit a written “Employee Injury Report” and “Supervisor's Injury Report” to the Risk
Manager within 48 hours of being notified by an employee that a job-related injury or disease occurred.
8.3 Wage Replacement
Weekly wage replacement benefits will be paid from the County's Workers' Compensation Program equal
to 66 2/3 percent of their average weekly wage calculated on the basis of the past twelve (12) months until
the date they are released to return to work by the treating physician. This amount shall not exceed the
maximum established by the State law.
During the initial seven-day waiting period, wage replacement benefits will not be paid from the County's
Workers' Compensation Program. An employee may elect to receive regular compensation by using
accrued sick leave, the floating holiday, vacation leave or compensatory time off. If an employee is unable
to return to work after the seven-day waiting period, the employee will be considered to be on leave without
pay for the purposes of earning and accruing service credit, retirement contributions, sick leave, vacation
leave, or paid holidays.
An employee is considered to be on a leave without pay status beginning with the first scheduled work
hour that wages or sick leave is not paid and until the date they are released to return to work by the treating
physician. The County shall continue to provide the employer’s portion of group medical and dental
insurance benefits as required by Federal or State Acts. Payments for dependent insurance coverage,
voluntary deductions, and wage garnishments remain the responsibility of the employee.
After the initial seven-day waiting period, accrued leave shall not be paid or substituted for any reason
related to time away from work for the treatment of an occupational injury or disease.
After the initial seven-day waiting period, if an employee is released by the treating physician to return to
work, the employee may seek necessary intermittent, follow-up medical care for an on the job injury or
disease during scheduled work time. The employee shall notify their supervisor on the day a medical or
physical therapy appointment is scheduled. Every effort should be made by the employee to schedule
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appointments that do not unduly disrupt the productive work of the department.
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An intermittent, partial day away from work, for the purpose of keeping medical or physical therapy
appointments, shall be reported as time worked on the payroll timecard and noted by the employee and
supervisor as time taken for necessary follow-up medical care for a job related injury or disease.
An intermittent, full day away from work, for the purpose of keeping medical or physical therapy
appointments, shall be reported as leave without pay on the payroll timecard and noted by the employee
and supervisor as time taken for necessary follow-up medical care for a job related injury or disease. If the
seven-day waiting period has been met, wage replacement benefits will be paid from the County's Workers'
Compensation Program equal to 66 2/3 percent of their average wage calculated on the basis of the past
twelve (12) months. This amount shall not exceed the maximum established by the State law.
The employee may be eligible to receive a wage loss payment for the seven-day waiting period from the
County's Workers' Compensation Program if the disability exceeds 21 days. If the employee used accrued
sick leave, the floating holiday, vacation leave or compensatory time off during the seven-day waiting
period, the employee may choose to either receive wage replacement benefits from the County's Workers'
Compensation Program equal to 66 2/3 percent of their average weekly wage or elect to have the accrued
leave hours or compensatory time off used during the seven-day waiting period credited back to his/her
accrual(s).
8.4 Coordination with the FMLA
Time taken away from work, due to a serious health condition, related to an occupational injury or disease
shall be designated as qualified medical leave for eligible employees under the Family and Medical Leave
Act (FMLA).
The rolling 12-week Family and Medical leave entitlement of eligible employees shall be reduced
concurrently with the amount of all paid or unpaid time taken away from work for serious health conditions
related to occupational injury or disease.
8.5 Temporary Light Work Assignments
An employee who is temporarily disabled from their regular job as a result of an on-the-job injury may be
able to be productive and return to a light work assignment during the temporary disability period.
Where possible, each Department shall provide productive, light work for employees who are temporarily
disabled from their regular job for an on-the-job injury. All such light work assignments will be within the
physical limitations described by an authorized physician.
a. The treating physician under the County’s Workers’ Compensation Program shall be encouraged to
release temporarily disabled employees to a light work status and describe the employee's physical
limitations in sufficient detail to enable the County to determine a suitable work or task assignment.
b. The employee's regular work unit shall attempt to provide a work assignment within the physical
limitations described by the authorized treating physician.
c. If the regular work unit is unable to assign suitable work, Risk Management will be contacted to
determine if there are suitable work assignments in other work units. If so, the employee may be
temporarily assigned to the other work unit. The employee's time sheet will be maintained by his/her
regular work unit and coded "MDWC" (Medical Disability Worker’s Compensation) and his/her
paycheck will continue to be distributed to his/her regular work unit.
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d. The employee continues on his/her regular pay status during the light duty period. The employee's
wage and benefit costs continue to be charged in his/her permanent work unit and coded "MDWC"
even though he/she may be temporarily assigned to another work unit for light duty work.
e. If the employee refuses the light duty position, he/she will no longer qualify for indemnity payments
from workers’ compensation. The employee may not use accrued paid benefit leave if a light duty
position has been offered and rejected. An employee is considered to be on a leave without pay status
beginning with the first day the light duty position is rejected until the date they are released to return
to work by the treating physician. Unpaid Family and Medical leave shall continue to run concurrently
with the workers’ compensation leave without pay status until either the employee is able to return to
the same or substantially equivalent job or until the 12-week Family and Medical Leave entitlement is
exhausted.
f. Upon release to regular work without restrictions, the employee will be returned to his/her permanent
work unit and his/her regular job.
g. Use of temporary light work assignments is not intended to include other sickness or injury
experienced away from work by the employee.
h. Each Department Director shall be responsible for the review and coordination/ implementation
of temporary light work assignments.
SECTION 9
Leave Without Pay (Non FMLA)
Revised June 19, 2023
9.1 Purpose
Leave without pay is an administrative decision and may be granted for up to, but not to exceed, 40
scheduled work hours in a rolling 12-month period, by the Department Director.
Supervisors shall consider the occurrence of peak workload periods, employee's length of service and other
factors relevant to the operation of the department and the personal circumstances of the employee when
reviewing a leave without pay request.
If operational needs do not permit the approval of simultaneous requests for leave, preference in granting
the request shall be based on the respective seniority of the employees.
Supervisors must allow leave without pay, if the employee’s appearance is compelled by a subpoena or
summons for a matter unrelated to their position with Union County.
9.2 Eligibility
All non-exempt full-time employees and benefited part-time employees.
9.3 Coordination of Leave
Prior to requesting leave without pay, the employee must have exhausted all forms of accrued paid leave
which would have otherwise covered the requested leave.
Failure to report for duty at the expiration of an approved leave without pay event shall be considered a
resignation.
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A non-exempt employee who is granted leave without pay shall be responsible to pay the prorated premium
cost for all employment benefits otherwise paid for by the County. Example: employee and dependent
premiums for medical, prescription, and dental insurance coverage.
SECTION 10
Severe Weather and Emergency Conditions
Revised 3.16.20, June 19, 2023, June 16, 2026
10.1 Purpose
As a local government, the essential services of Union County must be provided even during periods of
severe weather or emergency conditions. The County is committed to maintaining full service levels to the
extent possible.
10.2 Announcements and Notifications
a. When conditions warrant, the County Manager will determine and announce all decisions to close,
delay, or cancel activities of the County.
b. When the County's schedule is altered, operational status will be available through news media
outlets, the Union County Government Center main telephone numbercommunicated through
various communication methods, which may include UC Staff Alert’s (text message and
email), intranet, and via the Internet.
c. If severe weather or emergency conditions develop during the day, employees will be notified of
closings through normal supervisory channels.
10.3 Reporting For Work
All employees are expected to make the necessary advanced preparations and be prepared to report each
scheduled workday.
Essential Employees are expected to report for work on their regular schedule in spite of any closing, delay,
or cancellation. Generally, these employees hold positions designated as “required for the essential
operations of the County.” The County Manager has the authority to determine which of the County’s
employees are Essential Employees based upon the type of response required.
Type 1 Events (e.g. weather related events): essential County operations may include the Sheriff’s Office
and Jail, Emergency Communications, Transportation Administration, Emergency Management, Fire
Marshal, Social Services Emergency Sheltering, Water and Wastewater Field Operations, Property
Management, Fleet Services, and any other operations the County Manager reasonably determines are
necessary to continue the essential operations of the County.
Type 2 Events (e.g. infectious disease events): essential County operations may include the Sheriff’s Office
and Jail, Emergency Communications, Transportation Administration, Emergency Management, Fire
Marshal, Social Services Emergency Sheltering, Water and Wastewater Field Operations, Property
Management, Fleet Services, Information Systems, Payroll, Accounts Payable, Public Health
Administration and Management, and any other operations the County Manager reasonably determines
are necessary to continue the essential operations of the County.
Non-Essential Employees whose presence is not generally required for the essential operations of the
County are excused from reporting during an official closing, delay, or cancellation unless they are
notified by an appropriate supervisor that they must report for work to support the necessary operations
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of County Government in spite of the closing, delay, or cancellation of other activities. Such
determinations and notifications are made on a situation-specific basis. Employees are responsible for
ensuring they can be
reached via valid contact information.
10.4 Compensation and Recording Keeping
Essential Employees who are required to report to work during a period of severe weather or emergency
conditions will receive their base rate of pay. FLSA overtime rules apply. Overtime may be compensated
as direct pay or compensatory time and requires the approval of the employee’s Department Director prior
to overtime being worked.
Non-Essential Employees will not forfeit pay for regularly scheduled work hours missed due to official
closing, delay, or cancellation, nor will they be required to make up the work time or report such time as
accrued leave.
When Non-Essential Employees report for work to support the necessary operations of County
Government during a period of severe weather or emergency conditions, they will receive their base rate
of pay. FLSA overtime rules apply. Overtime may be compensated as direct pay or compensatory time
and requires the approval of the employee’s Department Director prior to being worked.
a. Employees whose shifts or assignments are not affected by the official closing, delay, or cancellation
will receive their normal compensation for work performed.
b. Employees with approved vacation or sick leave during an inclement weather event will not receive
inclement weather pay.
10.5 Inclement Weather Conditions
a. Employees who do not report to work during periods of inclement weather, when County departments
and agencies are operating under a normal work schedule, must account for the absence by using the
floating holiday, vacation leave or compensatory time off equal to the scheduled workday. In the
absence of any formal department or agency guideline for notification of an unplanned leave event,
the employee is required to provide notice of an absence from work no later than 30 minutes after
reporting time.
b. The County acknowledges that departments may allow employees to work a flexible schedule.
However, when the County is operating on a delayed opening schedule, all flexible scheduling is
suspended. Non-essential employees shall report for work during the hours designated by the County
Manager.
c. If an employee desires to leave work early due to inclement weather conditions, approval must first be
obtained from the supervisor prior to leaving the assigned workstation. The employee must account
for the absence by using the floating holiday, vacation leave or compensatory time off equal to the
number of hours not worked in the scheduled workday.
10.6 Emergency, Exigent, and Other Circumstances Leave and Work Arrangements
The County Manager shall have the ability to: (i) grant additional employee leave, including
implementing rules, exceptions, and procedures for eligibility, rate, use, and coordination of any such
leave; and (ii) allow for flexible work scheduling, remote working, tele-commuting, staggered shifts,
and other working arrangements, if the County Manager determines one of the following exists:
1) A federal, state, or local state of emergency applicable to Union County has been
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declared;
2) Exigent or emerging circumstances affecting Union County employees or
employment working conditions or arrangements; or
3) Upon other good and reasonable cause.
SECTION 11
Civil Leave
Revised June 19, 2023
11.1 Purpose
Civil leave is a non-accruing paid leave for use when an eligible employee is summoned for jury duty.
11.2 Eligibility
Any employee of the County may be granted paid civil leave during scheduled work hours to fulfill a
summons to jury duty.
No adverse employment action shall occur as a result of employee use of civil leave.
11.3 Work Related Legal Proceedings
Time spent in legal proceedings by employees acting within the official scope and capacity of their
Union County employment is considered time worked and is not charged to civil leave or accrued paid
leave.
11.4 Non-Work Related Legal Proceedings
Employees may use the floating holiday, vacation leave or compensatory time balances for non-work
related legal proceedings that do not qualify for paid civil leave.
11.5 Requesting Use of Civil Leave
Employee Responsibilities
a. Employees are responsible for giving as much notice as possible to their supervisors in advance of
the appearance date required by a summons to jury duty.
b. Employees are responsible for providing appropriate documentation as directed by their supervisors
concerning events and travel time needed.
c. Employees whose duties under civil leave conclude in time to complete a work shift should either
return to work or request approval to charge the remainder of the shift to an appropriate paid leave
type such as the floating holiday, vacation leave or compensatory time.
Employer Responsibilities
a. Supervisors are responsible for permitting employees to use leave in accordance with this Section
and for establishing appropriate practices for verifying the reasons for use of civil leave.
b. Whenever possible, agencies should reschedule employees who regularly work an evening or night
shift to a day shift schedule during the periods when they are required to appear in legal proceedings.
11.6 Coordination of Civil Leave
a. The employee is entitled to his/her regular compensation plus any compensation received for jury
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duty.
b. The employee must turn over to the County any witness fees or travel allowance awarded for court
appearances in connection with official duties.
SECTION 12
Blood Donation Leave
Revised June 19, 2023, June 17, 2024
12.1 Purpose
Union County encourages the donation of blood to the American Red Cross, blood banks, and to hospitals.
12.2 Eligibility
Full-time and benefited part-time employees.
12.3 Leave Rate
Up to three (3) paid hours of leave once every two (2) months may be granted.
12.4 Requesting Use of Blood Donation Leave
This leave may be approved by the supervisor or Department Director providing it does not cause
disruption of work in the unit or department.
12.5 Coordination of Blood Donation Leave
a. Blood donation leave may only be granted for donating blood.
b. While the County supports other medical donations, those requiring more time than allowed above
will require the employee to use accumulated sick leave, the floating holiday, vacation leave or
compensatory time off.
SECTION 13
Leave for Parental Involvement in Schools
Revised June 19, 2023
13.1 Purpose
Parent involvement is an essential component of school success and positive student outcomes. §N.C.G.S.
95-28.3 establishes this leave, so that employees may attend or otherwise be involved at his/her child's
school.
13.2 Eligibility
Any employee who is a parent, guardian, or person standing in loco parentis of a school-aged child.
13.3 Leave Rate
Up to four (4) unpaid hours of leave per child may be granted each school year.
13.4 Requesting Use of Parental Involvement in Schools Leave
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For the purpose of this Section, "school" means any (i) public school, (ii) private church school, church of
religious charter, or nonpublic school described in Parts 1 and 2 of Article 39 of Chapter 115C of the
General Statutes that regularly provides a course of grade school instruction, (iii) preschool, and (iv)
childcare facility as defined in G.S. 110-86(3).
a. Leave for Parental Involvement in Schools under this Section is subject to the following conditions:
1) The leave shall be at a mutually agreed-upon time between the supervisor and the employee.
2) The employee should provide his/her immediate supervisor with a written request for the leave
at least 48 hours before the time desired for the leave.
3) The employee may be required to provide written verification from the child's school that the
employee attended and was otherwise involved at that school during the time of the leave.
b. Supervisors shall not take an adverse employment action against an employee who requests or is
granted leave under this Section.
13.5 Coordination of Parental Involvement in Schools Leave
An employee may request to use the floating holiday, vacation leave or compensatory time off for any
(otherwise) unpaid leave for Parental Involvement in Schools.
SECTION 14
Educational Leave
Revised June 19, 2023
14.1 Purpose
Education Leave is a "Partnership in Learning." It is a mutually beneficial learning opportunity agreed
upon by the employee and the employer. Education Leave provides the opportunity for employees to
enhance their knowledge, skills and abilities in areas identified by the department as critical to existing or
future needs.
14.2 Employee Eligibility
To be eligible for Education Leave, employees must demonstrate:
a. competent performance in all areas of their present job
b. initiative and success with respect to their self-development
c. potential for increased responsibilities.
To remain eligible for Education Leave, employees must continue their enrollment and maintain
satisfactory performance in their course of study.
14.3 Continuing Education job skill development programs
Education Leave with Pay
Education Leave with pay may be approved when:
• The training is employer-requested or prescribed.
• The training is directly related to job requirements.
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An employee may be granted educational leave to participate in a job-related short course, such as an
update, not-to-exceed ten (10) consecutive working days. The course must be directly job-related and must
be intended to enhance the performance of present job duties. This leave must be approved by the
Department Director prior to the commencement of the course.
A written request from the employee to the Department Director must include the details involving cost to
the County, nature of training, use of County time, use of County funds, and arrangements for lodging,
meals and travel. An employee must also stipulate, in detail, the anticipated effects on work performance
as a direct result of such training. The employee will receive his/her regular compensation during such
approved educational leave.
No compensation or reimbursement will be given for unapproved leave.
No compensation or reimbursement will be given if the course is taken for academic credit.
SECTION 15
MilitaryUniformed Services Leave
Revised 10.20.03, June 19, 2023, June 16, 2026
Union County is committed to protecting the job rights of employees absent on militaryfor uniformed
services leave. In accordance with federal and state law, it is the County’s policy that no employee will be
subjected to any form of discrimination on the basis of his/her membership in or duty to perform service
for any of the Uniformed Services of the United States. No employee will be denied reemployment,
promotion, or other benefits of employment on the basis of such membership. Furthermore, no employee
will be subjected to retaliation or adverse employment action because of his/her rights exercised under this
policy.
The County commends the dedication and self-sacrifice of the employee Guard and Reserve members to
national defense. It recognizes the hardships experienced by these employees and their families for the
public good.
Inactive Duty Training Leave (IDT)
15.1 Purpose
Inactive Duty Training Leave provides employees protection against loss of income during absences from
work due to regularly scheduled annual military unit training periods, additional military training periods,
and equivalent training as may be required by a National Guard or Reserve Military unit.
This Section DOES NOT apply to Active Duty Training (ADT) or extended periods of active duty in the
uniformed services.
15.2 Eligibility
IDT Leave may be granted to an employee who has a uniformed service obligation in either a
National Guard or Reserve Military unit, and is a
1) Full time employee, OR
2) Benefited part-time employee.
and who is currently:
1) On a pay for work status, OR
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2) On a paid leave status.
Pay for work status is defined as a regularly scheduled workday, a scheduled day off, sick leave with pay,
vacation with pay, compensatory time off, or use of the floating holiday.
15.3 Manner of Leave Accumulation
a. For the purpose of using IDT Leave, the twelve (12) month County fiscal period between July 1 and
June 30 is established as the leave year.
b. Eligible employees shall be granted up to ten (10) workdays of paid IDT leave in any leave year.
c. IDT Leave with pay shall only be granted in lieu of a regularly scheduled workday.
d. The number of hours of IDT Leave granted each day shall equal the number of work hours for which
the employee is regularly scheduled on that day.
15.4 Requesting Leave
a. Employees should request IDT Leave in advance of the proposed leave period to give supervisors
maximum opportunity to arrange schedules to accommodate the employee’s absence and adequately
staff the workplace.
b. Once orders are received for inactive duty training, the employee shall provide a copy to their
immediate supervisor within three (3) working days. The supervisor shall forward a copy of the orders
to the Human Resources Office.
15.5 Coordination of Leave
a. If IDT Leave extends beyond ten (10) workdays, the employee may request that the work schedule be
rearranged to accommodate additional IDT Leave. If the department is unable to grant this request,
the employee may elect to use the floating holiday, compensatory time or vacation leave, or be placed
on leave without pay status.
b. While taking IDT Leave, if the employee becomes ill or disabled and is under orders and compensated
by the Federal or State Government, he/she is not eligible for paid sick leave from the County during
that period.
c. Payment for IDT Leave hours in excess of the employee's scheduled work hours shall not be an option.
d. Pay in lieu of IDT Leave shall not be an option.
e. IDT Leave cannot be used for any other purpose.
Military: Active Duty Leave
15.6 Purpose
To provide for the County’s administration of the Uniformed Services Employment and Reemployment
Rights Act of 1994 (USERRA), enacted October 13, 1994 (Title 38 U.S. Code, Chapter 43, Sections
4301- 43334301-4333, Public Law 103-353), as may be subsequently amended, that governs the duty of
Union County related to certain rights and benefits of its eligible employees who temporarily leave their
jobs as a result of their voluntary or involuntary service in the Uniformed Services of the United States
uniformed services.
The County will grant uniformed services leave in accordance with federal and state law, including
USERRA or its successor.
Uniformed services include the performance of duty on a voluntary or involuntary basis in the active or
reserve components of the armed forces (Army, Navy, Air Force, Marine Corps, Coast Guard), Army and
Air National Guard), the Commissioned Corps of the Public Health Services, and any other category of
persons designated by the President in time of war or national emergency.
Active Duty Leave (ADL) may represent a call to active duty status or Active Duty Training Leaveactive
duty training leave required by the employee’s membership in a military unit. ADLLeave may include
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State or Federal orders, or mobilization for Natural Disaster response.
15.2 15.7 Eligibility
ADLUniformed services leave may be granted to an employee who has a uniformed service
obligation in either a National Guarda reserve component of the armed services or as noted in
Section 15.1, and is a
or Reserve Military unit; and is a
1) Full-timeFull time employee, OR
2) Benefited part-time employee.
and who is currently:
1) 3) On a pay for work status, OR
2) 4) On a paid leave status.
Pay for work status is defined as a regularly scheduled workday, a scheduled day off, sick leave with pay,
vacation with pay, or compensatory time off, or use of the floating holiday leave.
15.3 15.8 Manner of Leave Accumulation
a. For the purpose of using ADLUniformed Services Leave, the twelve (12) month County fiscal period
between July 1 and June 30 is established as the leave year.
b. Eligible employees shall be granted up to twentythirty (2030) daysworkdays of paid uniformed services
leave forin any ADL in the leave year.
c. ADLUniformed services leave with pay shall only be granted in lieu of a regularly scheduled workday.
d. The number of hours of ADLuniformed services leave granted each day shall equal the number of work
hours for which the employee is regularly scheduled on that day.
15.4 15.9 Requesting Leave
a. Employees must give advance written or verbal notice that he/she will be serving in theshould request
uniformed services leave in advance of the proposed leave period to give supervisors maximum
opportunity to arrange schedules to accommodate the employees’ absence and adequately staff the
workplace.
b. Once orders are received for active militarythe employee receives orders or other documentation for
service qualifying for uniformed services leave, the employee shall provide a copy to their immediate
supervisor within three (3) working days. The supervisor shall forward a copy of the documentation
to the Human Resources Office.
c. Employees may elect to use the floating holiday, vacation leave or compensatory time off for the period
between the date an order is received for active military service and the date they report for duty.
c. d. Before the last day of scheduled workemployee departs for leave which extends beyond thirty (30)
workdays or will be unpaid in full or in part, the employee shall report tomust contact the Human
Resources Office for an exit interview onregarding their employment status and benefits.
15.5 15.10 Coordination of Leave
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a. If ADLuniformed services leave extends beyond twentythirty (2030) workdays, the employee may
request that the work schedule be rearranged to accommodate additional uniformed services leave. If
the department is unable to grant this request, the employee may elect to use the floating holiday,
compensatory time, or vacation leave, or be placed on leave without pay status.
b. While taking ADLuniformed services leave, if the employee becomes ill or disabled, and is under
orders and compensated by the Federal or State Government, he/she is not eligible for paid sick leave
from the County during that period.
c. Payment for ADLuniformed services leave hours in excess of the employee'semployees scheduled
work hours shall not be an option.
d. Pay in lieu of ADLuniformed services leave shall not be an option.
e. ADLUniformed services leave cannot be used for any other purpose.
15.6 15.11 Pay Differential for Active Military Service
When active duty military service extends beyond the paid ADLleave granted by the County and the
employee elects an unpaid leave status from the County for the remainder of military dutythe leave, the
employee may be eligible for a wage supplement from the County.
To qualify for the wage supplement, the employee’s military base hourly wage must be less than their
regular base hourly wage paid by the County.
The difference between the greater County base hourly wage and the lesser Military base hourly wage will
be paid as a wage supplement. The wage supplement will be paid for a period, not to exceed six (6) months
from the date "active duty" paid uniformed services leave is exhausted.
The employee shall provide the Human Resources Office with copies of all eligible active duty payroll
stubs for the qualifying unpaid period of militaryuniformed services leave. The wage supplement will
begin upon receipt of the first qualifying active duty payroll stub. Direct deposit shall be mandatory.
15.7 15.12 Leave Accruals
Employees on a pay status (receiving differential pay pursuant to this section is not considered pay status)
while using ADLuniformed services leave shall continue to accumulate vacation and sick leave, along with
paid holidays and the floating holiday.
15.8 15.13 Health/Dental Insurance
When an employee’s active military duty is for one (1) month or less, the County will continue to pay the
employer portion of the medical and dental benefits for employee and dependent coverage. This coverage
accounts for the County paid ADL (twenty (20uniformed services leave (thirty (30) paid workdays), and
for qualifying employees, will extend for the six (6) month wage supplement period of pay.
Service members who are on duty for more than one (1) month and elect an unpaid leave status for the
remainder of military service, may elect to continue the employee/dependent medical and dental coverage
for up to 24 months at the employee’s expense at 102% of the overall (both employer and employee)
premium rate.
If military health coverage is elected for employee and/or dependent(s), upon active duty discharge and
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return to work, the employee may elect to re-enroll in individual and/or dependent coverage in the
employee group plans with no waiting period.
Employees may elect to pay the dependent premiums for the month in which they return to work in order
to obtain coverage for that entire month, otherwise coverage will be reinstated upon the date of return to
work at a pro-rated premium amount for that month.
Failure to remit premium payment in a timely manner could result in termination of coverage.
15.9 15.14 401(k)
County 401(k) contributions will continue while the service member is on active pay status.
If the employee is on an unpaid status, Union County will resume contributions to the employee’s 401(k)
plan when the employee returns to active pay status from military service. The County will calculate and
contribute the employer contributions to the employee’s 401(k) account for the period of unpaid military
service, not including any interest that would have been earned, upon receipt of the discharge paperwork
(DD-214).
The returning employee will have up to three (3) times their period of service or a maximum of five (5)
years to make contributions that may have been missed while in military service.
15.10 15.15 Retirement
Employee contributions to the Local Government or Law Enforcement Employees’ Retirement System
continue while the service member is in active pay status.
Employees called to active military duty are eligible for free service credit by the North Carolina Local
Government or Law EnforcementGovernmental Employees’ Retirement system for any time spent in
active duty. Employees will be treated as not having incurred a break in service for vesting and accrual
purposes. In order to receive this “free” credit upon return from active duty, the employee must provide a
copy of the (DD-214) discharge paperwork to the Retirement System and obtain confirmation from the
system.
Confirmation should be provided to the Human Resources Office.
SPECIAL NOTICE: Employees may be eligible to purchase credit for prior military service with
the Retirement System. It is the employee’s responsibility to determine eligibility, complete the
required forms, and confirm a purchase of this nature with the Retirement System. In order to
receive credit for a purchase of prior military service, the employee must provide a confirmation
from the Retirement System of the purchase with an effective date and amount of time purchased.
Adjustments made to the employee’s vacation accrual rates as a result of a purchase of credit will
be effective upon the date the employee successfully delivers the necessary information to the Human
Resources Office.
15.11 15.16 Reemployment
Employees returning from military service are governed by the following provisions for reemployment
rights and maintenance of employment benefits:
• Individual must have held a civilian job with the employer;
• Individual must have given advance notice (written or verbal) of their military service to the
employer;
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• Period of service must not have exceeded five (5) years;
• Separated from military service under honorable conditions; and
• Report for reemployment or request reemployment within certain time periods.
Upon completing service in the uniformed services, the employee must notify Union County of his or
her intent to return to employment by either reporting to work or submitting a timely request for
reemployment.
Employees returning from military service should report or request reemployment (verbal or
written request) within the following time period after the end of service:
• Employees performing military service for fewer than 31 days must report for reemployment on
the first regularly scheduled workday following the completion of service and the expiration of a
twenty-four (24) hour “rest period” to provide for safe transportation back to the employee’s
residence.
• Employees serving more than 30 but less than 181 days must request reemployment within
fourteen (14) days after completion of service.
• Employees serving more than 180 days must request reemployment within ninety (90) days after
completion of service.
The employee is responsible for returning to work within the time limits defined above and providing (DD-
214-214) discharge paperwork within three (3) days of receipt to their immediate supervisor. The
supervisor should forward a copy to the Human Resources Office.
Upon returning to work, the employee will report to the Human Resources Office for information regarding
benefit accruals and reactivation.
The employee will be placed in a position equivalent to the one held prior to military leave, or one of like
seniority, status, and pay depending on the length of military service.
SECTION 16
Volunteer Time Off
Added 6.21.2021. Revised June 17, 2024, June 16, 2026
16.1 Purpose
Union County is committed to promoting and sustaining the quality of life of its residents, and to this
end, encourages County employees to volunteer their time to serve and support our community. For this
purpose, the County provides paid time off for eligible employees who wish to volunteer for approved
community service agencies or organizations.
16.2 Eligibility
To be eligible for paid Volunteer Time Off (VTO), an employee must be a full-time or a benefited part-
time employee. Employees are not eligible for paid VTO if they have been suspended from employment
or placed on administrative leave during the period for which they wish to volunteer, or if on sick leave,
Family Medical Leave, or workers’ compensation during the period for which they wish to volunteer.
16.3 Manner of VTO Accumulation
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a. For the purpose of earning VTO, the twelve (12) month period between January 1st and December
31st is established as the leave year.
b. VTO is granted upon hire and at the beginning of each calendar year.
c. VTO is granted at a fixed annual rate of 16 hours per year for both full time and benefited part time
employees.
d. Unused VTO cannot be carried over into the following year and will be forfeited if not used by the
end of the leave year. At no time may an employee have more than the annual VTO allotment in his
or her balance.
16.4 Coordination of VTO
a. Employee is responsible for scheduling volunteer time off with an approved agency.
b. Payment for VTO hours in excess of the employee’s standard scheduled workweek and hours shall
not be an option. VTO shall be authorized only for the time that would fall on a scheduled workday
during scheduled work hours.
c. Pay in lieu of VTO shall not be an option.
d. The County does not advance paid VTO.
e. VTO will be paid at the employee’s current base compensation on the day(s) the time is taken and will
not be counted as hours worked for purposes of calculating overtime.
16.5 Requesting Use of VTO
Eligible employees interested in requesting VTO should select an agency or organization listed on the
request form that is (i) part of Union County government (not a department, function, or service for which
the employee is employed by the County), (ii) the State of North Carolina, (iii) a municipality or other
local governmental agency within Union County, (iv) a governmental, charter, or non-profit educational
institution (whether primary, secondary, or higher education) with at least one physical location in Union
County, or (v) a non-profit organization which is a community partner to which the County (at the time
of VTO request) appropriates or has appropriated money as part of its budget process. Eligible
employees must complete the VTO request form. Completed forms should be submitted to the
employee’s supervisor before the requested time off. Only one agency may be chosen for each VTO
request.
a. It is the joint responsibility of the department and the employee to ensure that VTO is scheduled and
taken at a mutually agreeable time. Employees should endeavor to request VTO at least two weeks
in advance of the proposed leave period to give supervisors sufficient opportunity to arrange
schedules to accommodate the employee’s request and adequately staff the workplace.
b. Supervisors are responsible for ensuring that departmental business needs are met when considering
the VTO request. Supervisors shall use discretion in scheduling VTO, based on the occurrence of
peak workload periods, the employee’s length of service, factors relevant to the operation of the
department, and the personal circumstances of the employee.
c. VTO must be requested in at least 2 hour increments, not to exceed 8 hours in a day.
d. If operational needs do not permit the approval of simultaneous requests for VTO, preference in
granting the request shall be based on the respective seniority of the employees.
e. Supervisors are encouraged to consider the employee’s personal conduct and job performance as the
discretionary basis for approval or denial of VTO requests.
f. Participation in ongoing County volunteer initiatives (Senior Nutrition meal delivery, Christmas
Bureau, etc.) should be treated as paid VTO for tracking and compensation purposes, in accordance
with all other time tracking procedures.
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g. VTO should include time required to travel to the volunteer site; however, employees should use the
majority of VTO engaged in a legitimate volunteer activity and not in transit to or from the volunteer
site. The County will not reimburse travel expenses (e.g. mileage) incurred to and from the volunteer
site.
Any questions from supervisors concerning approval or denial of a request should be directed to the
Human Resources Office.
16.6 Use of VTO
The use of VTO shall be reported separately from all other paid leave. Employees and supervisors are
responsible for the timely and accurate reporting of VTO on the employee’s electronic time record.
Use of Volunteer Time Off may be approved for the following reasons:
a. Performing a volunteer service for an entity set forth in Section 16.5 above;
b. Performing a volunteer service for a County department (e.g. Parks & Recreation); however, an
individual shall not be considered a volunteer if the person is otherwise employed by the County to
perform the same type of service as those for which the person proposes to volunteer; and
c. Performing volunteer service for a fundraising event if there is a genuine volunteer activity and the
fundraising event is directly sponsored and supported by an eligible entity set forth in Section 16.5
above. For example, playing in a golf tournament that is raising money for a community partner non-
profitnon-profit organization is not considered a volunteer activity; however, setting up tents,
handling parking and registration, or serving at the food tent at such a fundraising event would be
considered a volunteer activity eligible for VTO.
Injuries occurring during activities outside of an employee’s job with Union County, while employees
are utilizing VTO do not fall under County workers’ compensation reporting requirements. The County
is not liable for injuries incurred while an employee is utilizing VTO, including injuries sustained during
travel to or from the volunteer service site. In the event an employee sustains an injury while utilizing
VTO, the employee is advised to seek medical attention as he/she deems appropriate.
16.7 VTO Abuse
Acceptable certification or documentation will be required whenever the supervisor has sufficient
justification to believe that the employee is abusing VTO.
a. Abuse of VTO is defined as the use of VTO for purposes not authorized by this Section.
b. Supervisors should periodically analyze attendance records for evidence of possible abuse (e.g.
frequent VTO requests on Fridays/Mondays, absences when a vacation or other leave request has
been denied, etc.)
c. The County reserves the right to revoke approval of an employee’s VTO request if, at the discretion
of the supervisor, it is believed the employee is misusing his or her VTO.
d. Volunteer hours may be randomly verified with participating agencies and organizations.
e. Abuse of VTO may be subject to disciplinary action.
16.8 Final Disposition of VTO
a. No employee shall be paid for any unused VTO at the time of separation from service nor is unused
VTO transferable to other local or state government entities. Volunteer time off leave from other local
or state government entities (or any other entities) is not transferable to use with Union County.
b. Separated employees that are re-employed within the same calendar year are credited VTO the same
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as newly hired employees; however, the combination of re-employment credit hours and total hours
used prior to separation in the same calendar year cannot exceed the annual 16 hour maximum leave
benefit.
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ARTICLE VII. SEPARATION
Revised 01.20.09, February 18, 2013, February 4, 2019, June 19, 2023
SECTION 1
Types of Separation
Revised June 19, 2023
All separations of employees from positions in the service of the County shall be designated as one of the
following types: resignation, reduction in force, disability, retirement, dismissal, death, unavailability when
leave is exhausted, job abandonment, loss of or failure to maintain credentials, or other. Disciplinary action,
suspension and dismissal will be addressed in Article VIII. Upon separation from a County position, the
employee shall return IMMEDIATELY to his/her supervisor or Department Director his/her employee
identification card, all County property and all keys issued to the employee during their services.
SECTION 2
Resignation
Revised June 19, 2023
A minimum of two (2) weeks notice is expected of all resigning personnel. Any employee failing to give and
work (if required) at least the required notice is not eligible to receive pay in lieu of vacation unless extreme
extenuating circumstances can be mutually agreed upon by the Department Director and the County Manager.
SECTION 3
Disability
An employee may be separated for disability when the employee cannot perform the required duties because
of a physical or mental impairment. Action for disability separation may be initiated by the employee or the
County, but in all cases consideration for disability separation shall be supported by medical evidence by a
competent physician. The County may require a physical and/or mental examination at its expense and by a
physician of its choice. Before an employee is separated for a disability, if required by the Americans with
Disabilities Act or other applicable law, the County will make an effort to provide a reasonable accommodation
for the employee, including making a reasonable effort to locate alternative positions within the County's
service for which the employee may be suited.
SECTION 4
Death
The date of death shall be recorded as the separation date for computing compensation due to the employee’s
estate.
SECTION 5
Reduction in Force
Revised June 19, 2023
For reasons of budgetary constraints, organizational needs, or decreased workload, the County Manager has
the authority to separate employees and to eliminate position classifications within a department on the basis
of reduction in force. The County Manager will base retention of employees in classes affected on (i) the
type of appointment, (ii) the relative efficiency, skills, knowledge, productivity, and value to the department,
and
(iii) the length of service. The relative weight to be accorded each of these considerations will be determined
by the County Manager.
In implementing a reduction in force, the County Manager will endeavor to provide employees with such
notice of separation as may be reasonable under the circumstances, provided that the County Manager may
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give notice of immediate separation in the event severance compensation is made available to such
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employees. Union County is under no obligation to provide severance compensation to employees separated
by a reduction in force, but if provided, such severance shall be in accordance with, and pursuant to, an
Addendum to this Resolution. If an employee separated pursuant to a reduction in force is rehired by the
County within thirty-six (36) months of the separation date, it will be deemed that no break in service occurred
for purposes of the continuity of service requirements in Article XI, Section 5 of this Resolution; provided,
however, that only time actually worked shall count toward the required number of years of creditable service.
The scope of any grievance filed pursuant to Article IX, Section 3 of this Resolution for separation due to a
reduction in force shall be limited to whether the County Manager or his designee followed the requirements
of this Section. To the extent that the provisions of this Section conflict with the State Human Resources Act,
such provisions shall be deemed inapplicable to employees of Union County subject to the Act. Department
Directors and/or County Officers who are solely responsible for the discharge of their employees are
encouraged to follow the provisions of this Section when implementing a reduction in force.
SECTION 6 (Added 2/2013)
Unavailability When Leave is Exhausted
Revised June 19, 2023
An employee may be separated on the basis of unavailability when the employee becomes or remains
unavailable for work after all accrued leave and benefits have been exhausted. Prior to separation the County
shall notify the employee in writing of the proposed separation, the efforts undertaken to avoid separation, and
why the efforts were unsuccessful. The County must also give the employee a letter of separation stating the
specific reasons for the separation and setting forth the employee’s opportunity for appeal. Provided, however,
that employees listed in Article I, Section 2, Subsection 4 shall not have the opportunity for appeal.
Unavailability is defined as the employee’s inability to return to all of the position’s essential duties and work
schedule.
Accrued leave is defined as sick leave, vacation leave, and the floating holiday the employee chose to
exhaust prior to going on leave without pay.
SECTION 7
Special Provisions – Credentials
Revised June 19, 2023
There are some County jobs for which the law requires an employee to be licensed, certified, or registered.
Without the license (including driver’s license), certification or registration, the employee is unable to perform
the assigned work. These requirements shall be included in the statement of essential qualifications or
recruitment standards.
Employees in such classifications are responsible for maintaining current, valid credentials as required by law.
Failure to maintain the required credentials is a basis for immediate dismissal without prior warning. An
employee who is dismissed shall be given a written statement of the reason for the action and his/her
opportunity for appeal. Provided, however, that employees listed in Article I, Section 2, Subsection 4 shall not
have the opportunity for appeal.
SECTION 8 (Added 2/2013)
Job Abandonment
Employees may be separated from employment due to job abandonment if any of the following occur:
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a. Failure to return to work within three (3) consecutive workdays after expiration of the approved
Family and Medical or Military Family Leave. (Please see Article VI, Section 6.11 for additional
details).
b. Failure for three (3) consecutive workdays to report an absence in accordance with County or
Departmental notification procedures.
Separations for job abandonment as described above shall be considered a voluntary resignation and shall not
be subject to the grievance and/or appeal process.
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ARTICLE VIII. DISCIPLINARY ACTION, SUSPENSION AND DISMISSAL
Revised February 18, 2013, June 19, 2023, June 17, 2024
SECTION 1
General
Revised June 19, 2023
It is the intent of Union County in establishing this policy to provide for County employees and County
government management a fair, clear and useful tool for correcting unsatisfactory job performance and
unacceptable personal conduct.
The County recognizes that following sound employee relations practices is most important in the
administration of all types of disciplinary actions in order to maintain a consistent application of such actions
throughout County departments. Each member of management is responsible for the timely and thorough
documentation of disciplinary actions. Formal disciplinary measures should be discussed with the Human
Resources Director or his or her designee prior to delivery and/or discussion with the employee. All formal
disciplinary documentation must be sent to the Human Resources Office to include in the employee’s personnel
file.
To assist all levels of management in promoting efficiency and equitable treatment for all employees, the
following is established:
Any employee subject to this policy may be warned, demoted, suspended or dismissed by the appointing
authority. The degree and type of action taken shall be based upon the sound and considered judgment of the
appointing authority in accordance with the provisions of this policy.
The basis for any disciplinary action taken in accordance with this policy falls into one of the following
categories:
a. Discipline imposed on the basis of unsatisfactory job performance
b. Discipline imposed on the basis of grossly inefficient job performance
c. Discipline imposed on the basis of unacceptable personal conduct.
These categories are not mutually exclusive, as certain actions by employees may fall into multiple categories,
depending upon the facts of each case. No disciplinary action shall be invalid because the disciplinary action
is incorrectly categorized.
SECTION 2.0
Unsatisfactory Job Performance
This category covers all types of performance-related inadequacies and is intended to be used in addressing
performance-related inadequacies for which a reasonable person would expect to be notified and allowed an
opportunity to correct such performance-related inadequacies. This Section does not require that progressive
warnings address the same type of unsatisfactory job performance; this Section only requires that the
progressive warnings relate to unsatisfactory job performance. Warnings administered under this policy are
intended to bring about a permanent correction in job performance. Should the required correction later
deteriorate, or other inadequacies occur, the supervisor may deal with this new unsatisfactory performance at
the next progressive step in the discipline process.
Employees who are dismissed solely for unsatisfactory job performance shall receive at least three warnings.
First, one or more oral warnings; second, a written warning to the employee documenting all relevant points
covered in the disciplinary discussion; and third, a final written warning which notifies the employee that
failure to make the required performance corrections may result in dismissal. These warnings shall be given
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as set forth in Sections 3.0-3.2 of this Article. Otherwise, any disciplinary action, up to and including dismissal,
may be taken without prior warning to the employee, as described in Sections 2.1 and 2.2 of this Article.
SECTION 2.1 (Added 2/2013)
Grossly Inefficient Job Performance
Grossly Inefficient Job Performance occurs in instances in which the employee fails to satisfactorily perform
job requirements as specified in the job description, work plan, or as directed by the management of a County
department or agency that results in:
(1) The potential for death or serious harm to a client(s), employee(s), members of the public, or
to a person over whom the employee has responsibility, or
(2) The loss of, or damage to, County property or funds that results in a serious impact on the
County or department, or on the employee’s ability to function effectively thereafter, or
(3) Any other instances of job performance deficiencies that may constitute a gross oversight in
performance of duties.
This category is intended to be used in addressing failure in the performance of duties for which no reasonable
person could, or should, expect to receive prior warnings. Employees may be dismissed, demoted, suspended,
warned, or otherwise disciplined on the basis of grossly inefficient job performance. Such disciplinary action,
up to and including dismissal, may be taken without prior warning to the employee.
Disciplinary demotions, suspensions, or dismissals for grossly inefficient job performance require following
the procedures for such disciplinary actions described in this Article.
SECTION 2.2
Unacceptable Personal Conduct
The Unacceptable Personal Conduct category is intended to be used for actions and behaviors exhibited for
which no reasonable person could, or should, expect to receive prior warnings.
Unacceptable Personal Conduct may include, but is not limited to, the following examples:
(1) Job related conduct which constitutes violation of state or federal law; or
(2) Conviction of a felony or an offense involving moral turpitude that is detrimental to or impacts
the employee's service to the agency; or
(3) The willful violation of known or written work rules; or
(4) Conduct unbecoming an employee that is detrimental to the agency's service; or
(5) The abuse of client(s), patient(s), or a person(s) over whom the employee has charge or to whom
the employee has a responsibility, or of an animal owned or in the custody of the agency; or
(6) Falsification of an employment application or other employment documentation; or
(7) Insubordination which is the willful failure or refusal to carry out a reasonable order from an
authorized supervisor; or
(8) Absence from work after all authorized leave credits and benefits have been exhausted.
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Employees may be dismissed, demoted, suspended, warned or otherwise disciplined on the basis of
unacceptable personal conduct, up to and including dismissal, without prior warning to the employee.
Disciplinary demotions, suspensions, or dismissals for personal conduct require following the procedures for
such disciplinary actions described in this Article.
SECTION 3.0
Oral Warning
Revised June 19, 2023
In a private discussion with the employee, the Department Director (or supervisor) shall do the following:
a. Inform the employee that this is a warning and not some other non-disciplinary process such as
counseling.
b. Inform the employee of the specific performance or conduct deficiencies that are the basis for
the warning.
c. Tell the employee what specific improvement must be made to correct the deficiencies.
d. Let the employee know what time is being allowed to make the required corrections.
e. Tell the employee of the consequences of failing to make the required corrections.
Supervisors shall document the specifics of the oral warning for the personnel file and send a copy to the
Human Resources Office for placement in the employee’s personnel file.
SECTION 3.1
Written Warning
Revised June 19, 2023
The Department Director (or supervisor) shall:
a. Prepare a written warning document for the employee. The specific reasons for the warning and
prior warning documentation (if applicable) should be included.
b. In private, conduct a disciplinary conference with the employee. At this conference, the specific
reason for the action, the necessary corrections, and the time allowed to make such corrections
will be discussed.
c. Present the warning to the employee at the end of the conference. The employee will be
informed in the warning that failure to make the necessary corrections in a manner that is
immediate, substantial, and sustained will result in further disciplinary action.
Reference may be made in this warning to earlier oral warning(s) or counseling(s).
SECTION 3.2
Final Written Warning
Revised June 19, 2023
The Department Director (or supervisor) shall:
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a. Prepare a final written warning document for the employee. The specific reasons for the warning,
and prior warning documentation that has led to the final warning stage (if applicable), should be
included.
b. In private, conduct a disciplinary conference with the employee. At this conference, the specific
reason for the action, the necessary corrections, and the time allowed to make such corrections
should be discussed.
c. Present the warning to the employee at the end of the conference. The employee will be informed
in the warning that failure to make the necessary corrections in a manner that is immediate,
substantial, and sustained will result in further disciplinary action, up to and including dismissal.
Employees are allowed to respond to warnings given in accordance with Sections 3.0-3.2 of this Article by
placing a statement in their file relating to the warning. Warnings are not subject to the grievance process.
SECTION 3.3
Dismissal
Revised June 19, 2023, June 17, 2024
Before a County employee may be dismissed, the following shall occur:
a. The Department Director recommending dismissal should discuss the recommendation with the
County Manager, or his or her Human Resources designee, and receive final approval from the
County Manager, Deputy/Assistant County Manager, County Attorney, or appointing authority,
as applicable.
b. A pre-dismissal conference shall be held between the Department Director and the employee.
The Department Director shall present the employee with the specific reason for the proposed
dismissal conference and a brief summary of the information which he/she believes supports the
proposed dismissal. The employee shall have an opportunity to respond to the notice of proposed
dismissal in the conference. The Department Director shall consider the information presented
by the employee at the pre-dismissal conference and contemplate whether the dismissal is
justified. The Department Director shall generally reflect on this decision until at least the next
business day following the pre-dismissal conference; however, if deemed appropriate in
consultation with, and approval by, the County Manager, Deputy/Assistant County Manager,
County Attorney, or appointing authority, as applicable, prior to the pre-dismissal conference, the
employee may be dismissed at the end of the pre-dismissal conference after consideration of any
response from the employee. If the Department Director determines the dismissal is justified, the
Department Director shall notify the employee with a letter of dismissal (or follow-up with an
official letter of dismissal if the employee was notified at the end of the pre-dismissal conference
of the final decision to dismiss). However, the Department Director may elect to defer the
dismissal based on information presented by the employee and reconsider the proposed dismissal
action. If following such reconsideration, the decision is to dismiss, then no further pre-dismissal
conference is required.
c. The employee must be given written notice of dismissal. This written notice must include specific
reasons for the dismissal and the employee’s opportunity to appeal.
G.S. 153A-98(b) makes the dismissal notice for a county employee a public record.
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SECTION 4.0
Disciplinary Suspension
Revised June 19, 2023, June 17, 2024
Disciplinary suspension may be used by management in appropriate circumstances. The County Manager,
Deputy/Assistant County Manager, County Attorney, or appointing authority, as applicable, must approve a
request for an employee to be suspended for disciplinary reasons with or without pay.
Disciplinary suspension may be used for causes relating to grossly inefficient job performance or unacceptable
personal conduct, or in conjunction with a final written warning for unsatisfactory job performance.
A pre-disciplinary conference shall be held between the Department Director, or his/her designee, and the
employee. The Department Director, or his/her designee, shall present the employee with the specific reasons
for the suspension and a brief summary of the information which he/she believes supports the proposed
suspension. The employee shall have an opportunity to respond to that notice of suspension in the conference.
An employee who has been suspended with or without pay must be provided a statement in writing setting
forth the specific acts or omissions that are the reasons for the suspension. Employees who are suspended for
disciplinary reasons must additionally receive a copy of the employee's appeal opportunities.
SECTION 4.1
Immediate Disciplinary Suspension
Revised June 19, 2023, June 17, 2024
In the event that the County Manager, Deputy/Assistant County Manager, County Attorney, or appointing
authority, as applicable, is unavailable, and the situation is serious, an employee may be suspended, without
notice, by the Department Director for causes related to personal conduct or grossly inefficient job performance
in order to avoid undue disruption of work, to protect the safety of persons or property, or for other serious
reasons. When a Department Director suspends an employee, they shall tell the employee to leave County
property at once and remain away until further notice. The Department Director shall notify the County
Manager, Deputy/Assistant County Manager, County Attorney, or appointing authority, as applicable, as soon
as possible.
The terms and conditions of the suspension will be determined in consultation with the County Manager,
Deputy/Assistant County Manager, County Attorney, or appointing authority, as applicable, as soon as
practical in accordance with the provisions of this Article.
SECTION 4.2
One Day Leave with Pay
Revised December 7, 2015, June 19, 2023, June 17, 2024
The use of this provision may be used with the approval of the County Manager, Deputy/Assistant County
Manager, County Attorney, or appointing authority, as applicable. The use of this provision is intended to
either encourage the employee to commit to correcting poor performance or make the employee aware of
his/her lack of commitment to improvement. No written notice is required for this action, nor is it to be the
subject of an appeal or grievance. The Department Director shall keep a written record of this action.
SECTION 4.3 (Added June 17, 2024)
Administrative Leave
Administrative leave may be used by management in appropriate circumstances. The County Manager,
Deputy/Assistant County Manager, County Attorney, or appointing authority, as applicable, must approve a
request for an employee to be placed on administrative leave, which leave shall be with or without pay.
Administrative leave is appropriate when management needs to investigate an issue which could affect an
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employee’s work status or otherwise remove the employee from the workplace and/or access to work
equipment.
Notwithstanding anything in this resolution to the contrary, any employee may be placed on administrative
leave pursuant to this section 4.3 by approval of the County Manager, Deputy/Assistant County Manager,
Deputy/Assistant County Manager, County Attorney, or appointing authority, as applicable. This section
concerning administrative leave would apply to such employees even if other provisions of this Article VIII
do not apply to such employees.
SECTION 5.0
Demotion, General
Revised June 19, 2023, June 17, 2024
Any employee may be demoted as a disciplinary measure. Demotion may be made on the basis of
unsatisfactory job performance, grossly inefficient job performance, or unacceptable personal conduct.
a. The Department Director recommending demotion shall consult with the County Manager’s
Human Resources designee and discuss the recommendation with the County Manager,
Deputy/Assistant County Manager, County Attorney, appointing authority, or his, her, or their
designee, prior to any action.
b. A pre-disciplinary conference shall be held between the Department Director and the employee.
The Department Director shall present the employee with the specific reason for the proposed
demotion and a brief summary of the information which he/she believes supports the proposed
demotion. The employee shall have an opportunity to respond to that notice of the proposed
demotion in the conference. The Department Director shall consider the information presented
by the employee at the pre-disciplinary conference and contemplate whether the demotion is
justified. The Department Director shall generally reflect on this decision until at least the next
business day following the pre-disciplinary conference; however, if deemed in consultation
with, and approved by, the County Manager, Deputy/Assistant County Manager, County
Attorney, or appointing authority, as applicable, prior to the pre-disciplinary conference, the
employee may be demoted at the end of the pre-disciplinary conference after consideration of
any response from the employee. If the Department Director determines the demotion is
justified, the Department Director shall notify the employee with a letter of demotion (or follow-
up with an official letter of demotion if the employee was notified at the end of the pre-
disciplinary conference of the final decision to demote). However, the Department Director may
elect to defer the demotion based on information presented by the employee and reconsider the
proposed demotion action. If following such reconsideration, the decision is to demote, then no
further pre-disciplinary conference is required.
c. An employee who is demoted must receive written notice of the specific reasons for the demotion,
as well as notice of his/her appeal opportunities. Please refer to Article III, Section 7, paragraphs
(c) and (d) for pay information.
On occasion a demotion may be for reasons other than those attributable to the fault of the employee. In this
instance, the employee will be served with notice and reasons for the demotion.
SECTION 5.1
Demotion for Unsatisfactory Job Performance
An employee may be demoted in lieu of dismissal for unsatisfactory job performance provided the
employee shows promise of becoming a satisfactory employee in another position. The employee will
receive at least
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two prior warnings regarding his/her unsatisfactory performance. At least one of the warnings prior to
demotion must a written warning.
SECTION 5.2
Demotion for Grossly Inefficient Job Performance/Unacceptable Personal Conduct
An employee may be demoted for grossly inefficient job performance or unacceptable personal conduct
without any prior warnings.
SECTION 6.0
Appeal
Revised December 7, 2015, June 19, 2023, June 17, 2024
A County employee who has been demoted, suspended, or dismissed shall have ten (10) working days from
the date of receipt of written notice of such action to file an appeal with the Human Resources Office to request
a review by the Personnel Advisory Committee (“PAC”). In order to obtain a hearing before the PAC, the
employee must request that his/her case be heard. This may be done by writing a letter to the Human Resources
Director, Union County, 500 North Main Street, Suite 130, Monroe, North Carolina 28112. The request for a
hearing must include the following:
1. The name, address, and telephone number of the employee;
2. The position held by the employee;
3. The name of the employee’s Department;
4. The nature of the appeal (e.g. dismissal without justifiable cause, unpaid disciplinary suspension
without cause, etc.);
5. A concise statement of the facts necessary to an understanding of the situation upon which the
appeal is based; and
6. A statement of the relief desired.
Each time a case is to be heard, the County Manager and the County Attorney, or their designees, shall appoint
three persons not reasonably involved in the subject matter of the appeal to serve as the PAC. If the County
Manager or County Attorney, or either of their designees, was the appellant’s Department Director or direct
supervisor, that person shall not participate in the appointment of persons to the PAC, but shall appoint another
person to make the appointment on their behalf. Members of the PAC shall be selected from among any
employee who is a supervisor or above.
The PAC will review all the pertinent facts relevant to the situation before it. Upon rendering a decision, the
PAC will inform the County Manager, Deputy/Assistant County Manager, County Attorney, or appointing
authority, as applicable. The County Manager, Deputy/Assistant County Manager, County Attorney, or
appointing authority, as applicable, shall review the recommendation of the Personnel Advisory Committee
and either accept or reject the recommendation.
SECTION 6.1
Appeal to the County Manager or Other Approval Authority Revised June 17, 2024
In the event that the PAC recommendation is not satisfactory to the employee, he/she may appeal to the County
Manager, Deputy/Assistant County Manager, County Attorney, or appointing authority, as applicable, or to
the County Attorney if the County Manager is reasonably unable to hear the appeal, for a final hearing of the
matter. This appeal must be made within ten (10) working days from the date that the County Manager's
acceptance or rejection of the PAC's recommendation is mailed or made known by the County to the appellant.
The appeal to the County Manager shall be in accordance with the request requirements of Section 6.0 of this
Article.
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ARTICLE IX. GRIEVANCE PROCEDURES
Revised December 7, 2015, February 4, 2019, June 19, 2023, June 17, 2024
SECTION 1
Purpose
Union County adopts this policy to encourage employees throughout the organization to engage in open
dialogue and communication with their direct supervisors regarding problems, conflicts, and other grievances,
and to establish principles of administration to ensure a prompt, orderly, and equitable response to an employee,
if the problem, conflict, or other grievance is not resolved at the direct supervisor level. In order to maintain a
harmonious and cooperative relationship between the County and its employees, this Article IX provides for
settlement of problems, conflicts, and other grievances through an orderly grievance procedure.
SECTION 2
Applicability
Revised June 19, 2023, June 17, 2024
This Article IX shall apply to all County employees (only current county employees unless expressly set forth
otherwise in this Resolution), except those employees appointed by the Board of County Commissioners and
identified as exempt under Article I, Section 2, Subsection 4.
The policy and procedures for grievances set forth in this Article IX shall not be used for grievances related to
the appeal of disciplinary actions, unless discrimination is alleged as provided in Section 5 of this Article.
Appeal of disciplinary actions, for those employees eligible for such appeal, shall be conducted in accordance
with the procedures set forth in Article VIII. Additionally, a grievance cannot be filed under this Article IX
challenging placement on paid administrative leave, one day leave with pay, an employee’s performance
evaluation, or the amount of any merit or other pay increase.
SECTION 3
Policy
Revised June 19, 2023, June 17, 2024
All County employees subject to this Article shall have the opportunity to present their problem, conflict, or
other grievance in accordance with the procedure prescribed free from interference, coercion, restraint,
discrimination or reprisal.
It is the responsibility of supervisors at all levels, consistent with the authority delegated to them, to consider
and take appropriate action promptly and fairly on a problem or grievance of any employee or employees.
Each Department Director shall take necessary steps to ensure that all employees and supervisors under his/her
jurisdiction may be fully informed of the grievance procedures adopted and of their opportunities and
obligations under this policy.
It is the responsibility of each employee who has a grievance to follow the procedures of this Article.
SECTION 4
Procedure - Non Discrimination
Revised June 19, 2023, June 17, 2024
STEP 1 – Immediate Supervisor
If an employee has a qualifying grievance, the employee must first document the grievance in a written statement
filed with the employee’s immediate supervisor (unless an exception applies) within 30 days of the actions giving
rise to the grievance.
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The written statement submitted shall include the following at a minimum:
1. All previously written materials and documentation related to the grievance;
2. The name, address, and telephone number of the employee;
3. The position the held or applied for by the employee;
4. The name of the employee’s Department;
5. The general nature of the grievance;
6. A concise statement of all facts, documents, evidence, and reasons connected to the grievance;
and
7. A statement of the reasonable course of corrected action preferred by the employee.
When an employee personally believes and alleges written, objectively reasonable grounds to substantiate that they
have been intimidated, harassed, or threatened:
A. By their supervisor, the employee may proceed directly to the next step of review by filing the relevant
written documentation to the next higher-level supervisor; or
B. By their next higher-level supervisor, the employee may submit their written documentation to the next
higher supervisory level in the reporting structure (and so on) until reaching the level of a Deputy/Assistant
County Manager; or
C. By a person in the County Manager’s office, the employee may proceed directly to the Personnel Advisory
Committee (PAC) review step of the grievance procedure.
After the grievance is filed, the employee’s immediate supervisor should within ten (10) working days meet with the
employee to discuss the grievance. The supervisor may call other persons into the discussion or consult them for
advice and counsel. If the supervisor cannot meet with the employee concerning the grievance within ten (10) working
days, the supervisor shall advise the employee as to the conditions which prevent such a meeting and as to when a
meeting may reasonably be expected.
Within ten (10) working days of the meeting with their supervisor, the employee should receive a decision regarding
their written grievance or be advised in writing as to the conditions which prevent an answer. The employee should
also be advised as to when a decision may reasonably be expected. The supervisor may consult with others for
advice and counsel during this process.
A decision by the supervisor shall address the substance of the alleged grievance or include a statement of why the
substance of the alleged grievance cannot be addressed, and a general course of action recommended to resolve the
grievance.
STEP 2 – Next Higher-Level Supervisor
If the immediate supervisor’s (or appropriate higher level of supervisor’s) decision is not satisfactory to the
employee or if the employee fails to receive notification of a decision or a meeting within the applicable timeframes,
the employee may submit a written request for review by the next higher-level supervisor. A request for higher-level
supervisor review must be presented in writing within five (5) working days of the most recent grievance decision
or of the expiration of the time to receive notification of a decision or a meeting within the applicable timeframes.
If the previous level of review was by a member of the County Manager’s office, the employee may by request proceed
to review by the PAC as their next level.
The higher-level supervisor shall review the written record and all previous decisions, together with any additional
information deemed by the higher-level supervisor to be relevant to the grievance. The higher-level supervisor
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may consult with others for advice and counsel during this process. The higher-level supervisor shall reach a
written decision and provide the decision to the employee’s immediate supervisor within ten (10) working days
after all necessary reviews and discussions are held and shall, after a brief but reasonable period of time for the
employee’s supervisor to review and discuss the recommendation, provide the decision to the employee without
unreasonable delay.
STEP 3 – Deputy/Assistant County Manager
If the higher-level supervisor’s decision is not satisfactory to the employee or if the employee fails to receive
notification of a decision or all necessary reviews and discussions within the applicable timeframes, the employee
may submit a written request for review by a Deputy/Assistant County Manager, as designated by the County
Manager. A request for Deputy/Assistant County Manager review must be presented in writing within five (5)
working days of the most recent grievance decision or of the expiration of the time to receive notification of a
decision or all necessary reviews and discussions within the applicable timeframes.
If the previous level of review was by a member of the County Manager’s office, the employee may by request proceed
to review by the PAC as their next level.
The written request for review by a Deputy/Assistant County Manager shall be sent to the County Manager, with a
copy to the Human Resources Director, and shall include all written information or decisions previously submitted
regarding the grievance.
The Deputy/Assistant County Manager shall review the written record and all previous decisions, together with any
additional information deemed by the Deputy/Assistant County Manager to be relevant to the grievance. The
Deputy/Assistant County Manager shall reach a written decision and provide the decision to the employee’s
immediate supervisor within ten (10) working days after all necessary reviews and discussions are held and shall,
after a brief but reasonable period of time for the employee’s supervisor to review and discuss the recommendation,
provide the decision to the employee without unreasonable delay.
STEP 4 – Personnel Advisory Committee (PAC) Review
If the Deputy/Assistant County Manager’s decision is not satisfactory to the employee or if the employee fails to
receive notification of a decision or all necessary reviews and discussions within the applicable timeframes, the
employee may submit a written request for review by the PAC. A request for PAC review must be presented in
writing within five (5) working days of the most recent grievance decision or of the expiration of the time to receive
notification of a decision or all necessary reviews and discussions within the applicable timeframes.
The written request for review by the PAC shall be sent to the County Manager and County Attorney, with a copy
to the Human Resources Director, and shall include all written information or decisions previously submitted
regarding the grievance.
Within ten (10) working days of receipt of the request for PAC review, the County Manager and the County
Attorney, or their designees, shall appoint three persons not reasonably involved in the subject matter of the
grievance to serve as the PAC, along with a proposed schedule for review by the PAC. If the County Manager or
County Attorney, or either of their designees, was the employee’s Department Director or direct supervisor, that
person shall not participate in the appointment of persons to the PAC but shall another person to make the
appointment on their behalf. Members of the PAC shall be selected from among any employee who is a supervisor
or above.
The PAC shall review the written record and all previous decisions, together with any additional information
deemed by the PAC to be relevant to the grievance. Upon reaching its decision, the PAC will inform the County
Manager. The County Manager shall review the decision, and either accept, reject, or modify it as to the result or
any proposed corrective action, in whole or in part, and forward it, together with the County Manager’s written
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recommendation, to the County Attorney for further legal review. The final outcome of this review will be
provided
to the employee and the employee’s supervisor.
The decision of the PAC, as reviewed and approved by the County Manager and the County Attorney, shall be
final.
SECTION 5
Procedure - Discrimination
Revised June 19, 2023, June 17, 2024
Any applicant for County employment, or County employee or former County employee who has reason to
believe that employment, promotion, training, or transfer was denied him/her or that demotion, lay-off or
termination of employment was forced upon him/her because of his/her age, sex, race, color, national origin,
religion, creed, political affiliation, non-disqualifying disabling condition (except where specific age, sex or
physical requirements constitute a bona fide occupational qualification), or pregnancy, childbirth, or related
medical condition, shall have the opportunity to file a grievance and follow the procedures set forth in Section
4 of this Article..
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ARTICLE X. UNLAWFUL WORKPLACE HARASSMENT
Revised 09.19.02, June 19, 2023, June 17, 2024, June 16, 2026
SECTION 1
Purpose
Union County prohibits in any form unlawful workplace harassment or retaliation against employees.
Supervisors are required to monitor the activity in their respective work areas to ensure that work sites are free
from unlawful workplace harassment.
The workplace should be free of tensions of a sexual nature. Tensions caused by unwelcome sexual advances
or requests for sexual favors do not belong in the workplace. Sexual considerations will not be used as the
basis for employment decisions affecting any employees.
SECTION 2
Definitions
Unlawful Workplace Harassment is unwelcome or unsolicited speech or conduct based upon race, sex,
creed, religion, national origin, age, color, disabling condition as defined by G. S. 168A-3, or pregnancy,
childbirth, or related medical condition that creates a hostile work environment or circumstances involving
quid pro quo.
Hostile Work Environment is one that both a reasonable person would find hostile or abusive and one that
the particular person who is the object of the harassment perceives to be hostile or abusive. A hostile work
environment is determined by looking at all the circumstances, including the frequency of the allegedly
harassing conduct, its severity, whether it is physically threatening or humiliating and whether it unreasonable
interferes with an employee’s work performance.
Sexual harassment does not include "personal compliments welcomed by the recipient, or social interaction or
relationships freely entered into by employees."
Quid Pro Quo harassment consists of unwelcome sexual advances, request for sexual favors or other verbal
or physical conduct when (1) submission to such conduct is made either explicitly or implicitly a term or
condition of an individual’s employment or (2) submission to or rejection of such conduct by an individual is
used as the basis for employment decisions affecting such individual.
Retaliation is adverse treatment taken because of opposition to unlawful workplace harassment.
SECTION 3
Department Director Responsibilities
Revised June 19, 2023
The primary responsibility for implementing this policy rests with the Department Director. He/she will
provide direction to staff as necessary to carry out all actions required to comply with the Unlawful Workplace
Harassment Policy.
SECTION 4
Supervisor Responsibilities
Administer the Unlawful Workplace Harassment Policy
Prevent and correct any identifiable discrimination and/or unlawful workplace harassment
Counsel employees appropriate to prevent and correct unlawful workplace harassment
Create/maintain work environments free of unlawful workplace harassment
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SECTION 5
Employee Responsibilities
Adhere to the Unlawful Workplace Harassment Policy
Report illegal discrimination and/or unlawful workplace harassment
Maintain a work environment free of unlawful workplace harassment
SECTION 6
Training
Each department has the responsibility for taking steps to prevent and correct unlawful workplace
harassment and retaliation. A logical first step is to offer a training program for supervisors and employees.
All new employees will be introduced to the Unlawful Workplace Harassment Policy during orientation.
Training for all other employees should be offered on a quarterly basis.annually with online or in-person
opportunities. Additional training may be required for all employees as designated by the County Manager, Deputy
County Manager, or Assistant County Manager.
Such training is necessary to help create an environment that supports employees and encourages
productivity. Components of a departmental training program will include:
Supervisor’s Training
The Unlawful Workplace Harassment Policy
Applicable state and federal laws
Appropriate disciplinary actions
Grievance procedures
Illegal discrimination and corrective steps
Employee’s Training
The Unlawful Workplace Harassment Policy
Disciplinary actions
Grievance procedures
SECTION 7
Counseling
Some victims of unlawful workplace harassment have been known to experience some work-related problems
such as absenteeism, low productivity, inefficiency, as well as physiological problems that have been linked
to stress. Assistance is available through the Employee Assistance Program (EAP) for those employees
experiencing personal work related problems resulting from unlawful workplace harassment.
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SECTION 8
Outside Contractors
Employee conduct towards an outside vendor or contractor that would constitute unlawful workplace
harassment could constitute unacceptable personal conduct.
SECTION 9
Grievance
Any current or former employee of Union County who feels that he/she has been unlawfully harassed in the
workplace is urged to follow the normal grievance procedure outlined in Article IX, Section 3.
The employee may bypass any step in the grievance procedure involving review of or decisions by the
alleged harasser, as outlined in Article IX.
SECTION 10
Investigation
A prompt impartial investigation will be made in all cases alleging harassment based on presented facts
surrounding the misconduct. Each case will be reviewed based on the presented facts. All parties involved
are entitled to a fair and impartial review of the facts. Interference, coercion, restraint or reprisal against any
person complaining of sexual harassment is prohibited.
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ARTICLE XI. EMPLOYEE BENEFITS
SECTION 1
Insurance Benefits
Revised 5/1/2000, 7/30/2014, 6/16/2026
The County will provide individual medical and dental insurance to all full-time and eligible benefited part-
time employees. TheseEligible employees are eligible tomay also obtain employee/spouse, employee/child,
or family medical and dental insurance coverage by paying the additionala monthly cost. Employees as set by
the County. Eligible employees shall be enrolled in the programs in accordance with the provisions of the
insurance contracts and on the first day of the next month immediately following the day of hire.
Persons who occupy the position of County Manager may elect to continue coverage of the insurance provided
pursuant to this Section after separation, provided that the following conditions are satisfied:
a) Such person is separated from service with the County for a reason other than gross
misconduct;
b) Such person has attained age 60 at the time of separation of service;
c) Such person pays all premiums for continued coverage and such premiums are paid in a
timely manner; and
d) Such person elects to continue coverage prior to separation such that there is no lapse in
coverage.
A County Manager who elects to continue coverage pursuant to this Section may also continue coverage for
his or her spouse, or, if permitted under the terms of the applicable insurance policies, may add coverage for
his or her spouse at some point after separation upon occurrence of a qualifying event. Other dependents are
not eligible for continued coverage, expect as may be provided by applicable law. Any lapse in continued
coverage for the County Manager and/or spouse shall render such person(s) ineligible for further coverage
pursuant to this Section. All coverage continued after the County Manager's date of separation pursuant to this
Section shall terminate upon the former County Manager attaining age 65.
SECTION 2
Unemployment Insurance
Local governments are covered by unemployment insurance. Union County employees who are laid off or
released from the County’s service may apply for unemployment compensation through the local office of the
Department of Commerce, Division of Employment Security. Eligibility for unemployment insurance will be
determined by the Department of Commerce, Division of Employment Security.
SECTION 3
Retirement Benefits
Revised 6/16/2026
Each permanent, full-time and benefited part-time employee, as a condition of employment, must join the
Local GovernmentGovernmental Employees’ Retirement System. Employees must contribute, through
payroll deduction, the predetermined percentage of gross salary each month to the system. The County
contributes an actuarially determined percentage of the gross payroll each month to the system.
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SECTION 4
Law Enforcement Officers’ Retirement Benefits
Law Enforcement Officer’s Benefits are covered in a booklet provided by the Department of the State
Treasurer of North Carolina.
SECTION 5
Post Employment Health Insurance Benefits
Revised 06.16.08, revised July 1, 2013, June 19, 2023, June 17, 2024, November 4, 2024
5.1 Employment Before July 1, 2008
Any full-time employee of the County of Union who (i) was employed by Union County before
July 1, 2008, (ii) retires from service (regular or disability) under the provisions of the North
Carolina Local Government Employee’s Retirement System (NCLGERS) or the North Carolina
Law Enforcement Officer’s Benefit and Retirement Fund (NCLEOBRF), (iii) immediately prior
to such retirement has earned ten (10) consecutive years of creditable service under either the
NCLGERS or the NCLEOBRF without a break in service, and (vi) earned such years of creditable
service due to continuous full-time employment by the County, shall be eligible to continue
coverage under the County’s Group Health Insurance Program on the same basis as active full-
time employees of the County.
In light of the unusual family and work exigencies and burdens posed by the COVID-19 pandemic
and government responses thereto, any break(s) in the consecutive/continuous service requirement
cumulatively lasting no longer than 180 days after July 1, 2008, shall not adversely affect
qualification to receive this benefit for any employee with a retirement date on or after March 10,
2020. In order for an employee who had a qualifying break in service to receive such benefits, the
employee must apply for the receipt of such benefits through the Human Resources Office. Such
employees who had a qualifying break in service are eligible to receive benefits commencing from
the date of approval of such application for these benefits by the County Manager, or his or her
Human Resources designee.
5.2 Employment On or After July 1, 2008
Any full-time employee of the County of Union who (i) was employed by Union County on or
after July 1, 2008, (ii) retires from service (regular or disability) under the provisions of the North
Carolina Local Government Employee’s Retirement System (NCLGERS) or the North Carolina
Law Enforcement Officer’s Benefit and Retirement Fund (NCLEOBRF), (iii) immediately prior
to such retirement has earned twenty (20) consecutive years of creditable service under either the
NCLGERS or the NCLEOBRF without a break in service, and (vi) earned such years of creditable
service due to continuous full-time employment by the County, shall be eligible to continue
coverage under the County’s Group Health Insurance Program on the same basis as active full-
time employees of the County.
In light of the unusual family and work exigencies and burdens posed by the COVID-19 pandemic
and government responses thereto, any break(s) in the consecutive/continuous service requirement
cumulatively lasting no longer than 180 days after July 1, 2008, shall not adversely affect
qualification to receive this benefit for any employee with a retirement date on or after March 10,
2020. In order for an employee who had a qualifying break in service to receive such benefits, the
employee must apply for the receipt of such benefits through the Human Resources Office. Such
employees who had a qualifying break in service are eligible to receive benefits commencing from
the date of approval of such application for these benefits by the County Manager, or his or her
Human Resources designee.
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SECTION 6
Benefits/Other - Fixed
Revised 6/16/2026
Union County, as the employer, provides the following additional benefits to its employees:
a) Workers' Compensation - Provides coverage to all full and part-time employees to cover medical
expenses and lost time from work due to work related injuries.
b) 401(k) Plan - Supplemental Retirement Income Plan of North Carolina provides an automatic
contribution by the employer for all eligible and participating members of the North Carolina
Governmental Employees’ Retirement System.
SECTION 7
Benefits/Other – Flexible
Revised June 2, 2025
Additional deductions/benefits may be approved by the Board of County Commissioners from time to time.
Approved payroll deductions, may include, without limitation, payroll deductions for health insurance; dental
insurance; disability insurance; life insurance; accident/cancer/major medical; and other supplemental
insurances; flexible spending accounts; deferred compensation; and other employment benefit programs.
SECTION 8
Special Separation Allowance
Approved June 4, 1990, Revised July 24, 2006, October 19, 2009, July 7, 2013, July 11, 2022
8.1 Law Enforcement Officers
Notwithstanding anything herein to the contrary, the eligibility of local law enforcement officers
for Special Separation allowances shall be determined in accordance with North Carolina
General Statute 143-166.42.
8.2 Local Government Employees
8.2.1 Employed Before July 1, 2013
To qualify for the allowance, the local government employee shall:
a. Be employed by Union County before July 1, 2013, and have (a) completed 30 years or
more of creditable service or, (b) have attained 55 years of age and completed five or more
years of creditable service; and
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b. Not have attained 62 years of age; and
c. Be employed by Union County with five years of service before July 1, 2013, and have
completed at least five years of continuous service as herein defined immediately
preceding a service retirement. Any break in the continuous service required by this
Subsection because of disability retirement or disability salary continuation benefits shall
not adversely affect a qualification to receive the allowance, provided the employee returns
to service within 45 days after the disability benefits cease and is otherwise qualified to
receive the allowance.
As used in this Section, "creditable service" means the service for which credit is allowed under
the retirement system of which the employee is a member.
8.2.2 Employed On or After July 1, 2013
Any employee of Union County who is employed on or after July 1, 2013, does not qualify to
receive the special separation allowance.
8.2.3 Allowance Determination
Qualified county employees that were employed before July 1, 2013, who are members of the
North Carolina Local Governmental Employees’ Retirement System, and that meet the
requirements listed in Section 8.2.1 shall receive, beginning the second pay cycle of each month
in which the employee retires on a basic service retirement, an annual separation allowance equal
to 0.85 percent of the annual equivalent of the employee's most recent base rate of compensation
for each year of creditable service. The allowance shall be paid in 12 equal installments the second
pay cycle of each month. The calculation formula is last salary x 0.85 percent x Number of Years
of Creditable Service.
8.2.4 Allowance Termination
The special separation allowance payments shall cease at the time the retired employee reaches
any of the following:
a. 62 years of age,
b. Retired employee dies, or
c. Is reemployed by a North Carolina local government employer; provided however, that a
retired employee may continue to receive separation allowance payments if the employee
returns to work for Union County government on a non-benefited part-time basis.
8.2.5 Prohibition of Waivers
Requests for waiver of this policy will be entertained in the sole discretion of the Manager for
good and substantial need and in compliance with applicable law.
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SECTION 9
Tuition Reimbursement Program
Revised May 2, 2016, June 19, 2023, June 17, 2024, June 16, 2026
9.1 Purpose
To reimburse employees who complete degrees, courses or certificates from eligible institutions that further
their professional development with Union County.
9.2 General Provisions
a) Funding for the Tuition Reimbursement Program is determined by, and subject to,
appropriation by the Board of County Commissioners at the beginning of each fiscal year.
b) Funding for approved tuition reimbursement applications is encumbered on a first come,
first served basis during the County’s fiscal year for as long as funds are available.
c) An application for the Tuition Reimbursement Program shall not be considered approved
based solely on its submittal to the Human Resources Office.
d) A Department is allowed the discretion to limit Skills Training to employees for budgetary
or other business considerations.
e) In this Section 9 of Article XI, the term “Department” refers to any Department as is
commonly referred to in the Union County organizational hierarchy, as well as any other
agency/service area/office which does not have any separate departments.
9.3 Skills Training
Skills Training is characterized as training with a strategic purpose which is essential for the
employee to perform his or her job. Skills Training would also include coursework required to
maintain job required certification/licensure. Skills Training is provided on the County’s time
and is paid for in full by the Department.
Examples of Skills Training include: courses offered by professional associations, state agencies,
or institutions such as the UNC-School of Government; continuing education courses needed to
obtain credits necessary for an employee to retain a certification, licensure or accreditation
required by the County for the employee’s position; training to learn new job specific techniques;
and job specific courses that provide updates to regulations, laws or technology.
9.4 Course Type Guidelines
Courses will be approved by the Department Director on a case-by-case basis according
to the following criteria:
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Description Type Reimbursement
Courses that are essential for the job to ensure the employee has the
immediate competencies to satisfactorily perform the job.
Courses that are required to retain a certification, licensure or
accreditation required by the County for the employee’s position.
Courses that are not essential for the employee to perform their job but provide training to learn new job skills; techniques; or are relevant to the employee’s professional enrichment.
Skills Training
100% paid by
Agency/
Department in
accordance with
County policies
Higher education courses or programs offered by an accredited institution in a field relevant to County employment, and in a field in which the County recruits.
Tuition Reimbursement
100% tuition
reimbursement, up to
the limit in 9.12
Courses that are not essential for the employee to perform the
job, not in a field relevant to County employment, or not related
to a field in which the County recruits.
N/A
Denied
9.5 Higher Education Appropriateness
Higher Education is characterized as education beyond what is minimally required by an
employee’s current position, which enhances an employee's capabilities, but is not essential for
the employee to perform in their current position with Union County.
Before a Higher Education course or program is approved, the course of study should be shown
to be a degree, course or certification program offered by an institution accredited by a National
or Regional Accreditation Council recognized by the U.S. Department of Education, in a field
relevant to County employment, and in a field in which the County recruits.
An employee desiring to undertake a course of study shall complete a Tuition Reimbursement Program
Application, which shall be developed by the Human Resources Office.
9.6 Eligibility Criteria for Tuition Reimbursement Program
To be eligible to receive tuition reimbursement in the Tuition Reimbursement Program an
employee must meet all of the following criteria:
a) Be either a full-time or a benefited part-time employee;
b) Meet or exceed the standard performance expectations of his or her current position by having
not less than 2.0 overall rating on theiras determined by his or her most recent annual review.
c) Have sufficient accrued paid leave to cover any anticipated time away from work needed
to complete the desired education or training, which must be approved by the employee’s
Department Director in accordance with Section 9.7 herein;
d) Be enrolled in an educational institution accredited by one of the National or Regional
Accreditation Councils recognized by the U.S. Department of Education;
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e) Pursue a degree, course or certification in a field relevant to County employment;
f) Take for-credit course work must be related to a field in which the County recruits
(relation to a field shall be determined by the Human Resources Office, in conjunction
with the appropriate Department if necessary).
g) Submit the Tuition Reimbursement Program Application in hard copy to the
Human Resources Office in accordance with the following deadlines:
a. Applications for schools on a traditional quarter or semester system must be received
no sooner than thirty (30) calendar days prior to the beginning of the quarter or
semester, and no later than thirty (30) calendar days after classes have begun.
Individual courses taken within a quarter or semester cannot be split into two
payments.
b. Applications for schools which teach on a course-by-course basis can be submitted for
each course individually, or up to three (3) consecutive courses can be grouped together
into one application. In either case the application must be received by the Human
Resources Office no sooner than thirty (30) calendar days prior to the beginning of the
first course and no later than thirty (30) calendar days after the first course began.
h) Submit a separate Tuition Reimbursement Program Application for each quarter, semester
or other time period for which tuition reimbursement is requested.
9.7 Use of Work Time Prohibited
a) Generally, all courses must be taken outside of work hours. However, if a course necessary
for the completion of the program of study is offered only during a time which conflicts with
the employee’s scheduled work, the employee may use accrued vacation, floating holiday, or
compensatory time off leave during the time the course conflicts with any scheduled work.
However, use of such time must be approved by the Department Director, in his or her sole
discretion, based upon Department business needs.
b) In infrequent and rare instances, employees may request an irregular work schedule to take
a class or course necessary for the completion of their program of study if such a course is
offered only during a time which conflicts with the employee’s normally scheduled work. The
use of such an irregular work schedule must be approved by the Department Director, in his
or her sole discretion, based upon Department business needs.
9.8 Doctorate Studies
a) Tuition reimbursement requests for doctorate degree studies will be reviewed on a case-by-
case basis and must be approved by the County Manager.
9.9 Exclusions
a) Full-time and benefited part-time employees are not eligible to apply for tuition
reimbursement if they are on leave without pay status.
b) Skills Training paid for by a Department is not covered under the Tuition
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Reimbursement Program.
c) Courses involving sports, games or hobbies are not covered under the Tuition
Reimbursement Program, unless the course is approved as meeting the requirements for
Higher Education set forth in Section 9.5 herein.
9.10 Acceptance or Denial
a) The Human Resources Office will notify the Tuition Reimbursement Program applicant in
writing of approval or denial within three (3) weeks of receiving the application.
9.11 Appeal Process
a) Employees whose applications for the Tuition Reimbursement Program have been denied
must submit their appeals for reconsideration, in writing, along with supporting information
to the Human Resources Office within fifteen (15) calendar days from the date of notification
of the denial of their Tuition Reimbursement Program application.
b) Denials based upon the employee’s ineligibility to participate in the Tuition Reimbursement
Program, the ineligibility of an educational institution, and timeliness of the application are
not eligible for an appeal.
c) The County Manager, or his or her Human Resources designee, shall make the final
determination regarding the applicant’s appeal.
d) Employees will be notified by the Human Resources Office of the decision regarding their
appeal within two weeks of receipt of the appeal.
9.12 Payment Guidelines
a) Employees will be eligible to receive no more than the Internal Revenue Service (“IRS”)
income tax exclusion limit for educational assistance through the Tuition Reimbursement
Program per calendar year. This limit will apply tois set by the IRS and may change at any
time. The limit applies to all employer reimbursements for both graduate and undergraduate
level courses.under the Tuition Reimbursement Program. Please refer to IRS Publication 15-
B, or any successor publication, for the current limit amount. Questions regarding pay, tax, or
related implications of participation in the Tuition Reimbursement Program should be directed
to a tax, IRS, or other appropriate professional.
a. Full time employees: 100% reimbursement up to the amount set as the limit for exclusion
from taxable wages for educational assistance set forth by the Internal Revenue Service
(“IRS”). This limit amount is set by the IRS and may change at any time. Please refer to
IRS Publication 15-B, or any successor publication, for the current limit amount.IRS.
Note: Employees with questions associated with tax implications should consult their
tax professional or IRS professional.
b. Benefited part-time employees: Pro-rated reimbursement of the limit amount for
exclusion from taxable wages for educational assistance set forth by the IRS based upon
the percentage at which the employee earns other employment benefits. (E.g. 50%, 65%,
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75% of the full limit amount). This limit amount is set by the IRS and may change at any
time. Please refer to IRS Publication 15-B, or any successor publication, for the current
limit amount.
Note: Employees with questions associated with tax implications should consult their
tax professional or IRS professional.
c. Graduate level education generally does not qualify for exclusion from taxable wages for
educational assistance set forth by the IRS. Generally, tuition reimbursement for such
courses will be considered a fringe benefit subject to regular taxation as wages, unless the
course meets the requirement for exclusion from taxable wages as set forth by applicable
law. Reimbursement for such coursework still applies toward the limit amount under the
Tuition Reimbursement Program set forth above in Section 9.12(a) herein.
d. The exclusion from taxable wages status of the requested reimbursement will be made at
the time of application review and documented on the application form.
b) The tuition reimbursement payment shall be based upon tuition actually paid by the
employee. When tuition is reduced by the school, the reimbursement is based upon the
reduced rate. This includes discounts based upon recruitment incentives, military status,
employment status and similar situations. Grants and scholarships received by the student
that reduce the tuition paid shall reduce the tuition reimbursement payment.
c) College level Examination Program (CLEP) will be treated the same as tuition.
9.13 Reimbursable Fees
Participants may be reimbursed for certain fees in addition to tuition, at the same percentage
allowed based upon their employment status (40 hours = 100%, 30 hours =75%, 20 hours =50%,
etc.). If a fee is not listed as a reimbursable fee below, then it will be considered non- reimbursable
(examples of such non-reimbursable fees are class resource materials, transportation, room and
board, and payment convenience fees). The following are reimbursable fees:
a) Fees titled mandatory fees by the applicable education institution or program
b) CLEP test fees
c) Program fee
d) Library fee
e) Lab fee
f) Resource fee
g) Internet fee
h) Student fee
i) Technology fee
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j) On-line fee
k) Out-of-State distance education fees
9.14 Receiving Payment
a) To receive a reimbursement payment an employee is responsible for submitting the
following to the Human Resources Office within thirty (30) days of course
completion.
a. a report from the accredited educational institution indicating a “C” or higher for each
course, or other evidence of satisfactory completion; and
b. an itemized bill or statement, as well as proof of tuition payment.
b) The County Manager, or his or her Human Resources designee, in his or her sole
discretion may grant extensions for the completion of course work for medical reasons,
military reasons, or similar extenuating circumstances.
c) Employees working on a thesis or dissertation may submit a letter from their professor stating
that satisfactory progress is being made towards completion at the end of the quarter or
semester (as applicable). Any incomplete work must be made-up within one year.
d) Employees accepted under the Tuition Reimbursement Program will be required to sign an
agreement that will include repayment terms and conditions, as well as other conditions of
the Tuition Reimbursement Program.
9.15 Repayment of Reimbursed Tuition
a) Prior to final approval of a Tuition Reimbursement Program application the
employee must sign the Tuition Repayment Commitment and Authorization
for Salary Deduction form, as well as any other forms required by the
Human Resources Office.
a) b) An employee’s repayment of the full amount reimbursed under the Tuition
Reimbursement Program is required if the employee does not continue in a full-time or
benefited part-time status with Union County for at least two consecutive years from
the date of the employee’s receipt of any reimbursement amount under the Tuition
Reimbursement Program. Any such repayment is required prior to the employee’s
separation date.
b) c) In the event repayment is not remitted by the separation date, deductions of the
amount due will be made from the final paycheck or any other amounts payable to the
employee, as allowed by applicable law.
c) d) This two-year continuity of service condition does not apply to employees who pass-
away, separate due to a long-term disability, are part of a reduction in force, or
involuntarily terminate for any reason other than termination for cause. All voluntary
separations from County employment are subject to the reimbursement requirement of
this section 9.15.
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ARTICLE XII. PERSONNEL RECORDS AND REPORTS
SECTION 1
Personnel Records Maintenance
Revised April 18, 2011
The following information on each County employee is considered public information:
a) Name
b) Age
c) Date of original employment or appointment to County service
d) The terms of any contract by which the employee is employed whether written or oral, past and
current, to the extent that the county has the written contract or a record of the oral contract in its
possession
e) Current position title
f) Current salary
g) Date and amount of each change in salary
h) Date and type of each promotion, demotion, transfer, suspension, separation, or other change in
position classification
i) Date and general description of the reasons for each promotion
j) Date and type of each dismissal, suspension or demotion for disciplinary reasons taken by the
county. If the disciplinary action was a dismissal, a copy of the written notice of the final decision
of the county setting forth the specific acts or omissions that are the basis of the dismissal.
k) The office to which the employee is currently assigned.
SECTION 2
Access to Personnel Records
As required by NCGS Sec. 153A-98, any person may have access to the information listed in Section 1 of this
Article for the purpose of inspection, examination, and copying during the regular business hours, subject only
to such rules and regulations for the safekeeping of public records as the Board of Commissioners may adopt.
Access to such information shall be governed by the following provisions:
a) All disclosures of records shall be accounted for by keeping a written record (except for
authorized persons processing personnel actions) of the following information: Name of
employee, information disclosed, date information was requested, name and address of the person
to whom the disclosure is made. This information must be retained for a period of two years.
b) Upon request, records of disclosure shall be made available to the employee to whom it
pertains.
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c) An individual examining a personnel record may copy the information.
SECTION 3
Confidential Information
Revised April 18, 2011
The County does not furnish employee name and address lists.
All information contained in a County employee’s personnel file, other than the information listed in Section
1 of this Article, will be maintained as confidential in accordance with the requirement of NCGS Sec. 153A-
98 and shall be open to public inspection only in the following instances:
a) The employee or his/her duly authorized agent may examine all portions of his/her personnel
file, EXCEPT
1) letters of reference solicited prior to employment 2) information concerning a medical
disability, mental or physical, that a prudent physician would not divulge to his/her patient.
b) A licensed physician designated in writing by the employee may examine the employee’s
medical records.
c) A County employee having supervisory authority over the employee may examine all materials
in the employee’s personnel file.
d) By order of a court of competent jurisdiction, any person may examine all material in the
employees personnel file as may be ordered by the court.
e) An official of any agency of the State or Federal government, or any political subdivision of the
State may inspect any portion of a personnel file when such information is deemed necessary
and essential to the pursuance of a proper function of the inspecting agency, but no information
shall be divulged for the purpose of assisting in a criminal prosecution of the employee or for
the purpose of assisting in an investigation of the employees tax liability as provided for in
NCGS 153A-98. However, the name, address, and telephone number from a personnel file may
be released for the purpose of assisting in a criminal investigation.
f) As otherwise permitted by NCGS 153A-98.
g) Each individual requesting access to confidential information will be required to submit
satisfactory proof of identity.
h) A record shall be made of each disclosure and place in the employee's file (except disclosures to
the employee and the supervisor).
SECTION 4
Records of Former Employees
The provisions for access to records apply to former employees as they apply to present employees.
SECTION 5
Remedies of Employees Objecting to Material in File
An employee who objects to material in his/her file may place in their file a statement relating to the material
he/she considers to be inaccurate or misleading. The employee may seek the removal of such material in
accordance with the established grievance procedures (Article IX).
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SECTION 6
Penalty for Permitting Access to Confidential File by Unauthorized Person
General Statute 153A-98 provides that any public official or employee who knowingly and willfully permits
any person to have access to any confidential information contained in an employee personnel file, except as
expressly authorized by the designated custodian, is guilty of a misdemeanor and upon conviction shall be
fined in an amount not to exceed five hundred dollars ($500.00).
SECTION 7
Penalty for Examining and/or Copying Confidential Material Without Authorization
General Statute 153A-98 provides that any person, not specifically authorized to have access to a personnel
file designated as confidential, who shall knowingly and willfully examine in its official filing place, remove
or copy any portion of a confidential personnel file, shall be guilty of a misdemeanor and upon conviction shall
be fined in the discretion of the Court in an amount not to exceed five hundred dollars ($500.00).
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ARTICLE XIII. DRUG AND ALCOHOL FREE WORKPLACE POLICY
Revision Date: June 2, 2008, September 20, 2010, October 17, 2011, August 15, 2016, August 19, 2019, August 17, 2020, June 19, 2023, June 16, 2026
SECTION 1
Applicability, Purpose and Scope of Policy
Revised June 19, 2023
a. This Article XIII, “Drug and Alcohol Free Workplace Policy”, (the “Policy” as used in this Article) is
applicable to all employees except those employees who are Mass Transit Employees and Mass Transit
Applicants (as such terms are defined herein). Mass Transit Employees and Mass Transit Applicants
are subject to Addendum #3, “Drug and Alcohol Policy Applicable to Covered Mass Transit
Employees and Applicants for Such Positions,” to the Union County Personnel Resolution.
b. The purpose of this Policy is to maintain a Drug-free and Alcohol-free Workplace and to provide
procedures for testing job applicants and employees for the use of illegal drugs, the improper use of
prescription medications, and the misuse of Alcohol.
c. All testing will be conducted in a manner that will protect the rights of employees and applicants
subject to testing. Therefore, the County will take all necessary steps to safeguard the dignity and self-
esteem of those being tested and will ensure adherence to all procedures pertaining to the
implementation of this Policy. The County will adhere strictly to all standards of confidentiality and
assure all employees that testing records and results will be released only to those authorized to receive
such information.
d. Employees with substance-abuse problems are encouraged to voluntarily seek help. If an employee
should approach the County prior to being identified as a Drug user/abuser or Alcohol abuser by means
of Drug Testing or Alcohol Testing, all possible and positive consideration for a medical leave of
absence for treatment and/or counseling will be pursued. However, notwithstanding any other
provision of this Policy to the contrary, employees who fail Drug Tests or Alcohol Tests may be
disciplined, up to and including termination, in accordance with the provisions of this Policy. If an
employee is terminated, no benefits except those provided for by federal, State or local act will be
provided for beyond the last day of employment.
e. Employees will be given a copy of this Policy and will be required to sign a form acknowledging its
receipt. By continuing to work, the employee agrees that he/she will abide by the Policy as a condition
of employment. Failure to sign the form will result in disciplinary action up to and including
termination.
f. This Policy shall be administered by the Union County Human Resources Director or his or her
designee (the “HR Director”), in consultation with the Union County Risk Manager, and as directed
by the County Manager.
SECTION 2
Definitions
Revised October 17, 2011, August 15, 2016, June 19, 2023
Accident means a Major Vehicle Accident or any event occurring while an employee is On Duty that
results in death, bodily injury, or property damage that was not expected or intended to happen.
Adulterated Specimen means a specimenSpecimen that has been altered, as evidenced by test results
showing either a substance that is not a normal constituent for that type of specimenSpecimen or showing
an abnormal concentration of an endogenous substance.
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Alcohol means the intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight
alcohols contained in any beverage, mixture, mouthwash, candy, food, preparation, or medication.
Alcohol Concentration means the expression in terms of grams of Alcohol per 210 liters of breath as
indicated by a breath test under 49 CFR Part 40.
Alcohol Test(ing) means a test for the presence of Alcohol in the breath or blood of an employee.
Aliquot means a fractional part of a specimenSpecimen used for testing. It is taken as a sample representing
the whole specimenSpecimen.
Canceled Test means a Drug Test or Alcohol Test that has a problem identified that cannot be or has not
been corrected, or which is canceled. A Canceled Test is neither Positive nor Negative
CDL means a Commercial Driver’s License
Clearinghouse means the Commercial Driver’s License Drug and Alcohol Clearinghouse, a database
established under the FMCSA that contains information about violations of FMCSA’s Drug and Alcohol
testing program for the holders of CDL’s.
Commercial Vehicle means a motor vehicle or combination of motor vehicles used in commerce to
transport passengers or property if the vehicle:
(a) Has a gross combination weight rating of 26,001 or more pounds inclusive of a towed unit with a gross
vehicle weight rating of more than 10,000 pounds;
(b) Has a gross vehicle weight rating of 26,001 or more pounds;
(c) Is designed to transport 16 or more passengers, including the driver; or
(d) Is of any size and is used in the transportation of materials found to be hazardous for the purposes of
the Hazardous Materials Transportation Act and that requires the motor vehicle to be placarded under
the Hazardous Materials Regulations.
Confirmatory Test means a second analytical procedure performed on a different Aliquot of the original
specimenSpecimen to identify and quantify the presence of a specific Drug or metabolite; or in the case of
an Alcohol Test, a second test procedure performed to determine Alcohol Concentration.
Conviction means a finding of guilt, a plea of guilt, a plea of nolo contender, or imposition of sentence by
any judicial body charged with the responsibility to determine violations of federal or state Criminal Drug
Statutes.
County means Union County, North Carolina.
Covered Applicant means an applicant for an employment position that would be considered a Covered
Employee position under this Policy.
Covered Employee means an employee whose job involves the performance of a Safety-Sensitive
Function. Covered Employees include, but are not limited to, Covered Employees who drive a Commercial
Vehicle.
Criminal Drug Statute(s) means a criminal statute relating to the manufacture, distribution, dispensation,
use or possession of any Drug.
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Dilute(d) Specimen means a urine specimenSpecimen with creatinine and specific gravity values that are
lower than expected for human urine.
Disabling Damage means damage that precludes departure of a motor vehicle from the scene of the
Accident in its usual manner in daylight after simple repairs. This definition includes damage to a motor
vehicle, where the vehicle could have been operated, but would have been further damaged if so operated.
This definition excludes: damage that can be remedied temporarily at the scene of the occurrence without
special tools or parts; tire disablement without other damage even if no spare tire is available; headlamp
or taillight damage; and damage to turn signals, horn, or windshield wipers, which makes them inoperable.
DOT means the United States Department of Transportation and all of its agencies, including, but not
limited to, the Federal Aviation Administration (FAA), the Federal Railroad Administration (FRA), the
FMCSA, the FTA, the Pipeline and Hazardous Materials Safety Administration (PHMSA), the National
Highway Traffic Safety Administration (NHTSA), and the Office of the Secretary. The United States
Coast Guard (USCG), in the Department of Homeland Security, is considered to be a DOT agency for
Drug Testing purposes. These terms include any designee of a DOT agency.
Drug means a drug or controlled substance as listed in Schedules I through V of the Federal Controlled
Substances Act (21 U.S.C. § 812) or as defined in the North Carolina Controlled Substances Act (Chapter
90, Article 5, N.C.G.S), or any other substance (other than food) that may be determined to reduce work
efficiency.
Drug Test(ing) means a test for the presence of Drugs or Drug metabolites in the urine, oral fluid, or blood
of an employee.
FMCSA means the Federal Motor Carrier Safety Administration.
FTA means the Federal Transit Administration.
HHS means the United States Department of Health and Human Services or any designee of the Secretary,
Department of Health and Human Services.
Initial Drug Test means the test used to differentiate a Negative specimenSpecimen from one that requires
further testing for Drugs or Drug metabolites.
Invalid Result means the result reported by a Laboratory in accordance with the criteria established by the
HHS Mandatory Guidelines when a Positive, Negative, Adulterated, or Substituted Specimen result cannot
be established for a specific Drug or specimenSpecimen Validity Test.
Laboratory means any U.S. laboratory certified by HHS under the National Laboratory Certification
Program as meeting the minimum standards of Subpart C of the HHS Mandatory Guidelines for Federal
Workplace Drug Test Programs; or, in the case of foreign laboratories, a laboratory approved for
participation by DOT. For the purposes of Drug Testing an Oral Fluid Specimen, Laboratory also means
any U.S. laboratory holding a CLIA certification and/or CAP accreditation.
Major Vehicle Accident means an occurrence involving the operation of a vehicle that results in: (i) a
fatality; (ii) bodily injury to a person who, as a result of the injury, immediately receives medical treatment
away from the scene of the accident; or (iii) one or more vehicles incurring Disabling Damage as a result
of the accident, requiring the vehicle(s) to be transported away from the scene by a tow truck or other
vehicle.
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Mass Transit Applicant means an applicant for an employment position that would be considered a Mass
Transit Employee as defined in this Policy.
Mass Transit Employee means an employee who: (i) works for a County agency or department that
receives federal transit funds; and (ii) operates a Revenue Service Vehicle, operates a Nonrevenue Service
Vehicle that requires a CDL, controls the dispatch or movement of a Revenue Service Vehicle, or maintains
(including repair, overhaul, and rebuilding) a Revenue Service Vehicle or equipment used in revenue
service.
Medical Review Officer (MRO) means a properly licensed physician (medical doctor or doctor of
osteopathy) responsible for receiving Laboratory results generated under this Policy who has specific
training in the area of substance abuse. The MRO not only has knowledge of substance-abuse disorders,
but also has been trained to interpret and evaluate Laboratory test results in conjunction with an employee’s
medical history and any other relevant bio-medical information.
National Highway Traffic Safety Administration (NHTSA)-approved Evidential Breath Testing device
(EBT) means a device approved by the NHTSA for the evidential testing of breath at the 0.02 and 0.04
Alcohol Concentrations and appears on the Office of Drug & Alcohol Policy & Compliance (“ODAPC”)
web page for “Approved Evidential Breach Measurement Devices” because it conforms with the model
specifications available from NHTSA.
Negative, with respect to the results of an Alcohol Test, means a test that indicates a breath Alcohol
Concentration of less than 0.02. Negative, with respect to the results of a Drug Test, means a test result
that is reported when a specimenSpecimen contains no Drug or Drug metabolite, or the concentration of
the Drug or Drug metabolite is less than the cutoff concentration for the Drug or Drug class or Drug
metabolite and the specimenSpecimen is a valid specimenSpecimen.
Negative Dilute means a Drug Test result which is Negative for the five Drug/Drug metabolites but has
creatinine and specific gravity values lower than expected for human urine.
Nonrevenue Service Vehicle means a vehicle available to the public for carrying passengers who are not
charged for transportation on either a per-passenger or per-vehicle basis (such as a school bus), in
accordance with FTA regulations.
On Call means being subject to a call to report immediately to work for which the employee receives some
form of compensation from the County.
On Duty means when an employee is at the Workplace, performing job duties, or during any other period
of time for which he or she is entitled to receive pay from the County.
Oral Fluid Specimen means a Specimen that is collected from a person’s oral cavity and is a combination
of physiological fluids produced primarily by the salivary glands. An Oral Fluid Specimen is considered
to be a direct observation collection under this Policy.
Pass with respect to an Alcohol Test means that the test showed no evidence or insufficient evidence of a
prohibited level of Alcohol. Pass with respect to Drug Test means that the test showed either (a) no
evidence or insufficient evidence of a prohibited Drug or Drug metabolite, or (b) evidence of a prohibited
Drug or Drug metabolite, but there was a legitimate medical explanation for the result as determined by
an MRO.
Positive, with respect to the results of an Alcohol Test, means the presence of Alcohol in an employee’s
system in a concentration of 0.04 or greater (although see Section 3 of this Policy for the treatment of an
Alcohol Test with the presence of Alcohol in an employee’s or applicant’s system in a concentration of at
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least 0.02). Positive, with respect to the results of a Drug Test, means the test result that is reported when
a specimenSpecimen contains a Drug or Drug metabolite equal to or greater than the cutoff concentrations.
Reasonable Suspicion for Covered Employees who drive a Commercial Vehicle means that there is
suspicion that an employee is engaged in the improper use of Alcohol or Drugs in violation of this Policy,
based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech,
or body odors of the Covered Employee who drives a Commercial Vehicle made by a Supervisor or other
County official trained in detecting the signs and symptoms of misuse of Alcohol or Drugs in accordance
with 49 C.F.R. § 382.603.
Reasonable Suspicion for all other employees (those employees who are not Covered Employees who
drive a Commercial Vehicle) means a well-founded belief, as determined by an employee’s Supervisor,
that the employee is engaged in the improper use of Alcohol or Drugs in violation of this Policy based on
the following criteria:
Direct observation of Alcohol or Drug use or possession;
Direct observation of common physical symptoms of being under the influence of Alcohol or Drugs,
such as impairment of motor functions or speech;
Arrest or Conviction for an Alcohol or Drug related offense, or the identification of an employee as
the focus of a criminal investigation into illegal Drug possession, use, or distribution;
Information provided by reliable and credible sources or independently corroborated; or
Newly discovered evidence that the employee tampered with a previous Alcohol Test or Drug Test.
Reconfirm means the result reported for a split specimenSpecimen when the second Laboratory is able to
corroborate the original result reported for the primary specimenSpecimen.
Revenue Service Vehicle means a vehicle available to the public for carrying passengers who pay
transportation fares either directly, through assistance by public policy, or through some contractual
arrangement, in accordance with FTA regulations.
Safety-sensitive Function for all Covered Employees who drive a Commercial Vehicle means:
• Operating a non-transit commercial motor vehicle requiring a CDL to be operated.
Safety-sensitive Function for all other employees (those employees who are not Covered Employees who
drive a Commercial Vehicle) means a job function the dereliction of which may likely cause a serious and
immediate threat to public safety, including, without limitation:
• Driving a motor vehicle on a regular basis, unless the percentage of work time spent driving is
negligible;
• Operating heavy machinery;
• Maintaining or inspecting motor vehicles or heavy machinery;
• Dispatching emergency services;
• Handling hazardous chemicals;
• Performing water treatment or wastewater treatment operations;
• Veterinarian services;
• Performing direct patient health care; or
• Lifeguarding.
SAP means a Substance Abuse Professional as defined in 49 C.F.R. Part 40.
Specimen means fluid, breath, or other material collected from a person for the purpose of a Drug Test or
Alcohol Test.
Split Specimen Collection means a collection in which the urinesingle Specimen collected is divided into
two separate bottlescontainers, the primary specimenSpecimen (Bottle A) and the split specimenSpecimen
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(Bottle B).
Substituted Specimen means a urine specimen with creatinineperson’s Specimen not consistent with a
normal human Specimen, as determined by HHS (e.g., a urine Specimen with creatine and specific gravity
values that are so diminished or so divergent that they are not consistent with normal human urine).
Supervisor, in general, means any employee who has the authority to direct the job activities of one or more
other employees. With respect to a particular employee, the term means such employee’s immediate
Supervisor and all persons having indirect supervisory authority over such employee.
Validity Test(ing) means the evaluation of the specimenSpecimen to determine if it is consistent with
normal human urine. Specimen validity testing will be conducted on all urine specimensSpecimens
provided for testing under DOT authority. The purpose of Validity Testing is to determine whether certain
adulterants or foreign substances were added to the urine, if the urine specimenSpecimen was a Diluted
Specimen, or if the specimenSpecimen is a Substituted Specimen.
Verified Negative, with respect to the results of a Drug Test, means a test result reviewed by a MRO and
determined to have no evidence of prohibited Drug use above the minimum cutoff levels established by
HHS. Verified Negative, with respect to the results of an Alcohol Test, means a test that indicates a breath
Alcohol Concentration of less than 0.02.
Verified Positive, with respect to the results of a Drug Test, means a test result reviewed by a MRO and
determined to have evidence of prohibited Drug use above the minimum cutoff levels specified in 49 CFR
Part 40 as revised.
Workplace means the location or facility where an employee may be expected to perform any task related
to the requirements of his or her job. This includes break rooms and restrooms, outdoor work sites, County
vehicles, personal vehicles while being used for County business, computer workstations, conference
rooms, hallways, private offices, open/partitioned work areas, public contact/customer service/medical
services areas, and parking lots.
SECTION 3
Prohibited Behavior
Revised June 19, 2023
3.1 Alcohol
a. The manufacture, distribution, dispensation, possession, storage, purchase, or use of Alcohol by
County employees while On Duty is prohibited and constitutes grounds for immediate termination.
b. No employee shall report for duty or remain On Duty while having an Alcohol Concentration of
0.02 or greater.
c. No Covered Employee shall use Alcohol within four (4) hours before going On Duty.
d. No employee involved in an Accident that requires an Alcohol Test pursuant to this Policy shall
consume any Alcohol for eight (8) hours following the Accident or until the test is performed,
whichever comes first.
e. An employee who: (i) refuses to submit to an Alcohol Test or fails to follow through with an
Alcohol Test when testing is required by this Policy, or (ii) reports or remains On Duty with an
Alcohol Concentration of 0.04 or greater will be subject to termination. The employee will be
removed immediately from duty and referred to a SAP. However, before proceeding with
disciplinary action, the employee's Department Director must assure that the facts of the case are
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reviewed by the HR Director.
f. An employee who is tested and found to have an Alcohol Concentration of 0.02 or greater but less
than 0.04 shall not perform or continue to perform his or her job functions until the start of
the employee's next regularly scheduled duty period, but not less than twenty-four (24) hours
following administration of the test unless a Confirmatory Test results in an Alcohol Concentration
of less than 0.02. The employee shall be removed from duty without pay for this period.
g. An employee who is terminated as a result of a Positive Alcohol Test will not be considered for
re-employment for a period of two (2) years from the date of the test.
h. A Covered Employee who drives a Commercial Vehicle who: (i) refuses a required Alcohol Test
or (2) has a confirmed Alcohol Test result of 0.04 or greater may not subsequently perform any
Safety-Sensitive Function for the County unless and until he or she completes a SAP evaluation,
referral, and education/treatment process, and shall be subject to return-to-duty and follow up
testing, as set forth in 49 C.F.R. Part 40, as amended.
3.2 Drugs
a. The unlawful manufacture, distribution, dispensation, possession, purchase, or use of Drugs by
employees is prohibited and constitutes grounds for immediate termination.
b. No employee shall report for duty or remain On Duty while under the influence of Drugs.
c. An employee shall inform his or her Supervisor if, prior to beginning work or while he or she is
On Duty, he or she has used or intends to use any prescription medication, over-the-counter
medication, or other substance that might impair his or her ability to satisfactorily perform duties.
Employees are responsible for a thorough understanding of the effects and potential side effects
of medications or other chemical, chemicals, or substances takenin any form ingested, applied or
used by the employee. Failure to notify the Supervisor under these circumstances may result in
disciplinary action up to and including termination. However, before proceeding with disciplinary
action, the employee's Department Director must assure that the facts of the case are reviewed by
the HR Director.
d. An employee who: (i) refuses to submit to, or fails to follow through when testing is required by
this Policy or (ii) has a Verified Positive Drug Test will be subject to termination. The employee
will be removed immediately from duty and referred to a SAP. However, before proceeding with
disciplinary action (initial removal from performing any Safety-Sensitive Function, with pay, is
not a disciplinary action), the employee's Department Director must assure that the facts of the
case are reviewed by the HR Director.
e. An employee who is terminatedseparates employment as a result of a Positive Drug Test may not
be considered for re- employment for a period of two (2) years from the date of the test.
f. A Covered Employee who drives a Commercial Vehicle who: (i) refuses a required Drug Test or
(2) has a Verified Positive Drug Test may not subsequently perform any Safety-Sensitive Function
for the County unless and until he or she completes a SAP evaluation, referral and
education/treatment process and shall be subject to return-to-duty and follow up testing, as set
forth in 49 C.F.R. Part 40, as amended.
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SECTION 4
Supervisor Responsibilities
Revised June 19, 2023
Every Supervisor shall:
a. Consistently apply this Policy to all employees under his or her supervision. A Supervisor who
fails to apply this Policy when he or she believes or reasonably should believe that an employee
under his or her supervision has committed a violation, will be disciplined.
b. Initiate the process for having an employee take a Drug Test or Alcohol Test by notifying the
HR Director, if there is Reasonable Suspicion that an employee under his or her supervision,
when such employee is On Duty, has an illegal Drug or Alcohol in his or her system or is
using any legal Drug in a manner other than it was intended.
c. Ensure that all employees he or she supervises receive training on the requirements and
consequences of this Policy.
d. Follow the procedure established by the Department Director for assuring that an employee
who is to be tested for Alcohol or other Drugs is transported to the designated test site, and
that those employees for whom there is Reasonable Suspicion of substance abuse or who have
had a breath Alcohol Test result of 0.02 or greater are transported home, either by personal
family/friends or by arranged transportation.
SECTION 5
Employee Responsibilities
Every employee and, to the extent applicable, every applicant shall:
a. Abide by this Policy as a condition of employment.
b. Comply with all applicable laws regulating the manufacture, distribution, dispensation, use or
possession of Alcohol, Drugs, or prescription medications.
c. Assure that his or her ability to perform his or her job duties is not negatively affected due to
use of a Drug or Alcohol when scheduled to report to work or when On Call. Should any
employee be requested to report to work earlier than his or her normal or previously assigned
time, it is the employee's responsibility to advise his or her Supervisor of an inability to
perform his or her job duties or that he or she has used Alcohol or Drugs within the last four
hours prior to reporting for duty. If the employee had received prior notice that he or she might
be called back into work, the employee shall be considered absent without leave if he or she
is unable to report to duty and may be subject to other disciplinary action due to inability to
report for duty.
In the case of a Supervisor who has consumed Alcohol or Drugs within four hours of receiving
an unscheduled notice to report to work or who is otherwise unable to perform his or her job
duties due to the influence of Alcohol or Drugs, the Supervisor shall contact a previously
designated employee within his or her department to assume the role and responsibilities of
the supervisory position until the four-hour time period has passed or, if later, the Supervisor
is no longer under such influence and can safely return to duty. If no employee within the
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Supervisor's department is available or capable of assuming temporary supervisory
responsibilities, the Supervisor shall contact a Deputy or Assistant County Manager who shall
appoint a temporary Supervisor.
d. Submit immediately to a Drug Test or Alcohol Test when requested by his or her Supervisor
or by the HR Director in accordance with this Policy.
e. Notify his or her department director within five (5) days of Conviction of a violation of a
Criminal Drug Statute such as the manufacture, distribution, dispensation, possession, or use
of narcotics, Drugs, or for any other controlled substance when such violation occurred
while the employee was On Duty, as required by the Drug-Free Workplace Act of 1988.
f. Covered Employees who drive a Commercial Vehicle shall comply with Section 13.
SECTION 6
Drug and Alcohol Tests
Revised October 17, 2011, August 15, 2016, June 19, 2023
6.1 Reasonable Suspicion Testing
a. Any employee who while on County property, while operating a County vehicle, or while
otherwise On Duty, demonstrates work performance or behavior that creates a Reasonable
Suspicion that the employee is under the influence of Alcohol or Drugs in violation of this Policy
shall be subject to Alcohol Testing or Drug Testing.
b. An Alcohol Test shall be administered within two (2) hours, but no later than eight (8) hours,
following the determination of Reasonable Suspicion. If the test is not administered within two
(2) hours, the Supervisor must document the reason(s) the test was not promptly administered.
If the test is not administered within eight (8) hours, the Supervisor shall cease attempts to
administer the test and shall prepare and maintain a written record stating the reason(s) for not
administering the test.
c. A Drug Test shall be administered as soon as possible, but not later than thirty-two (32) hours,
following the determination of Reasonable Suspicion. If the test is not administered within
thirty-two (32) hours, the Supervisor shall cease attempts to administer the test and shall prepare
and maintain a written record stating the reason(s) for not administering the test.
d. Once Reasonable Suspicion is established, the employee shall not be allowed to report to duty
or remain On Duty until: (i) an Alcohol Test or Drug Test is administered and the results of such
test are Negative, or (ii) eight (8) hours have elapsed following a determination of Reasonable
Suspicion of Alcohol, or (iii) thirty-two (32) hours have elapsed following a determination of
Reasonable Suspicion of Drugs.
e. A written record shall be made of the grounds for administering a Reasonable Suspicion Test
for Alcohol or Drugs and signed by the Supervisor or departmental designee who made the
determination of Reasonable Suspicion within twenty-four (24) hours of the observed behavior
or before the results of the Alcohol Test or Drug Test are released, whichever is earlier.
6.2 Post-Accident Testing
a. Any employee (who is not a Covered Employee) whose conduct apparently contributed to an
Accident resulting in: (i) death: (ii) bodily injury requiring a trip to the emergency room or
hospital; or (iii) Disabling Damage, shall be tested for Drugs and Alcohol following such
Accident.
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b. Any Covered Employee whose conduct may have contributed to an Accident resulting in (i)
death; (ii) bodily injury requiring medical treatment away from the scene of the Accident; or
(iii) Disabling Damage, shall be tested for Drugs and Alcohol following such Accident.
c. In addition to the other post-Accident testing requirements described herein and established
pursuant to the sole authority of the County, all Covered Employees who drive a Commercial
Vehicle will be subject to the testing requirements found in 49 CFR § 382.303, as amended. This
regulation requires the County to test all surviving drivers for Alcohol following an occurrence
involving a Commercial Vehicle operating on a public road in commerce if the driver: (1) was
performing a safety-sensitive function (as set forth in 49 CFR Part 382, as amended) with respect
to the vehicle and the Accident involved the loss of human life; or (2) receives a citation within
8 hours of the occurrence under State or local law for a moving traffic violation arising from the
Accident, if the occurrence involved: (i) bodily injury to any person who, as a result of the injury,
immediately receives medical treatment away from the scene of the occurrence; or (ii) one or
more motor vehicles incurring Disabling Damage as a result of the occurrence, requiring the
motor vehicle to be transported away from the scene by a tow truck or other motor vehicle. The
regulation requires the County to test all surviving drivers for controlled substances, including
Drugs, following an occurrence involving a Commercial Vehicle operating on a public road in
commerce if the driver: (1) was performing a safety-sensitive function (as defined by 49 CFR
Part 382, as amended) with respect to the vehicle and the Accident involved the loss of human
life; or (2) receives a citation within 32 hours of the occurrence under State or local law for a
moving traffic violation arising from the Accident, if the Accident involved: (i) bodily injury to
any person who, as a result of the injury, immediately receives medical treatment away from
the scene of the Accident; or (ii) one or more motor vehicles incurring Disabling Damage as a
result of the Accident, requiring the motor vehicle to be transported away from the scene by a
tow truck or other motor vehicle. These testing requirements set forth in 49 CFR § 382.303 do
not apply to: (1) an occurrence involving only boarding or alighting from a stationary motor
vehicle; or (2) an occurrence involving only the loading or unloading of cargo; or (3) an
occurrence in the course of the operation of a passenger car or a multipurpose passenger vehicle
(as defined in 49 CFR § 571.3, as amended) unless the motor vehicle is transporting passengers
for hire or hazardous materials of a type and quantity that require the motor vehicle to be marked
or placarded in accordance with 49 CFR 177.823, as amended.
An employee who is subject to post-Accident testing under this subsection c shall remain readily
available for such testing or may be deemed by the County to have refused to submit to testing.
Nothing in this Policy shall be construed to require the delay of necessary medical attention for
injured people following an Accident or to prohibit a driver from leaving the scene of an
Accident for the period necessary to obtain assistance in responding to the Accident, or to obtain
necessary emergency medical care.
d. Post-Accident Alcohol Tests will be administered immediately following the Accident or as
soon thereafter as medically and legally possible, but no later than eight (8) hours after the
Accident. If the test is not administered within two (2) hours, the Supervisor shall prepare and
maintain a written record stating the reason(s) why the test was not administered within two
(2) hours. If the test is not administered within eight (8) hours, the Supervisor shall cease
attempts to administer the test and shall prepare and maintain a written record stating the
reason(s) why the test was not promptly administered.
e. Post-Accident Drug Tests will be administered immediately following the Accident or as soon
thereafter as medically and legally possible, but no later than thirty-two (32) hours after the
Accident. If the test is not administered within thirty-two (32) hours, the Supervisor shall cease
attempts to administer the test and shall prepare and maintain a written record stating the
reason(s) why the test was not promptly administered.
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6.3 Pre-placement Testing
a. Before any new or existing Covered Employee first operates a County-owned vehicle or
performs any other Safety-Sensitive Function for the County, he or she must submit to Drug
Testing. Such Covered Employee will not be permitted to drive a County vehicle or perform a
Safety-Sensitive Function unless the test is Negative.
b. Before any new or existing Covered Employee who drives a Commercial Vehicle first operates
a Commercial Vehicle or performs other related Safety-Sensitive Functions as defined in 49
C.F.R. 382.107, the employee must submit to Drug Testing and receive a Verified Negative
result. If the pre-placement Drug Test is a Canceled Test, the employee must take another pre-
placement Drug Test with a Verified Negative result.
c. Covered Applicants applying for positions as Covered Employees who drive a Commercial
Vehicle are required (even if ultimately not hired) to provide the County with signed written
releases requesting FTA Drug and Alcohol records from all previous DOT-covered employers
as required by applicable law or any government agency. Failure to do so will result in the
employment offer being rescinded. If the Covered Applicant has tested Positive or refused to
test on a pre-employment test for a DOT-covered employer, the Covered Applicant must provide
the County proof of having successfully completed a referral, evaluation, and treatment plan as
described in 49 CFR § 655.62.
6.4. Random Testing
a. Random testing will be done for Covered Employees on a percentage basis in a fair and equal
manner. Each time a random selection is made, every employee subject to testing will have an
equal chance of being tested. Random tests shall be administered reasonably throughout the
calendar year. Random test selection will be made by a scientifically valid method by using a
computer based random number generator.
b. Covered Employees are subject to unannounced Drug Tests throughout the year and may be
tested at any time they are On Duty. Pursuant to County policy (and not federal regulations), at
least ten percent (10%) of the average number of Covered Employees shall be tested each year
for Drugs.
c. Covered Employees who drive a Commercial Vehicle are subject to unannounced Drug Tests
and Alcohol Tests throughout the year and may be tested at any time they are On Duty. The
minimum percentage rates for random Drug Testing and Alcohol Testing for Covered
Employees who drive a Commercial Vehicle shall be at the current rates determined by FMCSA
Administrator pursuant to 49 C.F.R. Part 382, as amended. Covered Employees who drive a
Commercial Vehicle will be included in one random testing pool maintained separately from the
testing pool of all other County employees who are covered under the sole authority of the
County or who are Mass Transit Employees.
d. When a Covered Employee is selected for random testing, both the employee and the employee's
Supervisor shall be notified on the day the test is scheduled to occur. The Covered Employee’s
Supervisor shall explain to the employee that he/she is under no suspicion of using Alcohol or
taking Drugs and that the employee's name was selected randomly pursuant to this Policy. The
Covered Employee’s Supervisor shall reasonably endeavor to ensure that the Covered Employee
proceeds to the collection site for the test.
e. When a Covered Employee is notified that he or she has been selected for random testing, he or
she will proceed immediately to the collection site.
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6.5. Return to Duty Testing
a. Covered Employees who have been suspended from work based on a Positive Drug Test or
Alcohol Test must submit to a Drug Test or Alcohol Test before returning to work following the
suspension period. A Negative test result is required before the employee may be authorized to
return to duty.
b. A Positive Return to Duty test shall result in termination.
c. Covered Employees who drive a Commercial Vehicle are subject to return to duty testing
following a Verified Positive Drug Test result, a confirmed Alcohol Test with a result indicating
an Alcohol Concentration of 0.04 or greater, a refusal to test (including by adulterating or
substituting a urine specimenSpecimen) or any other violation of the prohibition on the use of
Alcohol or Drugs under a DOT agency regulation. Such Covered Employees who drive a
Commercial Vehicle must have a Negative Drug Test result and/or (depending upon which test
is required) an Alcohol Test with an Alcohol Concentration of less than 0.02 before they will be
allowed to resume any DOT Safety-Sensitive Function. The test cannot occur until after the
SAP has determined that such Covered Employee has successfully complied with prescribed
education and/or treatment. Nothing in this Section requires the County to return an employee
to Safety-Sensitive Functions because the employee has met these conditions.
6.6 Follow-up Testing
a. Covered Employees who have been authorized to return to duty following suspension based on
a Positive Drug Test or Alcohol Test must submit to a minimum of six (6) unannounced periodic
Follow-up Tests within the first twelve (12) months following return to duty.
b. Any Covered Employee returning to duty following completion of a voluntary drug
rehabilitation program must submit to the same Follow-up Tests described above. If the Covered
Employee is returning to duty following a self-referral or management referral to drug/Alcohol
rehabilitation (which was not precipitated by a Positive test or a refusal to test on a DOT Drug
Test or Alcohol Test), the follow-up tests conducted will be on non-DOT forms but will be
modeled off of the DOT procedures.
c. A Positive Follow-up Test will result in termination.
d. Follow-up Testing is separate from and in addition to Random Testing. Covered Employees
subject to Follow-up Testing must also remain in the standard random pool and must be tested
whenever their names come up for Random Testing, even if this means being tested twice in the
same week or month.
e. Covered Employees who Drive a Commercial Vehicle who violate this Policy by refusing to
take a required Drug Test or Alcohol Test or by having a Verified Positive Drug Test or by
having a confirmed Alcohol Test result of 0.04 or greater, and who seek to resume the
performance of Safety-Sensitive Functions, will be required to undergo frequent, unannounced
Drug Tests and/or Alcohol Tests following their return-to-duty in accordance with a written
follow-up testing plan to be established by the SAP after the SAP determines that the employee
has successfully complied with the SAP’s recommendations for education and/or treatment. The
SAP is the sole determiner of the number and frequency of follow-up tests and whether these
tests will be for Drugs, Alcohol, or both, unless otherwise directed by the appropriate DOT
agency regulations. However, the SAP must, at a minimum, direct that such
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Covered Employees who drive a Commercial Vehicle be subject to six unannounced follow-up
tests in the first 12 months of Safety-Sensitive Function duty following a return to Safety-
Sensitive Functions. The requirements of the SAP’s follow-up testing plan “follow the
employee” to subsequent employers or through breaks in service in accordance with the
provisions in 49 CFR Part 40. The employee will not be allowed to continue to perform Safety-
Sensitive Functions unless follow-up testing is conducted as directed by the SAP.
SECTION 7
Refusal to Submit to a Test
An employee’s refusal to take a Drug Test or Alcohol Test required by this Policy is a violation of the
Policy.
Covered Employees who drive a Commercial Vehicle who violate this Policy by refusing to take a required
Drug Test or Alcohol Test may not subsequently perform any Safety-Sensitive Function for the County
unless and until he or she completes a SAP evaluation, referral, and education/treatment process and shall
be subject to return-to-duty and follow up testing, as set forth in 49 C.F.R. Part 40.
A Covered Employee or Covered Applicant who leaves the testing site before the testing process
commences for a pre-placement test is not deemed to have refused to test. A Covered Employee or Covered
Applicant who does not provide a urine specimenor Oral Fluid Specimen because he or she has left the
testing site before the testing process commences for a pre-placement test is not deemed to have refused
to test. A Covered Employee or Covered Applicant who does not provide an adequate amount of breath
or saliva because he or she has left the testing site before the testing process commences for a pre-placement
test is not deemed to have refused to test.
It is considered a refusal to take a test if an employee:
i. fails to appear for any test (except a pre-placement test) within a reasonable time, as
determined by the employer, after being directed by the employer to do so;
ii. fails to remain at the testing site until the testing is complete (except a pre-placement
test which has not started);
iii. fails to provide a urine specimenor Oral Fluid Specimen for any Drug Test, or breath for an
Alcohol Test;
iv. fails, in the case of a directly observed or monitored collection in a Drug Test, to
permit the observation or monitoring of the employee’s provision of a
specimenSpecimen;
v. fails to provide a sufficient amount of urine, oral fluid, or breath when directed, and
it has been determined that there was no adequate medical explanation for the
failure;
vi. fails or declines to take an additional test when directed to do so by the collector or
employer;
vii. fails to undergo a medical examination or evaluation, as directed by the MRO or
employer as part of the verification process, or as directed by the HR Director
as part of the “shy bladder” or “shy lung” procedures;
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viii. fails to cooperate with any part of the testing process (e.g., refuses to empty pockets
when directed by the collector, behaves in a confrontational way that disrupts
the collection process, fails to wash hands after being directed to do so by the
collector).
ix. has a test result that the MRO reports is verified Adulterated or Substituted Specimen;
x. if such employee is a Covered Employee who drives a Commercial Vehicle or a
Covered Applicant for such a position, fails or refuses to sign Step 2 of the
Alcohol Testing Form (ATF) if required by 49 CFR Part 40, as amended;
xi. fails to follow the observer’s instructions during an observed collection, including
instructions to raise clothing above the waist, lower clothing and underpants,
and to turn around to permit the observer to determine if the employee has any
type of prosthetic or other device that could be used to interfere with the
collection process;
xii. possesses or wears a prosthetic or other device that could be used to interfere with the
collection process;
xiii. admits to the collector or MRO that the employee adulterated or substituted the
specimenSpecimen; or
xiv. fails to remain readily available for post-Accident testing if subject to such testing.
Nothing in this Policy shall be construed to require the delay of necessary medical attention for injured
people following an Accident or to prohibit a driver from leaving the scene of an Accident for the
period necessary to obtain assistance in responding to the Accident, or to obtain necessary emergency
medical care.
SECTION 8
Drug Testing Procedures
a. The Drugs that will be tested for include marijuana, cocaine, opioids, amphetamines, and
phencyclidine (including such Drug metabolites). Initial testing for heroin will be mandatory for all
opioid Positive Drug Tests.
b. After the identity of the donor employee/applicant is checked using picture identification, a urine
specimenor Oral Fluid Specimen will be collected using the Split Specimen Collection method. Each
specimen Oral Fluid Specimen testing may be utilized for Reasonable Suspicion testing and post-
accident testing of employees subject to this Policy who do not drive a Commercial Vehicle, as well
as for any other employees subject to this Policy upon approval by the County Manager in accordance
with applicable law. Each Specimen will be accompanied by a DOT Chain of Custody and Control
Form and identified using a unique identification number that attributes the specimenSpecimen to the
correct individual. The specimenSpecimen analysis will be conducted at a Laboratory. An Initial Drug
Test and Validity Test will be conducted on theany primary urine specimenSpecimen if applicable.
For those specimensSpecimens that are not Negative, a Confirmatory Test will be performed. The
Confirmatory Test will be considered Positive if the amounts of the Drug(s) and/or its metabolites
identified by the Confirmatory Test are above the minimum thresholds for such Drug(s) and/or
metabolites.
c. The test results from the Laboratory will be reported to the MRO, and the MRO will review the results
as described in Section 11 of this Policy.
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d. Employees and Covered Applicants that have a Verified Positive Drug Test result or a test refusal due
to adulteration or substitution may request a test of their split specimenSpecimen. However,
employees
and Covered Applicants do not have access to a test of their split specimenSpecimen following an
Invalid Result. The split sample test must be conducted at a second Laboratory. The test must be
conducted on the split sample that was provided by the employee or Covered Applicant at the same
time as the primary sample. The employee’s or Covered Applicant’s request for a split sample test
must be made to the MRO within 72 hours of notice of the original sample verified test result. Requests
after 72 hours will only be accepted at the discretion of the MRO if the delay was due to documentable
facts that were beyond the control of the employee or Covered Applicant. The County will ensure that
the cost for the split specimenSpecimen is covered in order for a timely analysis of the sample.
However, the County will seek reimbursement for the split sample test from the employee or Covered
Applicant.
e. If a test has an Invalid Result without a medical explanation, a retest will be conducted under direct
observation. Employees and Covered Applicants do not have access to a test of their split
specimenSpecimen following an Invalid Result.
f. Following a Negative Dilute result, the employee or Covered Applicant will be required to undergo
another test. Should this second test result in a Negative Dilute result, the test will be considered a
Negative and no additional testing will be required unless directed to do so by the MRO.
g. Observed collections
1. Observed collections are required in the following circumstances:
i. Anytime the temperature on the original specimenSpecimen was out of the accepted
temperature range;
ii. Anytime the employee or Covered Applicant is directed to provide another
specimenSpecimen because the original specimenSpecimen appeared to have been
tampered with;
iii. Anytime a collector observes materials brought to the collection site or the employee’s
or Covered Applicant’s conduct clearly indicates an attempt to tamper with a
specimenSpecimen;
iv. Anytime the Laboratory reported to the MRO that the original specimenSpecimen was
invalid and the MRO determined that there was not an adequate medical explanation
for the result;
v. For Covered Employees who drive a Commercial Vehicle, all return-to-duty tests;
vi. For Covered Employees who drive a Commercial Vehicle, all follow-up tests;
vii. For Covered Employees who drive a Commercial Vehicle or Covered Applicants for
such positions, anytime the MRO reports that the original specimenSpecimen was
Positive, or an Adulterated or Substituted Specimen, but had to be cancelled because
the test of the split specimenSpecimen could not be performed;
viii. For Covered Employees who drive a Commercial Vehicle or Covered Applicants for
such positions, anytime the Laboratory reports to the MRO that the
specimenSpecimen was Negative Dilute with a creatinine concentration greater than
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or equal to 2 mg/dL but less than or equal to 5 mg/dL, and the MRO reported the
specimenSpecimen to the County as Negative Dilute and that a second collection must
take place under direct observation.
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2. The employee or Covered Applicant who is being observed will be required to raise his or her
shirt, blouse, or dress/skirt, as appropriate, above the waist; and lower clothing and underpants
to show the collector, by turning around that they do not have a prosthetic device.
SECTION 9
Alcohol Testing Procedures
Tests for breath Alcohol Concentration will be conducted utilizing a National Highway Traffic Safety
Administration (NHTSA)-approved Evidential Breath Testing device (EBT) operated by a trained Breath
Alcohol Technician (BAT). Alcohol Tests may be performed using a non-evidential testing device which
is also approved by NHSTA (a list of approved Alcohol screen devices may be found on ODAPCs web
page for “Approved Screening Devices to Measure Alcohol in Bodily Fluids”). If the initial test indicates
an Alcohol Concentration of 0.02 or greater, a second test will be performed to confirm the results of the
initial test. The Confirmatory Test must occur on an EBT. The Confirmatory Test will be conducted at
least fifteen minutes after the completion of the initial test. The Confirmatory Test will be performed using
a NHTSA-approved EBT operated by a trained BAT. The EBT will identify each test by a unique
sequential identification number. This number, time, and unit identifier will be provided on each EBT
printout. The EBT printout, along with an approved Alcohol Testing form, will be used to document the
test, the subsequent results and to attribute the test to the correct employee or Covered Applicant. The test
will be performed in a private, confidential manner. The procedure will be followed to protect the
employee and to maintain the integrity of the Alcohol Testing procedures and validity of the test result.
SECTION 10
Reporting of Results
Carolina Occ Med, or otherThe clinic facilityfacilities designated by the County towill perform Drug Testing,
and shall report Drug Test results directly to the MRO within five (5) working days. The report shall indicate
the Drugs/metabolites tested for, whether the results are Positive or Negative, and the Drug Testing Laboratory
identification number. Carolina Occ Med, or otherThe clinical facilityfacilities designated by the County
towill perform Alcohol Testing, and shall report Alcohol Test results to the HR Director immediately.
SECTION 11
Review of Drug Results by MRO
THE MRO WILL REVIEW AND INTERPRET POSITIVE RESULTS OBTAINED
FROM THE LABORATORY. THE MRO, THROUGH A VERIFICATION PROCESS,
WILL ASSESS AND DETERMINE WHETHER ALTERNATE MEDICAL
EXPLANATIONS COULD ACCOUNT FOR THE POSITIVE TEST RESULTS. THE
MRO MAY CONDUCT MEDICAL INTERVIEWS OF THE TESTED INDIVIDUAL.
ADDITIONALLY, THE MRO WILL EXAMINE ALL MEDICAL RECORDS AND
DATA MADE AVAILABLE BY THE TESTED INDIVIDUAL, SUCH AS EVIDENCE
OF PRESCRIBED MEDICATIONS.
a. The MRO will review the findings of a Drug Test with the employee or Covered Applicant
before a final determination is made that the employee or Covered Applicant did not Pass the
test. The purpose of this review is to ensure that the findings of a Positive test are not based on
factors other than the use of the Drug for which the Positive result is found. After the final
determination is made, the MRO will notify the County as prescribed below.
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b. When an employee or Covered Applicant is taking a prescription medication, the MRO must
verify the prescription, and if it is a valid prescription, immediately notify the HR Director of a
Verified Negative result. In cases when an MRO verifies a prescription is consistent with the
Controlled Substances Act, but that the MRO has still made a determination that the prescription
may disqualify the employee or Covered Applicant under other DOT medical qualification
requirements, if applicable, or that the prescription poses a significant safety-risk, the MRO must
advise the employee or Covered Applicant that they will have five (5) business days from the
date the MRO reports the Verified Negative result to the County for the employee or Covered
Applicant to have their prescribing physician contact the MRO. The prescribing physician will
need to contact the MRO to assist the MRO in determining if the medication can be changed to
one that does not make the employee or Covered Applicant medically unqualified or does not
pose a significant safety risk. If in the MRO’s reasonable medical judgment, a medical
qualification issue or a significant safety risk still remains after the MRO communicates with
the employee’s or Covered Applicant’s prescribing physician, or after five (5) business days,
whichever is shorter, the MRO must communicate this issue to the County.
c. If during the course of an interview with an individual who has tested Positive the MRO learns
of a medical condition which could, in the MRO's reasonable medical judgment, pose a risk to
safety, the MRO may report that information to the HR Director.
d. The MRO will notify each employee or Covered Applicant who has a confirmed Positive test
that the employee or Covered Applicant has 72 hours in which to request a test of the split
specimenSpecimen. The employee or Covered Applicant shall have the right to retest a
confirmed Positive sample at the same or another approved Laboratory. The employee or
Covered Applicant must request release of the sample, specifying to which approved Laboratory
the sample is to be sent. If the employee or Covered Applicant makes such a request, the MRO
will direct, in writing, the Laboratory to provide the split specimenSpecimen to a certified
Laboratory, as specified by the employee or Covered Applicant, for analysis. If the analysis of
the split specimenSpecimen fails to Reconfirm the presence of the Drug(s) or Drug metabolite(s)
found in the primary specimenSpecimen, or if the split specimenSpecimen is unavailable,
inadequate for testing or un-testable, the MRO will cancel the test and report the Canceled Test
and the reasons for it to the DOT (if applicable), the County, and the employee or Covered
Applicant. A request for testing of the split sample and associated costs are the responsibility of
the tested individual.
e. If the MRO, after making and documenting all reasonable efforts, is unable to contact the tested
person, the MRO will contact the HR Director to arrange for the employee or Covered Applicant
to contact the MRO prior to going On Duty. If, within five (5) days after a documented contact
by the HR Director instructing the employee or Covered Applicant to contact the MRO, the
employee or Covered Applicant has not done so, the MRO will verify the test Positive and report
it to the County.
f. Notwithstanding any other provision stated herein, the MRO shall comply with all applicable
state and federal laws in effect at the time of the testing.
SECTION 12
Compliance with Law
a. The County will maintain Alcohol Test and Drug Test results in a secure and confidential
manner, so that disclosure of information to unauthorized persons does not occur. Employee or
Covered Applicant information shall only be released as legally required or expressly authorized.
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b. Searches and seizures are to be conducted in a legal manner. The County reserves the right to
conduct searches or inspections of property assigned to an employee whenever a department
director or his or her designee determines that the search is reasonable under all the
circumstances. Failure to consent to, or cooperate with, such inspections will be grounds for
disciplinary action up to and including discharge.
c. The County will notify the North Carolina Division of Motor Vehicles within five (5) business
days following receipt of a Positive Drug Test or Alcohol Test or a refusal to submit to a required
test for all Covered Employees who drive a Commercial Vehicle, or Covered Applicants for
such a position, as required by N.C.G.S. § 20-37.19(c). Such notification shall include the
person’s name, driver’s license number, social security number, and test results or
documentation of employee’s refusal to take the test.
d. The Drug Free Workplace Act of 1988 requires all employees to notify the County within five
calendar days after any criminal Conviction for the manufacture, distribution, dispensation,
possession, or use of narcotics, Drugs, or any other controlled substance at the Workplace. The
County shall then be required to notify all federal contracting agencies and grantors of such
Conviction within ten days of receiving notice of the Conviction.
e. This Policy is intended to comply will all applicable federal regulations governing Workplace
anti-drug and Alcohol programs in the transportation industry. This specifically includes,
without limitation, 49 CFR Part 382, as amended (published by the FMCSA of the DOT), which
mandates urine Drug Testing and Alcohol breath testing for Covered Employees who drive a
Commercial Vehicle and prohibits performance of Safety-Sensitive Functions when there is a
Positive test; and 49 CFR Part 40, as amended (published by DOT), which sets standards for the
collection and testing of urine and breath specimensSpecimens.
SECTION 13
49 CFR Part 382- Additional Provisions for Covered Employees Who Drive a Commercial Vehicle
a. The provisions in 49 CFR Part 382, as amended, and this Section 13, apply to Covered Employees
who drive a Commercial Vehicle and Covered Applicants for such positions.
b. The following list indicates the tests required by 49 CFR Part 382 and is meant to satisfy the
requirement in 49 CFR § 382.113 that employers notify employees of tests required by Part 382. This
list should not in any way be interpreted to limit the tests provided for in this Policy. 49 CFR Part 382
requires the following:
1. Drug Testing with a Verified Negative result prior to performing a safety sensitive function
(as defined by Part 382) for the first time. However, 49 CFR Part 382 does not require a Drug
Test in this situation if: (1) the person has participated in a controlled substances testing
program that meets the requirements of Part 382 within the previous 30 days; and (2) while
participating in that program, the person either (i) was tested for controlled substances within
the past 6 months (from the date of application with the County), or (ii) participated in the
random controlled substances testing program for the previous 12 months (from the date of
application with the County); and (3) the County ensures that no prior employer of the person
of whom the County has knowledge has records of a violation of Part 382 or the controlled
substances use rule of another DOT agency within the previous six months.
2. Post-Accident testing under 49 CFR § 382.303, as described in Section 6.2(c) of the Policy.
3. Random testing for prohibited Drug use anytime an employee is On Duty.
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4. Random Alcohol Testing for Alcohol misuse while an employee is performing safety-
sensitive functions (as defined by 49 CFR Part 382); just before the employee is to perform
such functions, or just after the employee has ceased performing such functions.
5. Alcohol Testing and/or Drug Testing when the County has Reasonable Suspicion to believe
that the employee has used a prohibited Drug and/or engaged in Alcohol misuse. Reasonable
Suspicion Alcohol Testing is authorized under 49 CFR Part 382 only if the required
observations are made during, just preceding, or just after the period of the workday that the
employee is required to be in compliance with 49 CFR Part 382, and the employee is directed
to undergo the test while performing safety-sensitive functions (as defined by 49 CFR Part
382), just before the employee is to perform such functions, or just after the employee has
ceased performing such functions.
6. If an employee has a Verified Positive DOT Drug Test result, a DOT Alcohol Test with a
result indicating an Alcohol Concentration of 0.04 or greater, or a refusal to test (including by
adulterating or substituting a urine specimenSpecimen) or any other violation of the
prohibition on the use of Alcohol or Drugs under a DOT agency regulation, 49 CFR Part 382
requires return-to-duty Drug Testing and/or Alcohol Testing prior to the return of the
employee to safety-sensitive duties (as defined by 49 CFR Part 382). Such testing must occur
after the SAP has determined that the employee has successfully complied with prescribed
education and/or treatment.
7. Follow-up testing of each employee who returns to duty in accordance with a written follow-
up testing plan to be established by the SAP.
c. 49 CFR Part 382 authorizes pre-employment Alcohol Testing in accordance with 49 CFR § 382.301.
d. 49 CFR Part 382 defines “safety-sensitive function” to mean “all time from the time a driver begins to
work or is required to be in readiness to work until the time he/she is relieved from work and all
responsibility for performing work.” Under this part “safety-sensitive functions” include: (1) All time
at an employer or shipper plant, terminal, facility, or other property, or on any public property, waiting
to be dispatched, unless the driver has been relieved from duty by the employer; (2) All time inspecting
equipment as required by Sections 392.7 and 392.8 of Part 382 or otherwise inspecting, servicing, or
conditioning any commercial motor vehicle at any time; (3) All time spent at the driving controls of a
commercial motor vehicle in operation; (4) All time, other than driving time, in or upon any
commercial motor vehicle except time spent resting in a sleeper berth; (5) All time loading or
unloading a vehicle, supervising, or assisting in the loading or unloading, attending a vehicle being
loaded or unloaded, remaining in readiness to operate the vehicle, or in giving or receiving receipts for
shipments loaded or unloaded; and (6) All time repairing, obtaining assistance, or remaining in
attendance upon a disabled vehicle.
e. The FMCSA has established requirements for the Clearinghouse. The purpose of the Clearinghouse is
to maintain records of all drug and alcohol program violations in a central repository and require that
employers query the system to determine whether current and prospective employees have incurred a
Drug or Alcohol violation that would prohibit them performing Safety-Sensitive Functions covered
by the FMCSA and DOT Drug Testing and Alcohol Testing regulations. The following are
requirements under this Section related to the Clearinghouse:
i. Any driver who holds a CDL and meets the requirements of the CDL standards (49
CFR Part 383) and the FMCSA Drug and Alcohol Testing Program (49 CFR Part
382), shall have personal information pertaining to Positive Drug Testing entered into,
and monitored by, the Clearinghouse.
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ii. If a limited query about a person by the County reveals that the Clearinghouse has
information about such person, that person will be required to register with the
Clearinghouse within 24 hours to grant consent for the County to obtain their full
Clearinghouse record. This consent authorization may be valid for more than one
year. Employee registration with the Clearinghouse is not otherwise required,
although an employee may register to view their own Clearinghouse record if desired.
Instructions for registration may be provided by the County’s Human Resources
office.
iii. In accordance with 49 CFR Part 382.601, the County will report the following
information to the Clearinghouse:
1. A Verified Positive, Adulterated Specimen, or Substituted Specimen Drug
Test result;
2. A Confirmatory Test for Alcohol with an Alcohol Concentration of 0.04 or
higher;
3. A refusal to submit to any test required by Subpart C of Part 382;
4. Actual knowledge, as defined by 49 CFR § 382.107 of On Duty Alcohol use
(pursuant to 49 CFR § 382.205), pre-duty Alcohol use (pursuant to 49 CFR
§ 382.207); Alcohol use following an Accident (pursuant to 49 CFR §
382.209); and controlled substance use (pursuant to 49 CFR § 382.213).
5. A SAP report of the successful completion of the return-to-duty process;
6. A Negative return-to-duty test; and
7. Employer’s report of completion of follow-up testing.
iv. Failure to comply with the requirements of this subsection related to the
Clearinghouse may result in the suspension of an employee’s authorization to operate
a Commercial Vehicle, the employee being prohibited from performing Safety-
Sensitive Functions, and the employee being subject to disciplinary action, up to and
including dismissal.
SECTION 14
Contact
Any inquiries regarding this Policy should be directed to the Union County Human Resources
Director, who is the County official designated to answer questions about this Policy. The HR
Director is located in the Union County Government Center, 500 N. Main Street, Suite 130,
Monroe,
N.C. The phone number is (704) 283-3869.
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ARTICLE XIV. TAXATION OF CERTAIN EMPLOYEE BENEFITS
SECTION 1
Purpose
The purpose of this Article is to establish organizational guidelines concerning the use and taxation of certain
fringe benefits provided to County employees, other than those benefits addressed in other Articles of this
Resolution. The intent of this Article is to provide employees who receive particular fringe benefits an
understanding of the taxable nature of those benefits and the procedures that must be followed in order to
receive certain fringe benefits.
SECTION 2
Applicability
The fringe benefits set forth in this Article are not necessarily inclusive of all fringe benefits that may be
provided by the County, nor is it the case that all employees will receive these benefits. Many of these fringe
benefits are provided on a case-by-case basis, or only to certain classes of employees, in order to provide for
the business needs of the County. If the provisions of this Article ever conflict with federal and state law,
regulations, or controlling guidance relating to the taxation of fringe benefits, then such law, regulations, or
guidance shall take precedence over the provisions of this Article. If a fringe benefit is provided by the County,
and such a fringe benefit is not directly addressed in this Section, the taxation of such a fringe benefit is subject
to all applicable federal and state law, regulations, and guidance.
SECTION 3
Definitions
1) De Minimis Fringe Benefit- A fringe benefit, provided by the County to an employee, that has so little
value (taking into account how frequently similar fringe benefits are provided by the County to
employees) as to make accounting for it unreasonable or administratively impracticable. Such a fringe
benefit is excluded from taxable income.
2) De Minimis Meal- Any occasional meal, or meal money, provided to an employee that has so little
value (taking into account how frequently such meals are provided to employees) that accounting for
it would be unreasonable or administratively impracticable. Examples of such meals include, but are
not limited to, 1) coffee, doughnuts, or soft drinks; 2) occasional meals (or meal money) provided to
an employee to work overtime; and 3) occasional parties, picnics, or similar events for employees and
their guests.
3) Deductible Moving Expenses- Only the reasonable moving expenses, which meet the IRS’ distance
and time tests, of 1) moving household goods and personal effects from the former home to the new
home, and 2) travel (including lodging) from the former home to the new home. This does not include
any expenses for meals.
4) Meal on Business Premises- Meal furnished to an employee that is 1) furnished on the County’s
business premises, and 2) furnished for the convenience of the County. A meal furnished for the
convenience of the County is a meal provided for a substantial business reason other than to provide
an employee with additional pay.
5) Nontaxable Clothing- This is clothing or uniforms that 1) must be worn as a condition of employment
and 2) that are not suitable for everyday wear. Additionally, the County only considers such clothing
to be not suitable for everyday wear if the clothing has a readily distinguishable logo and the employee
is prohibited from wearing the clothing off-duty. Examples of clothing that meet this definition are
law enforcement uniforms, firefighter uniforms, some health care workers’ clothing, and transportation
workers.
6) Qualified Nonpersonal Use Vehicle- As defined in the Code of Federal Regulations (26 C.F.R. 1.274-
5(k)), any vehicle which, by reason of its nature (that is, design), is not likely to be used more than a
de minimis amount for personal purposes.
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Revised June 16, 2026 116
7) Working Condition Fringe Benefit- Expense for property or services provided to an employee by the
County so that the employee can perform his or her job, which could be deducted as a business or
depreciation expense if the employee paid for such an expense.
SECTION 4
Procedure
Revised June 19, 2023
If an employee is receiving a fringe benefit from the County, it is the responsibility of the Department Director
in control of the fringe benefit to ensure that such a fringe benefit is tracked and reported as described in this
Article, as well as in any other applicable County policies or procedures. Department Directors should
determine, by consulting this Article, as well as the Finance Office as necessary, whether a particular fringe
benefit is taxable. If such a fringe benefit is taxable, then the employee’s Department Director, as applicable,
shall submit a “Fringe Benefit Certification Form” to the Finance Office, in order to allow for the Finance
Office to include the value of such a fringe benefit on the employee’s pay records and tax forms as taxable
income.
SECTION 5
Types of Fringe Benefits
5.1 Achievement Awards
The value of an achievement award, up to certain prescribed amounts, is excluded from taxable
income if the award meets the requirements of an employee achievement award as described in
IRS Publication 535, or any similar successor publication. Currently, if an achievement award is
made under a qualified award plan, as that term is described in IRS Publication 535, the value of
the achievement award in an amount up to $1,600 may be excluded from taxable income.
However, if the achievement award is not made under a qualified award plan, currently the value
of the achievement award up to $400 may be excluded from taxable income.
5.2 Athletic Facilities
The value of an employee’s use of an on-premises gym or other athletic facility that is operated
by the County, and which is substantially used during the calendar year by County employees,
spouses, or their dependent children, is excluded from taxable income.
5.3 Cell Phone Service
The value of a County-provided cell phone, which is provided primarily for non-compensatory
business reasons, is excluded from taxable income. The value of this fringe benefit is excluded
from taxable income as a type of Working Condition Fringe Benefit. A cell phone is considered
provided primarily for non-compensatory business purposes if there are substantial business
reasons for providing the employee the cell phone (such as the need to contact the employee at all
times for work-related emergencies or the requirement that the employee be available to speak
with clients and other personnel when the employee is away from the office). Personal use of a
County-provided cell phone, provided primarily for non-compensatory business reasons, is
excluded from taxable income as a De Minimis Fringe Benefit. However, the County may elect
to charge an employee for any and/or all personal use of such a County-provided cell phone.
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Revised June 16, 2026 117
5.4 Clothing Allowance
The actual cash value of a clothing allowance the County provides to an employee, unless an
allowance for Nontaxable Clothing, is considered taxable income. An allowance for Nontaxable
Clothing is excluded from taxable income.
5.5 Clothing and Uniforms
The actual cash value of clothing and uniforms provided to an employee is considered taxable
income, unless it meets the definition of Nontaxable Clothing. The value of Nontaxable Clothing
is excluded from taxable income. The value of protective clothing and equipment (such as steel-
toed boots, work gloves, hard hats and safety gloves) required for work the County provides to an
employee is excluded from taxable income.
It is not enough that an employee is prohibited by policy from wearing the clothes off-duty, as all
of the factors above must be met in order for the value of such clothing and uniform to be excluded
from taxable income as Nontaxable Clothing. The value of polo shirts with County logos, scrubs,
Carhart jackets, cargo pants, khaki pants, and blue jeans are considered taxable. There is no value
of clothing, no matter how small, that would be considered a De Minimis Fringe Benefit. The
value of clothing an employee is required to return to the County at the end of employment is
considered taxable if it does not meet the criteria for Nontaxable Clothing. Additionally, an
employee who wears any returned clothing is considered to receive taxable income at the fair
market value of the clothing (the value is considered similar to the value of such clothing at a
second-hand clothing store).
5.6 Educational Assistance
The value of educational assistance provided to employees is excluded from taxable income if
such educational assistance is provided under an educational assistance program. An educational
assistance program must meet the IRS’ requirements for such a program in order for the value of
such educational assistance to be excluded from taxable income. If an educational assistance
program meeting IRS requirements is not in place, or educational assistance provided exceeds the
amount set by the IRS, the value of the benefit must be considered taxable income, unless the
benefit is considered a Working Condition Fringe Benefit. Such an educational assistance benefit
is considered a Working Condition Fringe Benefits to the extent that if the employee paid for the
education on their own, the amount paid would have been deductible as a business or depreciation
expense.
5.7 Equipment
The County may issue employer-provided equipment (such as computer equipment, cell phones,
services to permit remote access, tools, and other similar materials) in order for an employee to
conduct business and perform assigned tasks. Any such equipment provided to an employee is
County-owned property. This equipment must be returned to the County upon the County’s
request, or at the time of the employee’s separation from employment with the County. Such
equipment shall only be used for County business purposes, which value of such use is excluded
from taxable income. However, if such equipment is either purchased for personal use by an
employee, or not returned upon an employee’s separation from employment with the County, the
value of such equipment will then be considered taxable to the employee.
5.8 Gifts
The value of a gift, such as a holiday gift, the County gives an employee may be considered either
a De Minimis Fringe Benefit or a taxable fringe benefit, depending on the nature of such a gift. A
gift that is considered a De Minimis Fringe Benefit is any property or service given as a gift to an
employee which gift’s value, taking into account the frequency with which the
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Revised June 16, 2026 118
employer provides similar fringe benefits, is so small that accounting for it would be unreasonable
or administratively impractical. Examples of such gifts include plaques, coffee mugs, and
traditional holiday gifts of property (not cash or a “cash-equivalent”) with low fair market value.
The value of any gift that is not considered a De Minimis Fringe Benefit is considered a taxable
fringe benefit. Cash, or a “cash equivalent” (such as a gift card redeemable for general
merchandise or having a cash equivalent value), is considered taxable and not a De Minimis Fringe
Benefit, regardless of the fair market value of such a gift.
5.9 Group-Term Life Insurance
The cost of County-provided group term life insurance that meets the conditions set forth by the
IRS is considered excluded from taxable income for up to the first $50,000 of coverage. The cost
of group-term life insurance coverage in excess of $50,000 is considered taxable. Any employee
receiving more than $50,000 of group-term life insurance coverage paid for by the County will
have the cost of the coverage in excess of $50,000 included as taxable income. The cost of group-
term life insurance coverage is calculated based upon IRS Guidelines, found in IRS Publication
15B, Employer’s Tax Guide to Fringe Benefits, or any similar successor publication.
5.10 Meals
The value of reimbursement expenses, or per diem costs, for an employee’s meals occurring during
Travel Away From Home, as that term is defined in the Union County Travel Policy, is considered
excluded from taxable income. Business Meals, as that term is defined in the Union County Travel
Policy, are excluded from taxable income as a Working Condition Fringe Benefit, so long as the
Business Meal is substantiated as required by Union County’s Travel Policy. The value of a De
Minimis Meal is also excluded from taxable income. The value of a Meal on Business Premises
is excluded from taxable income. However, in order for the County to reimburse a Meal on
Business Premises, the County must be provided documentation as to who attended the meal, the
purpose surrounding the meal, the date of the meal, and the place of the meal. The purpose will
be considered acceptable if 1) the main purpose of the meal is to actively conduct business and 2)
business is actually conducted during the meal. Meals provided to promote goodwill, boost
morale, or attract prospective employees are not excluded from taxable income, unless such a meal
qualifies as a De Minimis Meal.
5.11 Moving Expense Reimbursement
Reimbursement of moving expenses given directly or indirectly to an employee (including
services furnished in kind) are excluded from taxable income only to the extent those expenses are
Deductible Moving Expenses. However, the value of such reimbursement is considered taxable if
the employee actually deducted those expenses from their income taxes in a previous year. More
specific information regarding moving expenses may be found in guidelines published by the IRS,
available in IRS Publication 521, Moving Expenses, or any similar successor publication. The
County’s preference is to pay a mover directly, rather than to reimburse an employee for such
expenses.
5.12 Parking
The value of parking provided by the County for use by employees on or near the County’s
business premises is excluded from taxable income.
5.13 Retirement Planning Services
The value of any retirement planning advice or information the County provides to an employee
or his or her spouse is excluded from taxable income. This includes not only the value of advice
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Revised June 16, 2026 119
related to a qualified employer-provided retirement plan, but any general advice or information on
retirement as well. This exclusion from taxable income does not apply to services for tax
preparation, accounting, legal, or brokerage services.
5.14 Temporary Living Expenses
The value of the County’s reimbursement of an employee’s temporary living expenses is
considered a taxable fringe benefit.
5.15 Travel Allowance
A monthly travel allowance the County pays to an employee for use of a vehicle associated with
their job is considered a taxable fringe benefit.
5.16 Use of County Vehicles
The use of a County-owned vehicle for personal use is a taxable fringe benefit. The Union County
Vehicle Use Policy generally prohibits the use of a County-owned vehicle for private or personal
use. However, the County may assign a vehicle to an employee, which will include the use of the
vehicle for commuting purposes when it is necessary for the performance of an employee’s duties.
Commuting to and from work in a County owned vehicle is considered personal use by the IRS,
even if the vehicle is taken home for the convenience of the County. The County uses the
“commuting rule,” as set forth by the IRS, to determine the value of the vehicle provided to an
employee for commuting. Each one-way commute (one trip from home to work or vice-versa) is
multiplied by the current IRS rate under the commuting rule to calculate the value of the
commuting use of the vehicle, which is considered taxable income. If more than one employee is
required to commute in such a vehicle, this value applies to each employee.
However, the IRS considers all of an employee’s use of a Qualified Nonpersonal Use Vehicle a
Working Condition Benefit, which is excluded from taxable income. By way of illustration,
examples of Qualified Nonpersonal Use Vehicles are marked Sheriff’s Office vehicles; unmarked
Sheriff’s Office vehicles used by law enforcement officers if such use is authorized and meets the
requirements of the Code of Federal Regulations requirements for such vehicles; marked Fire
Marshal’s vehicles; any vehicle designed to carry cargo with a loaded gross vehicle weight over
14,000 pounds; dump trucks (including garbage trucks); flatbed trucks; and any specialized utility
repair trucks (not including a van or pickup truck) specifically designed and used to carry heavy
tools, equipment, or parts, if shelves, racks or other permanent interior construction have been
installed to carry and store such items (this does not include a pick-up truck with only a toolbox
attached).
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ADDENDUM # 1
Revised: June 7, 2010, May 16, 2011, June 19, 2023
SEVERANCE COMPENSATION FOR EMPLOYEES SEPARATED
DUE TO REDUCTION IN FORCE
AFTER JANUARY 20, 2009, BUT BEFORE JULY 1, 2009,
AFTER JUNE 30, 2010, BUT BEFORE JULY 31, 2010, OR
AFTER JUNE 1, 2011, BUT BEFORE NOVEMBER 30, 2011
An employee who meets the following criteria shall be eligible for a severance payment in accordance with
the terms of this Addendum to the Union County Personnel Resolution:
(1) The employee is involuntarily separated from employment with the County (i) after January 20,
2009, but before July 1, 2009, (ii) after June 30, 2010, but before July 31, 2010, or (iii) after June 1,
2011, but before November 30, 2011, due to a reduction in force; and
(2) The employee is (i) a full-time, permanent employee or (ii) a regular part-time employee; and
(3) The employee is not on probationary status pursuant to Article IV, Section 10 of the Union County
Personnel Resolution. (Employees subject to the State Human Resources Act who have not reached
career status pursuant to N.C.G.S. § 126-1.1 shall be eligible for a severance payment in accordance
with the terms of this Addendum provided that they are not on probationary status pursuant to Article
IV, Section 10 of the Union County Personnel Resolution and that they otherwise satisfy the
eligibility criteria of this Addendum.)
The amount of severance to be provided under this Addendum shall be calculated as set forth on the
following page. The County will deduct from such severance payments all applicable withholding taxes and
any other mandatory deductions.
Hours
Worked
Annually
% of
Standard Years of Service
Based on Most recent Date of Hire
Severance Hours
to be Paid
Severance
Health Insurance
Stipend
2080 Standard Less than 2 years 96 $500.00
2080 Standard 2 but less than 5 years 112 $1,000.00
2080 Standard 5 but less than 10 years 136 $1,500.00
2080 Standard 10 but less than 15 years 160 $2,000.00
2080 Standard 15 but less than 20 years 184 $2,500.00
2080 Standard 20 years or more 208 $3,000.00
2184 105% Less than 2 years 101 $500.00
2184 105% 2 but less than 5 years 118 $1,000.00
2184 105% 5 but less than 10 years 143 $1,500.00
2184 105% 10 but less than 15 years 168 $2,000.00
2184 105% 15 but less than 20 years 193 $2,500.00
2184 105% 20 years or more 219 $3,000.00
1768 85% Less than 2 years 82 0
1768 85% 2 but less than 5 years 95 0
1768 85% 5 but less than 10 years 116 0
1768 85% 10 but less than 15 years 136 0
1768 85% 15 but less than 20 years 156 0
1768 85% 20 years or more 177 0
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Revised June 16, 2026 121
1560 75% Less than 2 years 72 0
1560 75% 2 but less than 5 years 84 0
1560 75% 5 but less than 10 years 102 0
1560 75% 10 but less than 15 years 120 0
1560 75% 15 but less than 20 years 138 0
1560 75% 20 years or more 156 0
1325 65% Less than 2 years 62 0
1325 65% 2 but less than 5 years 73 0
1325 65% 5 but less than 10 years 88 0
1325 65% 10 but less than 15 years 104 0
1325 65% 15 but less than 20 years 120 0
1325 65% 20 years or more 136 0
1144 55% Less than 2 years 53 0
1144 55% 2 but less than 5 years 60 0
1144 55% 5 but less than 10 years 75 0
1144 55% 10 but less than 15 years 88 0
1144 55% 15 but less than 20 years 101 0
1144 55% 20 years or more 114 0
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Revised June 16, 2026 122
ADDENDUM # 2
UNION COUNTY CODE OF CONDUCT FOR CONTRACTS SUPPORTED BY FEDERAL GRANT
FUNDS
I. PURPOSE
The purpose of this Code is to set forth the standards of conduct that shall govern the selection process, the
award, and the administration of contracts supported by federal grant funds, including those in which federal
grant funds are passed through to the County as a grant from another agency (i.e. State agency), as well as to
set forth standards of conduct that are specific to Union County’s Community Development Block Grant
Program. This Code shall be in addition to those applicable standards of conduct related to procurement
found in State law, the Union County Personnel Resolution, the Union County Procurement Policy, and any
other local law or policy. To the extent that any of these additional standards and requirements conflict with
those set forth in this Code, the most restrictive standard/requirement shall control.
II. STANDARDS
No employee, officer or agent of Union County shall participate in selection, or in the award or
administration of a contract supported by Federal grant funds if a conflict of interest, real or
apparent, would be involved. Such a conflict would arise when:
the employee, officer or agent,
any member of his/her immediate family,
his/her partner, or
an organization which employs, or is about to employ, any of the above,
has a financial or other interest in the firm selected for award.
Notwithstanding the foregoing, if the financial interest is insubstantial, then the minimum rules set
by N.C. Gen. Stat. § 14-234 shall constitute the applicable rules for conflicts of interest.
Employees, officers, and agents will neither solicit nor accept gratuities, favors or anything of monetary
value from contractors, potential contractors, or parties to subagreements of projects supported by
Federal grant funds. As provided in N.C. Gen. Stat. § 133-32, this Section II(2) is not intended to
prevent the following: (i) the receipt of an unsolicited gift of nominal intrinsic value a public servant
would be permitted to accept under N.C. Gen. Stat. § 138A-32, (ii) the receipt of unsolicited
honorariums of nominal intrinsic value for participating in meetings, (iii) the receipt of unsolicited
advertising items or souvenirs of nominal value, (iv) the receipt of unsolicited meals furnished at
banquets if such meals are of nominal intrinsic value, (v) a donation by a contractor, subcontractor,
or supplier to a professional organization to defray meeting expenses where governmental
employees are members of such professional organizations, and (vi) the participation by
governmental employees who are members of professional organizations in all scheduled meeting
functions available to all members of the professional organization attending the meeting.
III. PENALTIES, SANCTIONS, OR OTHER DISCIPLINARY ACTIONS FOR VIOLATIONS OF THE
STANDARDS SET FORTH IN SECTION II
To the extent permitted by applicable law, a County officer, employee, agent, contractor, or an agent of a
contractor who violates one of the standards set forth in Section II of this Code of Conduct shall be subject to
penalties, sanctions, or other disciplinary actions.
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Revised June 16, 2026 123
IV. ADDITIONAL REQUIREMENTS SPECIFIC TO COMMUNITY DEVELOPMENT BLOCK GRANT
PROGRAM
(1) None of the following or their immediate family members, during the tenure of the subject person or
for one year thereafter, shall have any direct or indirect financial interest in any contract, subcontract
or the proceeds thereof for work to be performed in connection with Union County’s Community
Development Block Grant Program: employees or agents of Union County who exercise any
function or responsibility with respect to Union County’s Community Development Block Grant
Program, and Union County officials, including members of the Union County Board of
Commissioners. This same prohibition shall be incorporated in all contracts or subcontracts for
work to be performed in connection with Union County’s Community Development Block Grant
Program.
(2) If a procurement under Union County’s Community Development Block Grant Program is not for
supplies, equipment, construction, or services (for example, the acquisition or disposition of real
property or the provision of assistance with Community Development Block Grant funds), then the
following conflict of interest standard shall also apply:
a. Except for eligible administrative or personnel costs or except as otherwise approved by the
State of North Carolina or the United States Department of Housing and Urban
Development in accordance with 24 CFR § 570.489(h), no “CDBG covered persons,” as that
term is defined below, who exercise or have exercised any functions or responsibilities with
respect to Union County’s Community Development Block Grant activities or who are in a
position to participate in a decision making process or gain inside information with regard to
such activities, may obtain a financial interest or benefit from the activity, or have an interest
or benefit from the activity, or have an interest in any contract, subcontract or agreement
with respect thereto, or the proceeds there under, either for themselves or those with whom
they have family or business ties, during their tenure or for one year thereafter.
b. For purposes of this subsection (2), “CDBG covered persons” shall include any person who
is a Union County employee, agent, consultant, officer, elected official, or appointed official.
c. For purposes of this subsection (2), “family ties” means spouse, parents, children, brother,
sister, grandparents, grandchildren and the step, half, and in-law relationships.
d. For purposes of this subsection (2), “business ties” means an officer, employee, agent, or any
stockholder or shareholder holding at least 10 percent ownership of any firm, contract, or
subcontract which benefits from funding assistance under the grant agreement.
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Revised June 16, 2026 124
ADDENDUM # 3
Revised October 17, 2011, August 15, 2016, August 19, 2019, August 17, 2020, July 11, 2022, June 19, 2023, February 5, 2024
DRUG AND ALCOHOL FREE WORKPLACE POLICY APPLICABLE TO COVERED MASS
TRANSIT EMPLOYEES AND APPLICANTS FOR SUCH POSITIONS
SECTION 1
Applicability, Purpose, and Scope of Policy
Revised June 19, 2023, February 5, 2024
a. This Addendum #3, “Drug and Alcohol Free Workplace Policy Applicable to Covered Mass Transit
Employees and Applicants for Such Positions”, (the “Policy”) is applicable to employees who are
Covered Mass Transit Employees and Covered Applicants (as such terms are defined herein).
b. The purpose of this Policy is to ensure that services are delivered safely, efficiently, and effectively by
establishing a Drug and Alcohol-free work environment, and to ensure that the Workplace remains
free from the effects of Drugs and Alcohol in order to promote the health and safety of employees and
the general public. In keeping with this mission, Union County declares that the unlawful manufacture,
distribution, dispensing, possession, or use of controlled substances, or misuse of Alcohol, is
prohibited for all employees.
c. Additionally, the purpose of this Policy is to establish guidelines to maintain a Drug and Alcohol-free
Workplace in compliance with the Drug-Free Workplace Act of 1988, and the Omnibus Transportation
Employee Testing Act of 1991. This Policy is intended to comply with all applicable Federal
regulations governing Workplace anti-Drug and Alcohol programs in the transit industry. Specifically,
the FTA has published 49 CFR Part 655, as amended, that mandates Drug Testing and Alcohol Testing
for safety-sensitive positions and prohibits performance of Safety-Sensitive Functions when there is a
Positive test result, or a refusal to test. The DOT has also published 49 CFR Part 40, as amended, that
sets standards for the collection and testing of Specimens for Drug Testing and Alcohol Testing.
d. Any provisions set forth in this Policy that are included under the sole authority of the County and are
not provided under the authority of the above named Federal regulations are underlined. Drug Tests
and Alcohol Tests conducted under the sole authority of the County will be performed on non- DOT
forms and will be separate from DOT testing in all respects.
e. All testing will be conducted in a manner that will protect the rights of Covered Employees and
Covered Applicants subject to testing. Therefore, the County will take all necessary steps to safeguard
the dignity and self-esteem of those being tested and will ensure adherence to all procedures pertaining
to the implementation of this Policy. The County will adhere strictly to all standards of confidentiality
and assure all Covered Employees and Covered Applicants that testing records and results will be
released only to those authorized to receive such information.
f. Under the sole authority of the County, employees with substance-abuse problems are encouraged to
voluntarily seek help. If an employee should approach the County prior to being identified as a Drug
user/abuser or Alcohol abuser by means of Drug Testing or Alcohol Testing, all possible and positive
consideration for a medical leave of absence for treatment and/or counseling will be pursued. However,
notwithstanding any other provision of this Policy to the contrary, Covered Employees who have a
Verified Positive Drug Test, Positive Alcohol Test, or who refuse to take a required Drug Test or
Alcohol Test may be disciplined, up to and including termination, in accordance with the provisions
of this Policy. Under the sole authority of the County, if a Covered Employee is terminated, no benefits
except those provided for by federal, State or local act will be provided for beyond the last day of
employment.
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Revised June 16, 2026 125
g. Every Covered Employee will receive a copy of this Policy and will be required to sign a form
acknowledging its receipt. By continuing to work, the Covered Employee agrees that he/she will abide
by the Policy as a condition of employment. Under the sole authority of the County, failure to sign the
form will result in disciplinary action up to and including termination. This Policy shall be
administered by the Union County Human Resources Director or his or her designee (the “HR
Director”), in consultation with the Union County Risk Manager, and as directed by the County
Manager.
SECTION 2
Definitions
Revised October 17, 2011, August 15, 2016, February 5, 2024
Accident means an occurrence associated with the operation of a Revenue Service Vehicle or a
Nonrevenue Service Vehicle, even when such vehicle is not in revenue service, if as a result:
a) An individual dies;
b) An individual suffers a bodily injury and immediately receives medical treatment away from the
scene of the accident; or,
c) One or more vehicles incur Disabling Damage as the result of the occurrence and is transported
away from the scene by a tow truck or other vehicle.
Adulterated Specimen means a specimen that has been altered, as evidenced by test results showing either
a substance that is not a normal constituent for that type of Specimen or showing an abnormal concentration
of an endogenous substance.
Alcohol means the intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight
alcohols, contained in any beverage, mixture, mouthwash, candy, food, preparation, or medication.
Alcohol Concentration means the expression in terms of grams of Alcohol per 210 liters of breath as
indicated by a breath test under 49 CFR Part 40.
Alcohol Test(ing) means a test for the presence of Alcohol in accordance with 49 CFR Part 40, as amended.
Aliquot means a fractional part of a specimen used for testing. It is taken as a sample representing the
whole Specimen.
Canceled Test means a Drug Test or Alcohol Test that has a problem identified that cannot be or has not
been corrected, or which is canceled. A Canceled Test is neither Positive nor Negative.
Collection Site means a place selected by the employer where employees present themselves for the
purpose of providing a Specimen for a Drug Test.
Confirmatory Drug Test means a second analytical procedure performed on a different Aliquot of the
original Specimen to identify and quantify a specific Drug or Drug metabolite.
Conviction means a finding of guilt, a plea of guilt, a plea of nolo contender, or imposition of sentence by
any judicial body charged with the responsibility to determine violations of federal or state Criminal Drug
Statutes.
County means Union County, North Carolina.
Covered Applicant means an applicant for an employment position that would be considered a Covered
Employee position under this Policy.
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Revised June 16, 2026 126
Covered Employee means an employee whose job involves the performance of a Safety-Sensitive Function
as a Covered Mass Transit Employee. This includes any period in which he or she is actually performing,
ready to perform, or immediately available to perform such functions. Covered Employees include,
without limitation, employees with the following job titles/descriptions: Administrative Support Specialist,
Automotive Mechanic, Automotive Technician, Driver, Driver BPT, Driver PT, Dispatcher, Shop
Supervisor, Fleet Service Worker, Director of Transportation, Human Services Supervisor, Scheduling
Clerk, and Transportation Safety Officer.
Covered Mass Transit Employee means an employee who: (i) works for a County agency or department
that receives federal transit funds; and (ii) operates a Revenue Service Vehicle, operates a Nonrevenue
Service Vehicle that requires a commercial driver’s license to operate, controls dispatch or movement of
a Revenue Service Vehicle, or maintains (including repair, overhaul, and rebuilding) a Revenue Service
Vehicle or equipment used in revenue service.
Criminal Drug Statute means a criminal statute relating to the manufacture, distribution, dispensation,
use or possession of any Drug.
Cutoff means the analytical value (e.g., Drug or Drug metabolite concentration) used as the decision point
to determine a result (e.g., negative, positive, adulterated, invalid, or substituted) or the need for further
testing.
Designated Employer Representative (DER) means an employee authorized by the employer to take
immediate action to remove employees from Safety-Sensitive Functions and to make required decisions
in testing. The DER also receives test results and other communications for the employer, consistent with
the requirements of 49 CFR Parts 40 and 655. The DER shall be considered the Union County Human
Resources Director, or his or her designee.
Dilute(d) Specimen means a urine Specimen with creatinine and specific gravity values that are lower than
expected for human urine.
Disabling Damage means damage which precludes departure of any vehicle from the scene of the
occurrence in its usual manner in daylight after simple repairs. Disabling damage includes damage to
vehicles that could have been operated but would have been further damaged if so operated, but does not
include damage which can be remedied temporarily at the scene of the occurrence without special tools
or parts, tire disablement without other damage, even if no spare tire is available, or damage to headlights,
taillights, turn signals, horn, or windshield wipers that makes them inoperative.
DOT means the United States Department of Transportation and this term encompasses all of its agencies,
including, but not limited to, the Federal Aviation Administration (FAA), the Federal Railroad
Administration (FRA), the Federal Motor Carrier Safety Administration (FMCSA), the Federal Transit
Administration (FTA), the Pipeline and Hazardous Materials Safety Administration (PHMSA), the
National Highway Traffic Safety Administration (NHTSA), and the Office of the Secretary (OST). For
purposes of this Policy, the United States Coast Guard (USCG), in the Department of Homeland Security,
is considered to be a DOT agency for Drug Testing purposes only since the USCG regulations do not
incorporate 49 CFR Part 40 for Alcohol Testing purposes. These terms include any designee of a DOT
agency.
Drug(s) means a drug or controlled substance as listed in Schedules I through V of the Federal Controlled
Substances Act (21 U.S.C. § 812) or as defined in the North Carolina Controlled Substances Act (Chapter
90, Article 5, N.C.G.S).
Drug Test(ing) or Drug Screen(ing) means a test for the presence of Drugs or Drug metabolites in the
urine of an employee.
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HHS means the United States Department of Health and Human Services or any designee of the Secretary,
Department of Health and Human Services.
Initial Drug Test means the first test used to differentiate a Negative Result from one that requires further
testing for Drugs or Drug metabolites.
Invalid Result or Invalid Drug Test means the result reported by a Laboratory in accordance with the
criteria established by the HHS Mandatory Guidelines when a Positive, Negative, Adulterated Specimen,
or Substituted Specimen result cannot be established for a specific Drug or Specimen Validity Test.
Laboratory means any U.S. laboratory certified by HHS under the National Laboratory Certification
Program as meeting the minimum standards of HHS or, in the case of foreign laboratories, a laboratory
approved for participation by DOT under 49 CFR Part 40.
Medical Review Officer (MRO) means a licensed physician (medical doctor or doctor of osteopathy)
responsible for receiving laboratory results generated by the drug testing program who has knowledge of
substance abuse disorders and has appropriate medical training to interpret and evaluate an individual’s
confirmed Positive result, together with his/her medical history, and any other relevant bio-medical
information.
Negative Dilute means a Drug Test result which is Negative for the five Drug/Drug metabolites but has
creatinine and specific gravity values lower than expected for human urine.
Negative means the result reported by a Laboratory to an MRO when a Specimen contains no Drug, or the
concentration of the Drug is less than the Cutoff concentration for the Drug or Drug class and the Specimen
is a valid Specimen. An Alcohol Concentration of less than 0.02 BAC is considered Negative.
Nonrevenue Service Vehicle means a vehicle which is not a Revenue Service Vehicle.
On Call means being subject to a call to report immediately to work for which the Covered Employee
receives some form of compensation from the County.
On Duty means when a Covered Employee is at the Workplace, performing job duties, or during any
other period of time for which he or she is entitled to receive pay from the County.
Oral Fluid Specimen means a Specimen that is collected from a person’s oral cavity and is a combination
of physiological fluids produced primarily by the salivary glands. An Oral Fluid Specimen is considered
to be a direct observation collection for all purposes of 49 CFR Part 40, as amended.
Positive with respect to the results of an Alcohol Test, means the presence of Alcohol in a Covered
Employee’s or Covered Applicant’s system in a concentration of 0.04 or greater (although see Section
4.2 of this Policy for the treatment of an Alcohol Test with the presence of Alcohol in a Covered
Employee’s or Covered Applicant’s system in a concentration of at least 0.02). Positive, with respect to
the results of a Drug Test, means the result reported by a Laboratory when a Specimen contains a Drug or
Drug metabolite equal or greater to the Cutoff concentrations.
Primary Specimen in Drug Testing, means the Specimen bottle that is opened and tested by a first
Laboratory to determine whether a person has a Drug or Drug metabolite in his or her system; and for the
purpose of Specimen Validity Testing. The Primary Specimen is the portion of the donor’s subdivided
Specimen designated as the Primary (“A”) Specimen by the collector to distinguish it from the Split (“B”)
Specimen.
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Prohibited Drug means a Drug identified as marijuana, cocaine, opioids, amphetamines, or phencyclidine
as specified in 49 CFR Part 40, as amended.
Reasonable Suspicion means that there is objective evidence based upon specific, contemporaneous,
articulable observations of the Covered Employee’s appearance, behavior, speech, or body odor that are
consistent with possible Drug use and/or Alcohol misuse of the Covered Employee.
Reconfirm means the result reported for a Split (Bottle B) Specimen when the second Laboratory
corroborates the original result reported for the Primary (Bottle A) Specimen.
Rejected for Testing means the result reported by a Laboratory when no tests are performed for a Specimen
because of a fatal flaw or a correctable flaw that has not been corrected.
Revenue Service Vehicle means all transit vehicles that are used for passengers’ transportation services.
Safety-Sensitive Function means any of the following duties:
a) Operating a Revenue Service Vehicle, including when not in revenue service;
b) Operating a Nonrevenue Service Vehicle, when required to be operated by a holder of a
Commercial Driver’s License;
c) Controlling dispatch or movement of a Revenue Service Vehicle;
d) Maintaining (including repairs, overhaul and rebuilding) a Revenue Service Vehicle or
equipment used in revenue service; or
e) Carrying a firearm for security purposes.
Specimen means Fluid, breath or other material collected from a person at the Collection Site or testing
site for the purpose of a Drug Test or Alcohol Test.
Specimen Bottle means the bottle that, after being sealed and labeled according to the procedures in 49
CFR Part 40 is used to hold a primary (“A”) or split (“B”) Specimen during transportation to the laboratory.
In the context of oral fluid testing, it may be referred to as a “vial”, “tube”, or “bottle”.
Split Specimen means in Drug Testing, the Specimen that is sent to a first laboratory and stored with its
original seal intact, and which is transported to a second laboratory for retesting at the employee’s request
following MRO verification of the primary Specimen as positive, adulterated, or substituted.
Split Specimen Collection means a collection in which the single Specimen collected is divided into two
separate Specimen bottles, the primary Specimen (Bottle A) and the split Specimen (Bottle B).
Substance Abuse Professional (SAP) means a licensed physician (medical doctor or doctor of osteopathy)
or licensed or certified psychologist, social worker, employee assistance professional, state- licensed or
certified marriage and family therapist, or drug and alcohol counselor (certified by an organization listed
at https://www.transportation.gov/odapc/sap) with knowledge of and clinical experience in the diagnosis
and treatment of drug and alcohol-related disorders.
Substituted Specimen means a person’s Specimen not consistent with a normal human Specimen, as
determined by HHS (e.g., a Urine Specimen with creatine and specific gravity values that are so diminished
or so divergent that they are not consistent with normal human urine).
Supervisor in general, means any employee who has the authority to direct the job activities of one or
more other employees. With respect to a particular employee, the term means such employee’s immediate
supervisor and all persons having indirect supervisory authority over such employee.
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Urine Specimen means urine collected from an employee at the Collection Site for the purpose of a Drug
Test.
Validity Test(ing) means the evaluation of the Specimen to determine if it is consistent with normal human
urine. Specimen Validity Testing will be conducted on all Urine Specimens provided for testing under
DOT authority. The purpose of Validity Testing is to determine whether certain adulterants or foreign
substances were added to the Specimen, if the urine was Diluted, or if the specimen was altered, including
a Substituted Specimen.
Vehicle means a bus, electric bus, van, automobile, rail car, trolley car, trolley bus, or vessel. A public
transit vehicle is a vehicle used for public transportation or for ancillary services.
Verified Negative means with respect to the results of a Drug Test, means a test result reviewed by an
MRO and determined to have no evidence of prohibited Drug use at or above the minimum Cutoff levels
established by HHS.
Verified Positive Drug Test means with respect to the results of a Drug Test, means a test result reviewed
by an MRO and determined to have evidence of prohibited Drug use at or above the minimum Cutoff
levels specified in 49 CFR Part 40 as revised.
Workplace means the location or facility where an employee may be expected to perform any task related
to the requirements of his or her job. This includes break rooms and restrooms, outdoor work sites, County
vehicles, personal vehicles while being used for County business, computer workstations, conference
rooms, hallways, private offices, open/partitioned work areas, public contact/customer service/medical
services areas, and parking lots.
SECTION 3
Education and Training
Revised February 5, 2024
a. Every Covered Employee will receive a copy of this Policy and will have ready access to the
corresponding federal regulations including 49 CFR Parts 655 and 40, as amended. In addition, all
Covered Employees will undergo a minimum of 60 minutes of training on the signs and symptoms of
Drug use including the effects and consequences of drug use on personal health, safety, and the work
environment. The training also includes manifestations and behavioral cues that may indicate
prohibited drug use.
b. All Supervisors or persons who are in a position to determine Covered Employees’ fitness for duty
will receive 60 minutes of reasonable suspicion training on the physical, behavioral, and performance
indicators of probable drug use and 60 minutes of additional Reasonable Suspicion training on the
physical, behavioral, speech, and performance indicators of probable Alcohol misuse.
SECTION 4
Prohibited Behavior
Revised June 19, 2023, February 5, 2024
4.1 Drugs and Legal Drugs
a. The use of a Drug is prohibited at all times in the Workplace unless a legal prescription has been
written for the Drug. This includes but is not limited to, Prohibited Drugs, as well as any Drug not
approved for medical use by the United States Drug Enforcement Administration or the United
States Food and Drug Administration.
b. Legal Drugs – The appropriate use of legally prescribed Drugs and non-prescription medications
is not prohibited. However, the use of any substance which carries a warning label that indicates
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that mental functioning, motor skills, or judgment may be adversely affected must be reported to
a Union County Supervisor, and the Covered Employee is required to provide a written release
from his/her doctor or pharmacist indicating that the Covered Employee can perform his/her
Safety-Sensitive Functions.
4.2 Alcohol
a. Use of Alcohol by a Covered Employee while performing a Safety-Sensitive Function is
prohibited and constitutes grounds for immediate termination. Additionally, under the sole
authority of the County, the manufacture, distribution, dispensation, possession, storage, purchase,
or use of Alcohol by a Covered Employee while On Duty is prohibited and constitutes grounds for
immediate termination.
b. No Covered Employee shall use Alcohol within four (4) hours before performing a Safety-
Sensitive Function. Additionally, no Covered Employee shall use Alcohol within four (4) hours
before going On Duty.
c. No Covered Employee involved in an Accident that requires an Alcohol Test pursuant to this
Policy shall consume any Alcohol for eight (8) hours following the Accident or until the test is
performed, whichever comes first.
d. A Covered Employee who: (i) refuses to submit to an Alcohol Test when testing is required by
this Policy, or (ii) reports or remains On Duty with an Alcohol Concentration of 0.04 or greater
will be immediately removed from performing any Safety-Sensitive Function and referred to a list
of DOT qualified SAPs. The Covered Employee will also be subject to termination. However,
before proceeding with any disciplinary action (initial removal from performing any Safety-
Sensitive Function, with pay, is not a disciplinary action), the Covered Employee's department
director must ensure that the facts of the case are reviewed by the HR Director.
e. Under the sole authority of the County, no Covered Employee shall report for duty or remain On
Duty while having an Alcohol Concentration of 0.02 or greater.
f. A Covered Employee who is tested and found to have an Alcohol Concentration of 0.02 or greater
but less than 0.04 shall not perform or continue to perform his or her Safety-Sensitive Functions
until the start of the Covered Employee's next regularly scheduled duty period, but not less than
eight (8) hours following administration of the Alcohol Test. However, under the sole authority of
the County, the Covered Employee shall be removed from duty without pay for at least a twenty-
four (24) hour period, unless a subsequent Alcohol Test results in an Alcohol Concentration of
less than 0.02.
g. Under the sole authority of the County, a Covered Employee who is terminated as a result of a
Positive Alcohol Test will not be considered for re-employment for a period of two (2) years from
the date of the test.
h. A Covered Employee who: (i) refuses a required Alcohol Test or (ii) has a confirmed Alcohol Test
result of 0.04 or greater may not subsequently perform any Safety-Sensitive Function for the
County unless and until he or she completes a SAP evaluation, referral, and education/treatment
process, and shall be subject to return-to-duty and follow-up testing, as set forth in this Policy and
49 CFR Part 40, as amended.
4.3 Drugs
a. The unlawful manufacture, distribution, dispensation, possession, purchase, or use of Drugs by a
Covered Employee is prohibited and constitutes grounds for immediate termination. The
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unlawful use of a Drug includes use of any illegal Drug, misuse of a legally prescribed Drug, and
use of an unlawfully obtained prescription Drug. It is important to note that the use of marijuana
in any circumstances remains completely prohibited for any Covered Employee subject to Drug
testing under DOT regulations and this Policy. The use of marijuana in any circumstance
(including under state recreational and/or medical marijuana laws) by a Covered Employee is a
violation of this Policy and a violation of 49 CFR Part 40, as amended.
b. No Covered Employee shall report for duty or remain On Duty if they have used a prohibited drug
as defined in 49 CFR Part 40, as amended.
c. Without limiting any other provision set forth in this section or this Policy, it is recognized that
FTA drug testing regulations (49 CFR Part 655) require that all Covered Employees be tested for
marijuana, cocaine, amphetamines, opioids, and phencyclidine as described in this Policy.
Unlawful use of these five aforementioned drugs is prohibited at all times and thus, Covered
Employees may be tested for these drugs anytime that they are On Duty.
d. Under the sole authority of the County, a Covered Employee shall inform his or her Supervisor if,
prior to beginning work or while he or she is On Duty, he or she has used or intends to use any
prescription medication, over-the-counter medication, or other substance that might impair his or
her ability to satisfactorily perform duties. Covered Employees are responsible for a thorough
understanding of the effects and potential side effects of medications or other chemical substances
taken. Failure to notify the Supervisor under these circumstances may result in disciplinary action
up to and including termination. However, before proceeding with disciplinary action, the Covered
Employee's department director must ensure that the facts of the case are reviewed by the HR
Director.
e. A Covered Employee who: (i) refuses to submit to a Drug Test when testing is required by this
Policy or (ii) has a Verified Positive Drug Test will be immediately removed from performing any
Safety-Sensitive Function and referred to a list of DOT qualified SAPs. The Covered Employee
will also be subject to termination. However, before proceeding with any disciplinary action
(initial removal from performing any Safety-Sensitive Function, with pay, is not a disciplinary
action), the Covered Employee's department director must ensure that the facts of the case are
reviewed by the HR Director.
f. Under the sole authority of the County, a Covered Employee who is terminated as a result of a
Positive Drug Test may not be considered for re-employment for a period of two (2) years from
the date of the test.
g. A Covered Employee who: (i) refuses a required Drug Test or (ii) has a Verified Positive Drug
Test may not subsequently perform any Safety-Sensitive Function for the County unless and until
he or she completes an SAP evaluation, referral and education/treatment process and shall be
subject to return-to-duty and follow up testing, as set forth in 49 C.F.R. Part 40, as amended.
SECTION 5
Supervisor Responsibilities
Revised June 19, 2023, February 5, 2024
Every Supervisor shall:
a. Consistently apply this Policy to all Covered Employees under his or her supervision. A Supervisor
who fails to apply this Policy when he or she believes or reasonably should believe that a Covered
Employee under his or her supervision has committed a violation, will be disciplined.
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b. Initiate the process for having a Covered Employee take a Drug Test or Alcohol Test, by notifying
the HR Director if there is Reasonable Suspicion that a Covered Employee under his or her
supervision, when such Covered Employee is on Duty, has an illegal Drug or Alcohol in his or her
system or is using any legal Drug in a manner other than it was intended.
c. Ensure that all Covered Employees he or she supervises receive training on the requirements and
consequences of this Policy.
d. Follow the procedure established by the department director to ensure that a Covered Employee
who is to be tested for Alcohol or other Drugs is transported to the designated test site, and that
those Covered Employees for whom there is Reasonable Suspicion of substance abuse or who
have had a breath Alcohol Test result of 0.02 or greater are transported home, either by personal
family/friends or by arranged transportation.
SECTION 6
Covered Employee Responsibilities
Revised June 19, 2023, February 5, 2024
Every Covered Employee and, to the extent applicable, every Covered Applicant shall:
a. Abide by this Policy as a condition of employment.
b. Comply with all applicable laws regulating the manufacture, distribution, dispensation, use or
possession of Alcohol, Drugs, or prescription medications.
c. Assure that his or her ability to perform his or her job duties is not negatively affected due to use
of Alcohol or, under the sole authority of the County, Drugs, when scheduled to report to work or
when On Call. Should any Covered Employee be requested to report to work earlier than his or
her normal or previously assigned time, it is the Covered Employee's responsibility to advise his
or her Supervisor of an inability to perform his or her job duties or that he or she has used Alcohol
or, under the sole authority of the County, Drugs, within the last four hours prior to reporting for
duty. If the Covered Employee had received prior notice that he or she might be called back into
work, the Covered Employee shall be considered absent without leave if he or she is unable to
report to duty and may be subject to other disciplinary action due to inability to report for duty.
If a Covered Employee acknowledges the use of Alcohol when On Call, but claims the ability to
perform his or her Safety-Sensitive function, the Covered Employee must take an Alcohol Test.
In the case of a Supervisor who has consumed Alcohol or, under the sole authority of the County,
Drugs, within four hours of receiving an unscheduled notice to report to work or who is otherwise
unable to perform his or her job duties due to the influence of Alcohol or, under the sole authority
of the County, Drugs, the Supervisor shall contact a previously designated employee within his or
her department to assume the role and responsibilities of the supervisory position until the four-
hour time period has passed or, if later, the Supervisor is no longer under such influence and can
safely return to duty. If no employee within the Supervisor's department is available or capable of
assuming temporary supervisory responsibilities, the Supervisor shall contact a Deputy or
Assistant County Manager who shall appoint a temporary Supervisor.
d. Submit immediately to a Drug Test or Alcohol Test when requested by his or her Supervisor or
by the HR Director in accordance with this Policy.
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[Link-to-previous setting changed from off in original to on in modified.].
e. Notify his or her department director within five (5) days of Conviction of a violation of a Criminal
Drug Statute such as the manufacture, distribution, dispensation, possession, or use of narcotics,
Drugs, or for any other controlled substance when such violation occurred while the Covered
Employee was On Duty, as required by the Drug-Free Workplace Act of 1988.
SECTION 7
Drug and Alcohol Tests
Revised October 17, 2011, August 15, 2016, February 5, 2024
7.1 Reasonable Suspicion Testing
a. Any Covered Employee who while operating a County vehicle or while otherwise On Duty,
demonstrates work performance or behavior that creates a Reasonable Suspicion that the
Covered Employee is under the influence of Alcohol or Drugs in violation of this Policy shall
be subject to Alcohol Testing or Drug Testing.
b. FTA covered employees will be subject to a Reasonable Suspicion Drug and/or Alcohol test
when the employer has Reasonable Suspicion to believe that the Covered Employee has used
a prohibited Drug and/or engaged in Alcohol misuse. Reasonable Suspicion referrals must be
made by one or more Supervisor or other County officials trained in detecting the signs and
symptoms of misuse of Alcohol or Drugs in accordance with 49 C.F.R. § 655.14, who
reasonably conclude that a Covered Employee may be adversely affected or impaired in his/her
work performance due to possible prohibited Drug use or Alcohol misuse. A reasonable
suspicion alcohol test can only be conducted just before, during, or just after the performance
of a safety-sensitive job function. Under the sole authority of the County, a non-DOT
Reasonable Suspicion Drug Test or Alcohol Test may also be conducted anytime a Covered
Employee is On Duty.
c. An Alcohol Test shall be administered within two (2) hours, but no later than eight (8) hours,
following the determination of Reasonable Suspicion. If the test is not administered within
two (2) hours, the Supervisor must document the reason(s) the test was not promptly
administered. If the test is not administered within eight (8) hours, the Supervisor shall cease
attempts to administer the test and shall prepare and maintain a written record stating the
reason(s) for not administering the test.
d. A Drug Test shall be administered as soon as possible following the determination of
Reasonable Suspicion.
e. Once Reasonable Suspicion is established, the Covered Employee shall not be allowed to
report to duty or remain On Duty until: (i) an Alcohol Test or Drug Test is administered and
the results of such test are Negative, or (ii) under the sole authority of the County, eight (8)
hours have elapsed following a determination of Reasonable Suspicion of Alcohol, or (iii)
under the sole authority of the County, thirty-two (32) hours have elapsed following a
determination of Reasonable Suspicion of Drugs.
f. A written record shall be made of the grounds for administering a Reasonable Suspicion Test
for Alcohol or Drugs and signed by the Supervisor or departmental designee who made the
determination of Reasonable Suspicion within twenty-four (24) hours of the observed
behavior or before the results of the Alcohol Test or Drug Test are released, whichever is
earlier.
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7.2 Post-Accident Testing
a. In addition to any other post-Accident testing requirements described herein and established
pursuant to the sole authority of the County, all Covered Employees will be subject to the
testing requirements found in 49 CFR § 655.44, as amended. This regulation requires the
County to conduct Drug Tests and Alcohol Tests on each surviving Covered Employee
operating the transit vehicle at the time of a vehicle Accident involving the loss of human life.
This regulation also requires the County to conduct Drug Tests and Alcohol Tests on any other
Covered Employee whose performance could have contributed to a vehicle Accident involving
a fatality, as determined by the County using the best information available at the time of the
decision. Furthermore, the regulation requires Drug Testing and Alcohol Testing of the
following Covered Employees in the event that a transit vehicle is involved in an Accident
resulting in injuries requiring immediate transportation to a medical treatment facility, or an
Accident in which one or more vehicles incurs Disabling damage, but not involving the loss
of human life: (1) each Covered Employee operating the transit vehicle at the time of the
Accident unless the County determines, using the best information available at the time of the
decision, that the Covered Employee’s performance can be completely discounted as a
contributing factor to the Accident; and (2) any other Covered Employee whose performance
could have contributed to the Accident, as determined by the County using the best
information available at the time of the decision.
A Covered Employee subject to post-Accident testing shall remain readily available for such
testing or may be deemed by the County to have refused to submit to testing.
b. Post-Accident Alcohol Tests will be administered immediately following the Accident or as
soon thereafter as medically and legally possible, but no later than eight (8) hours after the
Accident. If the test is not administered within two (2) hours, the Supervisor shall prepare
and maintain a written record stating the reason(s) why the test was not administered within
two
(2) hours. If the test is not administered within eight (8) hours, the Supervisor shall cease attempts
to administer the test and shall prepare and maintain a written record stating the reason(s) why
the test was not properly administered.
c. Post-Accident Drug Tests will be administered immediately following the Accident or as soon
thereafter as medically and legally possible, but no later than thirty-two (32) hours after the
Accident. If the test is not administered within thirty-two (32) hours, the Supervisor shall
cease attempts to administer the test and shall prepare and maintain a written record stating
the reason(s) why the test was not promptly administered.
d. Nothing in this Policy shall be construed to require the delay of necessary medical attention
for injured people following an Accident or to prohibit a driver from leaving the scene of an
Accident for the period necessary to obtain assistance in responding to the Accident, or to
obtain necessary emergency medical care.
7.3 Pre-employment Testing
a. Before any new or existing Covered Employee or Covered Applicant first operates a
Revenue Service Vehicle or performs any related Safety-Sensitive Functions as defined in
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a. 49 C.F.R. 655.4, the Covered Employee or Covered Applicant must submit to Drug
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Testing and receive a Verified Negative result. If the pre-employment Drug Test is
Canceled, the Covered Employee or Covered Applicant must take another pre-employment
Drug Test with a Verified Negative result. A pre-employment Drug Test will be performed
after a conditional offer of employment or transfer has been made to a Covered Applicant
or Covered Employee.
b. When a Covered Employee has not performed a Safety-Sensitive Function as defined in 49
C.F.R. 655.4 for 90 consecutive calendar days regardless of the reason, and the Covered
Employee has not been in the random selection pool during that time, the Covered Employee
must take a pre-employment Drug Test with a Verified Negative result.
c. Covered Applicants are required (even if ultimately not hired) to provide the County with
signed written releases requesting Drug and Alcohol records from all previous, DOT-
covered employers that the Covered Applicant has worked for within the last two years.
Failure to do so will result in the employment offer, if any, being rescinded. The County is
required to ask all such Covered Applicants (even if ultimately not hired) if they have tested
Positive or refused to test on a pre-employment test for a DOT-covered employer within the
last two years. If the Covered Applicant has tested Positive or refused to test on a pre-
employment test for a DOT-covered employer, the Covered Applicant must provide the
County proof of having successfully completed a referral, evaluation, and treatment plan as
described in 49 CFR § 655.62.
7.4. Random Testing
a. Random testing will be done on a percentage basis in a fair and equal manner. Each time a
random selection is made, every Covered Employee subject to testing will have an equal
chance of being tested. Random Drug Tests shall be administered reasonably throughout
the calendar year at all days and hours during which a Covered Employee is On Duty.
Random Alcohol Tests shall be administered reasonably throughout the calendar year at all
days and hours during which a Covered Employee is actually performing, ready to perform,
immediately available to perform, or has just performed a Safety-Sensitive Function.
Random test selection will be made by a scientifically valid method by using a computer
based random number generator.
b. Covered Employees are subject to unannounced Drug Tests throughout the year and may be
tested at all days and hours they are On Duty. Covered Employees are subject to
unannounced Alcohol Tests throughout the year and may be tested at all days and hours
when the Covered Employee is actually performing, ready to perform, immediately
available to perform, or has just performed a Safety-Sensitive Function. Testing rates will
meet or exceed the minimum annual percentage rate set each year by the FTA administrator.
The current year testing rates can be viewed online at
www.transportation.gov/odapc/random-testing-rates.
c. Covered Employees will be included in a random testing pool with other employees covered
by DOT drug and alcohol regulations that are covered by a separate County drug and alcohol
policy. This testing pool will be maintained separately from the testing pool of all other
County employees who may be tested under a separate policy who are covered under such
policy by the sole authority of the County.
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d. When a Covered Employee is notified that he or she has been selected for random testing,
he or she will proceed immediately to the collection site. The Covered Employee’s
Supervisor shall explain to the Covered Employee that he or she is under no suspicion of
using Alcohol or taking Drugs and that the Covered Employee's name was selected
randomly pursuant to this Policy.
7.5. Return to Duty Testing
a. Covered Employees are subject to return to duty testing following a Verified Positive Drug
Test result, a confirmed Alcohol Test with a result indicating an Alcohol Concentration of
0.04 or greater, a refusal to test as set forth in Section 8 of this Policy or any other violation
of the prohibition on the use of Alcohol or Drugs under a DOT agency regulation. Such
Covered Employees must meet all requirements set forth in 49 CFR Part 40, Subpart O and
this Policy before they will be allowed to resume any DOT Safety- Sensitive Functions.
Nothing in this Section requires the County to return a Covered Employee to Safety-
Sensitive Functions because the Covered Employee has met these conditions.
b. A Positive Return to Duty test shall result in termination.
7.6 Follow-up Testing
a. A Covered Employee who violates this Policy by refusing to take a required Drug Test or
Alcohol Test or by having a Verified Positive Drug Test or by having a confirmed Alcohol Test
result of 0.04 or greater, and who seeks to resume the performance of Safety-Sensitive Functions,
will be required to undergo frequent, unannounced Drug Testing and/or Alcohol Testing
following their return-to-duty in accordance with a written follow-up testing plan to be
established by the SAP after the SAP determines that the Covered Employee has successfully
complied with the SAP’s recommendations for education and/or treatment. The SAP is the sole
determiner of the number and frequency of follow-up tests and whether these tests will be for
Drugs, Alcohol, or both, unless otherwise directed by the appropriate DOT agency regulations.
However, the SAP must, at a minimum, direct that the Covered Employee be subject to six
unannounced follow-up tests in the first 12 months of Safety-Sensitive Functions duty following
the Covered Employee’s return to Safety-Sensitive Functions. The requirements of the SAP’s
follow-up testing plan “follow the Covered Employee” to subsequent employers or through
breaks in service in accordance with the provisions in 49 CFR Part 40. The Covered Employee
will not be allowed to continue to perform Safety- Sensitive Functions unless follow-up testing
is conducted as directed by the SAP. Such follow-up Alcohol Testing will occur when the
Covered Employee is actually performing, ready to perform, immediately available to perform,
or has just performed a Safety-Sensitive Function; however, such follow-up Drug Testing will
occur anytime the Covered Employee is On Duty.
b. A Positive Follow-up Test will result in termination.
c. Follow-up Testing is separate from and in addition to Random Testing. Covered Employees
subject to Follow-up Testing must also remain in the standard random pool and must be tested
339
138
UCPR Updated: February 5, 2024
whenever their names come up for Random Testing, even if this means being tested twice in
the same week or month.
SECTION 8
Refusal to Submit to a Test
Revised February 5, 2024
A Covered Employee’s refusal to take a required Drug Test or Alcohol Test is a violation of this Policy. A
Covered Employee who violates this Policy by refusing to take a required Drug Test or Alcohol Test may
not subsequently perform any Safety-Sensitive Function for the County unless and until he or she
completes an SAP evaluation, referral, and education/treatment process and shall be subject to return-to-
duty and follow up testing, as set forth in 49 C.F.R. Part 40.
It is considered a refusal to take a test if a Covered Employee or Covered Applicant:
i. fails to appear for any test (except a pre-employment test) within a reasonable time, as determined
by the employer, after being directed by the employer to do so;
ii. fails to remain at the testing site until the testing is complete. A Covered Employee or Covered
Applicant who leaves the testing site before the testing process commences for a pre- employment
test has not refused to test;
iii. fails to attempt to provide a Specimen for any Drug Test, or Alcohol Test, required by 49 CFR
Part 40 or any other DOT agency regulations. A Covered Employee or Covered Applicant who
does not provide a Specimen because they have left the testing site before the testing process
commenced for a pre-employment test has not refused the test;
iv. in the case of a directly observed or monitored collection in a Drug Test, fails to permit the
observation or monitoring of the Covered Employee’s or Covered Applicant’s provision of a
Specimen;
v. fails to provide a sufficient amount of Specimen when directed, and it has been determined,
through a required medical evaluation, that there was no adequate medical explanation for the
failure;
vi. fails or declines to take an additional test the employer or collector has directed the Covered
Employee or Covered Applicant to take;
vii. fails to undergo a medical examination or evaluation, as directed by the MRO, or as directed by
the DER;
viii. fails to cooperate with any part of the testing process;
ix. has a test result that the MRO reports is a verified Adulterated or Substituted Specimen;
x. fails or refuses to sign Step 2 of the Alcohol Testing form;
xi. fails to follow the observer’s instructions during an observed collection, including instructions
to raise or lower clothing and turn around during a directly observed urine collection;
xii. possesses or wears a prosthetic or other device that could be used to tamper with the collection
process; or
xiii. admits to the collector or MRO that the Covered Employee or Covered Applicant Adulterated
or substituted the Specimen.
In addition, if a Covered Employee fails to remain readily available following an
Accident as set forth in Section 7.2 of this Policy.
340
139
UCPR Updated: February 5, 2024
SECTION 9
Drug Testing Procedures
Revised February 5, 2024
All Drug Tests performed pursuant to this Policy shall be conducted at Carolina OCC MED, in Monroe, NC,
or other clinical facility designated by the County, which facility shall be responsible for complying with all
applicable state and federal regulations governing Drug Testing procedures and methodologies.
a. The Drugs that will be tested for include marijuana, cocaine, opioids, amphetamines, and
phencyclidine (including such Drug metabolites).
b. After the identity of the donor Covered Employee/Covered Applicant is checked using picture
identification, a urine and/or Oral Fluid Specimen will be collected as described in 49 CFR Part 40, as
amended.
c. Covered Employees and Covered Applicants that have a Verified Positive Drug Test result or a test
refusal due to an Adulterated Specimen or Substituted Specimen may request a test of their Split
Specimen. However, Covered Employees and Covered Applicants do not have access to a test of their
Split Specimen following an Invalid result. The split sample test must be conducted at a second
Laboratory. The test must be conducted on the split sample that was provided by the Covered
Employee or Covered Applicant at the same time as the primary sample. The method of collecting,
storing, and testing the split sample will be consistent with the procedures set forth in 49 CFR Part 40,
as amended. The Covered Employee’s or Covered Applicant’s request for a split sample test must be
made to the MRO within 72 hours of notice of the original sample Verified Positive Drug Test result.
Requests after 72 hours will only be accepted at the discretion of the MRO if the delay was due to
documentable facts that were beyond the control of the Covered Employee or Covered Applicant. The
County will ensure that the cost for the Split Specimen is covered in order for a timely analysis of the
sample. However, the County will seek reimbursement for the split sample test from the Covered
Employee or Covered Applicant.
d. Following a Negative Dilute result, the Covered Employee or Covered Applicant will be required to
undergo another test. Should this second test result in a Negative Dilute result, the test will be
considered a Negative and no additional testing will be required unless directed to do so by the MRO.
SECTION 10
Alcohol Testing Procedures
Revised February 5, 2024
a. All Alcohol Tests performed pursuant to this Policy shall be conducted at Carolina OCC MED, in
Monroe, NC, or other clinical facility designated by the County, which facility shall be responsible for
complying with all applicable state and federal regulations governing Alcohol Testing procedures and
methodologies.
b. Tests for breath Alcohol Concentration will be conducted in accordance with 49 CFR Part 40, as
amended.
341
140
UCPR Updated: February 5, 2024
SECTION 11
Reporting of Results
Revised February 5, 2024
Carolina Occ Med, or other clinic facility designated by the County to perform employee Drug Testing, shall
send the MRO a copy (Copy 2) of the custody and control form within 24 hours (or the next business day) of
the Drug Test. The Laboratory shall report the Drug Test results to the Medical Review Officer. The report
shall indicate the Drugs/metabolites tested for, whether the results are Positive or Negative, and the Drug
Testing Laboratory identification number. Carolina Occ Med, or other clinical facility designated by the
County to perform employee Alcohol Testing, shall report Alcohol Test results to the HR Director (the DER
for Union County) immediately.
SECTION 12
Review of Drug Results by MRO
THE MRO WILL REVIEW AND INTERPRET POSITIVE RESULTS OBTAINED
FROM THE LABORATORY. THE MRO, THROUGH A VERIFICATION PROCESS,
WILL ASSESS AND DETERMINE WHETHER ALTERNATE MEDICAL
EXPLANATIONS COULD ACCOUNT FOR THE POSITIVE TEST RESULTS. THE
MRO MAY CONDUCT MEDICAL INTERVIEWS OF THE TESTED INDIVIDUAL.
ADDITIONALLY, THE MRO WILL EXAMINE ALL MEDICAL RECORDS AND
DATA MADE AVAILABLE BY THE TESTED INDIVIDUAL, SUCH AS EVIDENCE
OF PRESCRIBED MEDICATIONS.
a. The MRO will review the findings of a Drug Test with the Covered Employee or Covered
Applicant before a final determination is made that the Covered Employee or Covered
Applicant did not Pass the test. After the final determination is made, the MRO will notify the
County as prescribed below.
b. When a Covered Employee or Covered Applicant is taking a prescription medication, the
MRO must verify the prescription, and if it is a valid prescription, immediately notify the HR
Director of a Verified Negative result. In cases when an MRO verifies a prescription is
consistent with the Controlled Substances Act, but that the MRO has still made a determination
that the prescription may disqualify the Covered Employee or Covered Applicant under other
DOT medical qualification requirements, or that the prescription poses a significant safety-
risk, the MRO must advise the Covered Employee or Covered Applicant that they will have
five (5) business days from the date the MRO reports the Verified Negative result to the
County for the Covered Employee or Covered Applicant to have their prescribing physician
contact the MRO. The prescribing physician will need to contact the MRO to assist the MRO
in determining if the medication can be changed to one that does not make the Covered
Employee or Covered Applicant medically unqualified or does not pose a significant safety
risk. If in the MRO’s reasonable medical judgment, a medical qualification issue or a
significant safety risk still remains after the MRO communicates with the Covered Employee’s
or Covered Applicant’s prescribing physician, or after five (5) business days, whichever is
shorter, the MRO must communicate this issue to the County consistent with 49 CFR Part
40.327.
342
141
UCPR Updated: February 5, 2024
c. If during the course of an interview with an individual who has tested Positive the MRO learns
of a medical condition which could, in the MRO's reasonable medical judgment, pose a risk
to safety, the MRO may report that information to the HR Director.
d. The MRO will notify each Covered Employee or Covered Applicant who has a confirmed
Positive test that the Covered Employee or Covered Applicant has 72 hours in which to request
a test of the Split Specimen. The Covered Employee or Covered Applicant shall have the right
to retest a confirmed Positive sample at another approved Laboratory. The Covered Employee
or Covered Applicant must request release of the sample specifying to which approved
Laboratory the sample is to be sent. If the Covered Employee or Covered Applicant makes
such a request, the MRO will direct, in writing, the Laboratory to provide the Split Specimen
to a second certified Laboratory. If the analysis of the Split Specimen fails to Reconfirm the
presence of the Drug(s) or Drug metabolite(s) found in the primary Specimen, or if the Split
Specimen is unavailable, inadequate for testing or un-testable, the MRO will cancel the test
and report cancellation and the reasons for it to the DOT, the County, and the Covered
Employee or Covered Applicant. The County will conduct the Split Specimen test in a timely
manner in accordance with Policy and applicable law; however, the County may seek payment
or reimbursement for all or part of the cost of the Split Specimen from the Covered Employee
or Covered Applicant in accordance with 49 C.F.R. § 40.173.
e. Notwithstanding any other provision stated herein, the MRO shall comply with all applicable
state and federal laws in effect at the time of the testing.
SECTION 13
Compliance with Law
Revised June 19, 2023, February 5, 2024
a. The County will maintain Alcohol Test and Drug Test results in a secure and confidential
manner, so that disclosure of information to unauthorized persons does not occur. Covered
Employee or Covered Applicant information shall only be released as legally required or
expressly authorized.
b. Searches and seizures are to be conducted in a legal manner. Under the sole authority of the
County, the County reserves the right to conduct searches or inspections of property assigned
to a Covered Employee whenever a department director or his or her designee determines that
the search is reasonable under all the circumstances. Failure to consent to, or cooperate with,
such inspections will be grounds for disciplinary action up to and including discharge.
c. The County will notify the North Carolina Division of Motor Vehicles within five (5) business
days following receipt of a Positive Drug Test or Alcohol Test or a refusal to submit to a
required test for all Covered Employee or Covered Applicants, as required by N.C.G.S.
§ 20-37.19(c). Such notification shall include the person’s name, driver’s license number,
social security number, and test results or documentation of refusal to take the test.
d. The Drug Free Workplace Act of 1988 requires all Covered Employees to notify the County
within five calendar days after any criminal Conviction for the manufacture, distribution,
dispensation, possession, or use of narcotics, Drugs, or any other controlled substance at the
343
142
UCPR Updated: February 5, 2024
Workplace. The County shall then be required to notify all federal contracting agencies and
grantors of such Conviction within ten days of receiving notice of the Conviction.
e. This Policy is intended to comply will all applicable federal regulations governing Workplace
anti-Drug and Alcohol programs in the transportation industry. This specifically includes,
without limitation, 49 CFR Part 655, as amended (published by the FTA of the DOT), which
mandate Drug Testing and Alcohol Testing for Covered Employees and Covered Applicants
and prohibit performance of Safety-Sensitive Functions when there is a Positive test or test
refusal; and 49 CFR Part 40, as amended (published by DOT), which sets standards for the
collection and testing of Specimens.
SECTION 14
Contact
Any inquiries regarding this Policy should be directed to the Union County Human Resources
Director, who is the County Official designated to answer questions about this Policy. The HR
Director is located in the Union County Government Center, 500 N. Main Street, Suite 130,
Monroe,
N.C. The phone number is (704) 283-3869.
SECTION 15
49 CFR Part 655
Revised February 5, 2024
a. The provisions in 49 CFR Part 655, as amended, apply to Covered Employees and Covered Applicants.
This Policy implements elements of an anti-Drug use and Alcohol misuse program that are not required
by 49 CFR Part 655.
b. The following list indicates the tests required by 49 CFR Part 655 and is meant to satisfy the
requirement in 49 CFR § 655.17 that employers notify employees of tests required by Part 655. 49
CFR Part 655 requires:
1. Drug Testing with a verified Negative result prior to allowing a Covered Employee or a
Covered Applicant for such a position to perform a safety sensitive function (as defined by
Part 655) for the first time.
2. Drug Testing with a verified Negative result prior to allowing a Covered Employee to perform
a safety-sensitive function if the Covered Employee has not performed a safety sensitive
function (as defined by 49 CFR Part 655) for 90 consecutive calendar days regardless of the
reason and the Covered Employee has not been in the random selection pool during that time.
3. Alcohol Testing if a Covered Employee acknowledges the use of Alcohol while On Call but
claims the ability to perform his or her safety-sensitive function (as defined by 49 CFR Part
655).
4. Alcohol Testing and/or Drug Testing when the County has Reasonable Suspicion to believe
that the Covered Employee has used a prohibited Drug and/or engaged in Alcohol misuse.
344
143
UCPR Updated: February 5, 2024
Reasonable Suspicion Alcohol Testing is authorized under 49 CFR Part 655 only if the
required observations are made during, just preceding, or just after the period of the workday
that the Covered Employee is required to be in compliance with 49 CFR Part 655, and the
Covered Employee is directed to undergo the test while performing safety-sensitive functions
(as defined by 49 CFR Part 655), just before the Covered Employee is to perform such
functions, or just after the Covered Employee has ceased performing such functions.
5. Random testing for Alcohol misuse while the Covered Employee is performing safety-
sensitive functions (as defined by 49 CFR Part 655); just before the Covered Employee is to
perform such functions; or just after the Covered Employee has ceased performing such
functions.
6. Random testing for prohibited Drug use anytime a Covered Employee is On Duty.
7. Post-Accident Drug Testing and Alcohol Testing under 49 CFR § 655.44 as described by
Section 6.2(a) of the Policy.
8. If a Covered Employee has a Verified Positive DOT Drug Test result, a DOT Alcohol Test
with a result indicating an Alcohol Concentration of 0.04 or greater, or a refusal to test or any
other violation of the prohibition on the use of Alcohol or Drugs under a DOT agency
regulation, 49 CFR Part 655 requires return-to-duty Drug Testing and/or Alcohol Testing prior
to the return of the Covered Employee to safety-sensitive duties (as defined by 49 CFR Part
655). Such testing must occur after the SAP has determined that the Covered Employee has
successfully complied with prescribed education and/or treatment.
9. Follow-up testing of each Covered Employee who returns to duty in accordance with a
written follow-up testing plan to be established by the SAP.
c. 49 CFR Part 655 authorizes pre-employment Alcohol Testing in accordance with 49 CFR § 655.42.
d. 49 CFR Part 655 defines “safety-sensitive function” to have the meaning as defined in this Policy for
Safety-Sensitive Function.
345
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-356 Agenda Date:6/16/2026
TITLE:..title
Opioid Settlement
INFORMATION CONTACT:
Maribel Andon, County Manager’s Office, Opioid Settlement Program Manager, 704-283-3636
ACTION REQUESTED:
Click or tap here to enter text.
PRIOR BOARD ACTIONS:
Click or tap here to enter text.
BACKGROUND:
Click or tap here to enter text.
FINANCIAL IMPACT:
Click or tap here to enter text.
Union County, NC Printed on 6/5/2026Page 1 of 1
powered by Legistar™346
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-340 Agenda Date:6/16/2026
TITLE:..title
Minutes for Approval
INFORMATION CONTACT:
Lynn G. West, Clerk to the Board of Commissioners, 704-283-3853
ACTION REQUESTED:
Approve minutes
PRIOR BOARD ACTIONS:
None
BACKGROUND:
Draft minutes have been provided to the Board for review and approval.
FINANCIAL IMPACT:
None
Union County, NC Printed on 6/1/2026Page 1 of 1
powered by Legistar™347
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-325 Agenda Date:6/16/2026
TITLE:..title
Tax Collector’s Departmental Report for April 2026
INFORMATION CONTACT:
Kristen Foxworth, Tax Administration, Deputy Tax Administrator, 704-283-3591
ACTION REQUESTED:
None - Information Only.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
This report reflects the totals of all tax transactions within the Tax Collector’s Office for the month of
April 2026 as required by NCGS 105-350(7).
FINANCIAL IMPACT:
None.
Union County, NC Printed on 6/1/2026Page 1 of 1
powered by Legistar™348
Tax Administration | Revenue Division
500 North Main Street, Suite 119 Monroe, NC 28112
T 704-283-3848 unioncountync.gov
Memorandum
To: Board of County Commissioners
Brian Matthews, County Manager
Lynn West, Clerk to the Board
From: Vann Harrell
Tax Administrator
Date: May 12, 2026
Re: Departmental Monthly Report
The Tax Collector’s monthly/year to date collections report for the month ending April 30, 2026
is attached for your information and review.
Should you desire additional information, I will provide that at your request.
Attachment
VH/JM
349
APRIL 2026
PERCENTAGE FOR REGULAR TAX
APRIL 30, 2026 REGULAR TAX 2026 2025 2024 2023 2022
BEGINNING CHARGE 536,355.42 274,844,406.12 237,285,195.77 226,218,530.63 217,100,216.02
TAX CHARGE
PUBLIC UTILITIES CHARGE
DISCOVERIES 76,944.18
NON DISCOVERIES 34,619.81 4,861.07 3,033.76 2,959.28 236.13
RELEASES (1,105.44) (6,291.85) (366.62) (379.63) (380.57)
TOTAL CHARGE 646,813.97 274,842,975.34 237,287,862.91 226,221,110.28 217,100,071.58
BEGINNING COLLECTIONS 121,404.41 273,352,397.84 237,135,256.40 226,137,347.61 217,047,204.43
COLLECTIONS 21,277.10 750,710.51 11,305.98 6,320.60 4,039.72
TOTAL COLLECTIONS 142,681.51 274,103,108.35 237,146,562.38 226,143,668.21 217,051,244.15
BALANCE OUTSTANDING 504,132.46 739,866.99 141,300.53 77,442.07 48,827.43
PERCENTAGE OF REGULAR 22.06%99.73%99.94%99.97%99.98%
OVERALL CHARGED 646,813.97 274,842,975.34 237,287,862.91 226,221,110.28 217,100,071.58
OVERALL COLLECTED 142,681.51 274,103,108.35 237,146,562.38 226,143,668.21 217,051,244.15
OVERALL PERCENTAGE 22.06%99.73%99.94%99.97%99.98%
1
350
APRIL 2026
PERCENTAGE FOR REGULAR TAX
APRIL 30, 2026 REGULAR TAX
BEGINNING CHARGE
TAX CHARGE
PUBLIC UTILITIES CHARGE
DISCOVERIES
NON DISCOVERIES
RELEASES
TOTAL CHARGE
BEGINNING COLLECTIONS
COLLECTIONS
TOTAL COLLECTIONS
BALANCE OUTSTANDING
PERCENTAGE OF REGULAR
OVERALL CHARGED
OVERALL COLLECTED
OVERALL PERCENTAGE
2021 2020 2019 2018
208,193,368.98 192,181,155.30 186,540,147.30 180,717,811.44
(359.21) (232.13)
208,193,009.77 192,180,923.17 186,540,147.30 180,717,811.44
208,144,231.60 192,113,137.87 186,444,741.58 180,661,614.46
1,938.50 676.92 1,060.75 1,096.50
208,146,170.10 192,113,814.79 186,445,802.33 180,662,710.96
46,839.67 67,108.38 94,344.97 55,100.48
99.98%99.97%99.95%99.97%
208,193,009.77 192,180,923.17 186,540,147.30 180,717,811.44
208,146,170.10 192,113,814.79 186,445,802.33 180,662,710.96
99.98%99.97%99.95%99.97%
2
351
APRIL 2026
PERCENTAGE FOR REGULAR TAX
APRIL 30, 2026 REGULAR TAX
BEGINNING CHARGE
TAX CHARGE
PUBLIC UTILITIES CHARGE
DISCOVERIES
NON DISCOVERIES
RELEASES
TOTAL CHARGE
BEGINNING COLLECTIONS
COLLECTIONS
TOTAL COLLECTIONS
BALANCE OUTSTANDING
PERCENTAGE OF REGULAR
OVERALL CHARGED
OVERALL COLLECTED
OVERALL PERCENTAGE
2017 2016
186,663,147.61 176,859,604.37
186,663,147.61 176,859,604.37
186,617,140.04 176,822,068.93
1,200.26 1,112.42
186,618,340.30 176,823,181.35
44,807.31 36,423.02
99.98%99.98%
186,663,147.61 176,859,604.37
186,618,340.30 176,823,181.35
99.98%99.98%
3
352
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-342 Agenda Date:6/16/2026
TITLE:..title
Communications Monthly Report - May 2026
INFORMATION CONTACT:
Liz Cooper, Public Communications, Director, 704-283-3587
ACTION REQUESTED:
None - Information Only.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
This report provides valuable metrics and insights into communication platforms and our efforts to
collaborate with all County departments to inform and engage residents, promote programs and
services, and strengthen internal and external communications.
FINANCIAL IMPACT:
None.
Union County, NC Printed on 6/1/2026Page 1 of 1
powered by Legistar™353
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-346 Agenda Date:6/16/2026
TITLE:..title
Facilities Major Capital Projects Update - Quarterly Report
INFORMATION CONTACT:
Linda Whitaker, Assistant Director Design and Construction, Facilities & Fleet Management, 704-420-
2626
ACTION REQUESTED:
None - Information Only.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
This is the quarterly major capital projects update for projects managed by the Facilities & Fleet
Management Department.
FINANCIAL IMPACT:
None.
Union County, NC Printed on 6/1/2026Page 1 of 1
powered by Legistar™354
MAJOR CAPITAL (MC)
JUNE 16, 2026
Quarterly Facilities
Capital Projects Update
355
Project Partners
Development and financial responsibility for entry roads and other infrastructure
Edifice CMAR
1
2
Funding Source 5 NCDA FP Grant2 500,000.00$
5/7/2026
Notes:County has applied for a future NCDA FP Grant of $ 500,000.00
PreDesign Design Contracts/Bidding Permitting, Construction Closeout
Schedule Breakdown
1,810,959.00$
505,760.00$
NCDOT Permit - Permit Application Review in Progress
Last Qtr GMP Board Approval, Permitting
Next Qtr Permitting, Construction Start
Unique Schedule Impacts:Land Lease with Wingate University - Lease executed
Business Park road and infrastructure development by Town of Wingate - Plans developed by October, 2025
Grant Award for kitchen equipment, cold storage, shelving/racks - Grant awarded
City of Monroe - Natural Gas Infrastructure Construction - Proposal Under Review
State Grant Investment Earnings
Jan 2024 - Mar 2024 Apr 2024 - Oct 2025 Nov 2025 - Jan 2026 Feb 2026 - Mar 2027 Mar 2027 - Mar 2028
Transfer from Facilities Capital
19,196.00$
Total Revenue $17,380,604 Project Budget Delta $519,535
Project Revenue
Funding Source 7 Intergovernmental Revenue (Wingate)
Funding Source 8
Funding Source 6
Soft Costs $965,921
Funding Source 3 Transfer from General Fund 476,243.00$ Construction $15,895,148
Funding Source 4 GoldenLEAF Grant1 1,000,000.00$ Project Total $16,861,069
Funding Source 2 UC/EDC Capital 7,447,087.00$
Providing $5,000,000 in funding
Construction NC Cooperative Extension Management of day to day operations
Budget Revenue Budget Breakdown
Funding Source 1 State Appropriation 5,000,000.00$ Current Phase
20.0%6 Mnth Lag 3/1/2027 2%5%21,452 gsf
$17,380,604Funding Source 9 Bond Interest Income 621,359.00$
Project Budget PM: Bruno
$17,380,604 Town of Wingate
Wingate University Land lease, curriculum development and sharing, scholarship commitment
Project Name Project Description Capital Account
Union County Food
Innovation Center
Design and construct a facility to support an incubator space for local food product development, production and
packaging. The facility is planned to be between 15,000 to 30,000 gsf with key features including: dry storage, cold
storage, commercial kitchens, food processing suites, wash stations, food packaging rooms, office space, food
truck parking.
40080187
CPL Architect
Progress to Completion Schedule Lead/Lag Est. Completion Date Funds Encumbered Expenses to Date Building Size
Current Phase State of North Carolina
356
Responsible for daily operations of new facility
Last Qtr Construction Documents phase completed, CD phase estimate and value management reviewed and approved. Begin Permitting.
Next Qtr Site Plan Reviewed and Approved. Submit Construction Documents to Permitting. 100% Permit Approvals. Build the Bid Package.
Unique Schedule Impacts:Site and long lead time packages to bid early. Layout configuration review by UC Leadership.
PreDesign Design Contracts/Bidding Construction Closeout
Schedule Breakdown
Aug 2024 - Feb 2025 Feb 2025 - June 2026 June 2026 - Sept 2026 Oct 2026 - Nov 2027 Nov 2027 - Nov 2028
Future Funding Source 3 Project Contingency $217,307
Total Future Funding $0 Project Total $15,498,394
Future Funding Source 1 D/C Subtotal $14,980,677
Future Funding Source 2 Owner Reserves $300,410
Total Revenue $15,500,140 Furniture/Fixed Equipment $946,760
Construction Contingency $297,307
Funding Source 2 Design $865,260
Funding Source 3 Construction $12,871,350
Budget Revenue Budget Breakdown
Funding Source 1 UC WATER Capital $15,500,140 Current Phase
Building Size
15.0%8 Wks Lag 11/26/2027 5%4%20,142 gsf
Progress to Completion Schedule Lead/Lag Est. Completion Date Funds Encumbered Expenses to Date
Current Phase Edifice CMAR
Design/Construction Documents
Project Budget
$15,500,140 UC Water Department
Progressive Design Architect
Project Name Project Description Capital Account
UC Water Operation Center
Expansion and Renovation
Design and construct a facility to support UC Water growing needs. The project is proposed to be constructed
on the premises of the current operations center in Monroe. The anticipated building size is approximately
30,000 gsf and will contain general offices for Administration, Engineering, Operations, Customer Service that
includes customer drive-thru for various transactions and Warehouse space. In addition to this, a renovation
of approximately 3,000 gsf of existing Ops Center.
60186019
Project Partners PM: Soto
02.02.2026
357
Responsible for daily operation of new facility
Last Qtr Construction completed. Store opened on April 2nd.
Next Qtr
Unique Schedule Impacts:None
PreDesign Design Contracts/Bidding Construction Closeout
Schedule Breakdown
Aug 2022 - Nov 2022 Nov 2022 - Apr 2024 Apr 2024 - Jan 2025 Feb 2025 - Nov 2025 Nov 2025 - Nov 2026
Future Funding Source 3 Project Contingency $0
Total Future Funding $0 Project Total $938,588
Future Funding Source 1 D/C Subtotal $938,588
Future Funding Source 2 Owner Reserves
Total Revenue $950,000 Furniture/Fixed Equipment $17,451
Construction Contingency $78,221
Funding Source 2 Interest Income $100,000 Design $60,700
Funding Source 3 Event Ctr Support Fac $250,000 Construction $782,216
Budget Revenue Budget Breakdown
Funding Source 1 UC Capital MC $600,000 Current Phase
Building Size
100.0%0 Wks Lag 11/15/2025 7%93%3,588 gsf
Progress to Completion Schedule Lead/Lag Est. Completion Date Funds Encumbered Expenses to Date
Current Phase Rushing Contracting General Contractor
Closeout/Warranty
Project Budget
$950,000 UC Parks and Recreation
Creech & Associates Architect
Project Name Project Description Capital Account
UC Cane Creek
Campground Store
Design and Construction of a new building of approximately 1,300 SF that will serve as a general store for the
Cane Creek Park Campground area.
40080100
Project Partners PM: Soto
02.02.2026
358
Project Partners
Responsible for daily operations of new facility
Last Qtr Construction Documents phase completed, begin Permitting process.
Next Qtr Permitting completed, begin bidding process.
Unique Schedule Impacts:Permitting process. New building location - coordination with utilities. Size and location of the current septic system.
PreDesign Design Contracts/Bidding Construction Closeout
Schedule Breakdown
Feb 2025 - Jun 2025 Jun 2025 - June 2026 July 2026 - Oct 2026 Nov 2026 - July 2027 July 2027 - July 2028
Future Funding Source 3 Project Contingency $192,000
Total Future Funding $0 Project Total $3,262,300
Future Funding Source 1 D/C Subtotal $3,070,300
Future Funding Source 2 Owner Reserves
Total Revenue $3,350,000 Furniture/Fixed Equipment $204,000
Construction Contingency $192,000
Funding Source 2 Design $174,300
Funding Source 3 Construction $2,500,000
Budget Revenue Budget Breakdown
Funding Source 1 UC Solid Waste MC $3,350,000 Current Phase
Building Size
20.0%4 Wks Lag 7/30/2027 1%99%6,000 gsf
Progress to Completion Schedule Lead/Lag Est. Completion Date Funds Encumbered Expenses to Date
Current Phase TBD General Contractor
Design/Construction Documents
Project Budget
$3,577,000 UC Solid Waste
McMillan Pazdan Smith Architect
Project Name Project Description Capital Account
UC Solid Waste Operation
Center
Design and construct a facility to replace the existing office administrative building. The facility is planned to be
a single story building between 5,000 to 6,000 gsf with key features including: nine offices, two showers, two
bathrooms, one kitchenette area, one conference room, one MEP room, one storage room, one lobby for dirty
entry and one lobby for clean entry.
61287000
PM: Soto
02.02.2026
359
Project Partners
Historic tree protection advice
Construction Document Complete, bidding
Last Qtr
Next Qtr
Schematic/Design Development phase completed, Construction Documents started
Unique Schedule Impacts:Coordinating construction with the congressmen's office.
Coordinating HVAC & waterproofing to maintain occupancy
Coordinating construction work and historic tree preservation
PreDesign Design Contracts/Bidding Construction Closeout
Schedule Breakdown
Feb 2025 - May 2025 Apr 2025 - May 2026 May 2026 - Aug 2026 Aug 2026 - Jun 2027 Jun 2027 - Jun 2028
Total Future Funding $0 Project Total $1,725,000
Future Funding Source 2 Owner Reserves $209,730
Future Funding Source 3 Project Contingency $80,000
Construction Contingency $116,000
Future Funding Source 1 D/C Subtotal $1,435,270
Total Revenue $1,725,000 Furniture/Fixed Equipment $0
Funding Source 2 Design $199,270
Funding Source 3 Construction $1,120,000
Budget Revenue Budget Breakdown
Funding Source 1 UC Capital MC $1,725,000 Current Phase
Building Size
10.0%12 Wks Lag 6/1/2027 7%5%0
Progress to Completion Schedule Lead/Lag Est. Completion Date Funds Encumbered Expenses to Date
Current Phase Walter Robbs Architect
Design/Construction Documents TBD General Contractor
Project Budget
$1,725,000 UC Urban Forestry
UC Historical Society Advisory only
Project Name Project Description Capital Account
Historic Courthouse -
Phase 2
Design and construct envelope repairs to windows, doors foundations drainage, water infiltration into lower
level, low slope roof replacement and structural reinforcement under HVAC units, portico roof
repair/replacement, wraught iron repair.
40080125
PM: Bruno
02.02.2026
360
Project Partners
Supplied $20M in grant funding
CPL Architect
Last Qtr
Next Qtr
Construction Design Development 95%, NCDEQ & NCDOT Permitting, Early Electrical Equipment Package approved by BOCC
GMP Bidding, Permitting, Existing Structure Demo, Procurement of Lodox X-Ray Equipment, Early Electrical Equipment Procurement.
Unique Schedule Impacts:
Early bid packages will bid in January 2026 with full construction package bidding in July 2026
Advance Planning Design Contracts/Bidding Construction Closeout
DOT coordination with Hwy 74 driveway/entrance
Future Funding Source 3 Project Contingency $0
Schedule Breakdown
Jun 2025 - Aug 2025 Aug 2025 - May 2026 May 2026 - Jul 2026 Aug 2026 - Nov 2027 Nov 2027 - Nov 2028
Total Future Funding $0 Project Total $20,980,429
Construction Contingency $515,378
Future Funding Source 1 D/C Subtotal $20,603,916
Future Funding Source 2 Owner Reserves $376,513
Total Revenue $21,037,481 Furniture/Fixed Equipment $1,075,000
Funding Source 2 ME Operation Funds $537,481 Design $1,834,283
Funding Source 3 $500,000 Construction $17,179,255
Budget Revenue Budget Breakdown
Funding Source 1 State of NC Grant $20,000,000 Current Phase
Building Size
15.0%2 Wks Lag 11/1/2027 5%5%15,100 sf
Timmons Civil
Progress to Completion Schedule Lead/Lag Est. Completion Date Funds Encumbered Expenses to Date
Current Phase
Design/Construction Documents Wharton-Smith CMAR
Project Budget
$20,537,481 State of NC
UC Medical Examiner Responsible for operations
Project Name Project Description Capital Account
South Piedmont Regional
Autopsy Center
The project consists of constructing a new single-story, approximately 10,000-15,000 sf building in Wingate, NC to provide morgue and forensic
pathology services to the residence of Union County as well as several surrounding Counties. The office will also be responsible for death
investigations under certain circumstances and work with local, state and federal law enforcement agencies when necessary. The new facility will
include autopsy stations, observation rooms, examination rooms, lab space biological processing equipment refrigeration space three to four offices,
a small conference area, comprehensive ventilation and air conditioning and enhanced security.
40080222
10114420
PM: Bruno
5/7/2026
361
A&E
Receive revised drawings and permits, start receiving quotes for finishes, issuing PO's, start installing finishes.
1
2
Notes:demo complete in lobby restrooms
Last Qtr
Next Qtr
All punch list items complete except for 1. Working on design and cost for lobby restroom remodel, architect is revising the drawings for perm
Unique Schedule Impacts:Temporarily relocating existing security desk and routing staff and visitor entrance to the ground floor during construction
Offer visitors and Commissioners secure 1st floor access for Board meetings during construction
PreDesign Design Contracts/Bidding Construction Closeout
Schedule Breakdown
May 2024 - Jan 2025 Jan 2025 - May 2025 July 2025 - Jan 2026 Jan 2026 - Jan 2027
Total Future Funding $0 Project Total $462,891
Future Funding Source 2 Owner Reserves
Future Funding Source 3 Project Contingency $0
Construction Contingency $34,990
Future Funding Source 1 D/C Subtotal $462,891
Total Revenue $574,167 Furniture/Fixed Equipment $0
Funding Source 2 UC FRR $183,118 Design $38,261
Funding Source 3 UC Capital MC $289,552 Construction $389,640
Budget Revenue Budget Breakdown
Funding Source 1 UC OC $101,497 Current Phase
Building Size
95.0%0 Wks Lag 01.30.2026 13%87%0
Progress to Completion Schedule Lead/Lag Est. Completion Date Funds Encumbered Expenses to Date
Current Phase Assa Abloy Equimpent Provider
Closeout/Warranty UC Public Communications
Project Budget Project Partners
$574,167 Gensler
Heartland Contracting General Contractor
Project Name Project Description Capital Account
UC Government Center
First Floor Finishes and
Lobby Renovation
Project scope consists of renovating the Government Center's main entrance and lobby to offer a well
organized entrance and exit scheme to better serve employees and the public, and includes security
enhancements within a new security desk, visitor management system and the addition of security tunstiles.
Adjacent spaces, the main corridor, commissioners conference room, kitchenette and board room will
receive new wall and flooring finishes.
40080131, 40080069
and 40080190
PM: Simpson
05.07.2026
362
1
2
Notes:
Last Qtr Generator arrived to the contractor on 03/26/2026, Hinson Electric has started installing the MDP, ATS and running conduit
Next Qtr Continue construction, test generator, ATS, and MTS
Unique Schedule Impacts:
PreDesign Design Contracts/Bidding Construction Closeout
Schedule Breakdown
4/24/2025 - 6/12/2025 6/19/2025 - 8/29/2025 9/1/25 - 1/21/2026 1/27/2026 - 8/8/2026 8/9/2026 - 8/9/2027
Future Funding Source 3 Project Contingency
Total Future Funding $0 Project Total $510,800
Future Funding Source 1 D/C Subtotal $510,800
Future Funding Source 2 Owner Reserves
Total Revenue $525,000 Furniture/Fixed Equipment
Construction Contingency $43,800
Funding Source 2 Design $29,000
Funding Source 3 Construction $438,000
Budget Revenue Budget Breakdown
Funding Source 1 UC Capital Funds $525,000 Current Phase
Building Size
40.0%Lead 4 weeks 8/8/2026 92%5%
Progress to Completion Schedule Lead/Lag Est. Completion Date Funds Encumbered Expenses to Date
Current Phase
Construction
Project Budget Project Partners
$525,000 Progressive AE Electrical Engineer/Designer 05/06/2026
Hinson Electric Electrical Contractor
Project Name Project Description Capital Account
Progress Generator Add an emergency generator to power the building in the event of normal power loss 40080209
PM: Simpson
363
Union County Sheriff's Department
1
2
Project Budget Project Partners
$675,000
Project Name Project Description Capital Account
Union County Sheriff's
Office Fuel Station
The project scope of work includes providing a 12,000-gallon fuel tank, dispensing system, and associated
equipment. A three-sided enclosure will be constructed to conceal the fuel tank. The fuel management
system will integrate with Union County’s existing fuel management system. Other accessory work includes
replacing a section of asphalt with concrete, installing speed bumps to assist spill containment and traffic
calming, and installing a security camera for area surveillance.
40080210
PM: Mangum
10.02.2025
Progress to Completion Schedule Lead/Lag Est. Completion Date Funds Encumbered Expenses to Date
Current Phase
Design/Construction Documents
Budget Revenue Budget Breakdown
Funding Source 1 UC MC $675,000 Current Phase
Building Size
20.0%0 Wks Lag 1/1/2026 1%1%12,000 gal
Total Revenue $675,000 Furniture/Fixed Equipment $0
Construction Contingency $33,868
Funding Source 2 Design $12,000
Funding Source 3 Construction $391,067
Future Funding Source 1 D/C Subtotal $436,935
Future Funding Source 2 Owner Reserves
Future Funding Source 3 Project Contingency $0
Total Future Funding $0 Project Total $436,935
Schedule Breakdown
1/1/2024 -3/1/2024 3/1/2024 - 8/31/2024 10/1/2024- 12/1/2024 10/1/2024- 12/1/2024 1/1/2026 - 3/1/2026
Unique Schedule Impacts:Contract Cancel due to bid contention an abnormality
Currently Manuals are in contract review and BOCC agenda meeting for May 18
PreDesign Design Contracts/Bidding Construction Closeout
Notes:
Last Qtr Reducing scope with engineer /firm, Working on bidding process (Contract Book, Bid requirments)
Next Qtr Receiving signed porject manuals and schedule project
364
1
2
Notes:Consensus is needed from UC and the City of Fairview regarding access to the back of the property.
City of Fairview will pay utility bills.
Last Qtr Permit approved. Bidding process completed and rejected.
Next Qtr Rebid project, Award construction contract.
Unique Schedule Impacts:Evaluation of specification compliance on bid submissions.
PreDesign Design Contracts/Bidding Construction Closeout
Schedule Breakdown
6/13/2024 - 1/29/2025 2/10/2025 - 1/30/2026 4/14/2026 - 8/14/2026 9/01/2026 - 8/20/2027 8/20/2027 - 8/20/2028
Future Funding Source 3 Project Contingency $0
Total Future Funding $0 Project Total $2,023,830
Future Funding Source 1 D/C Subtotal $2,023,830
Future Funding Source 2 Owner Reserves
Total Revenue $2,000,000 Furniture/Fixed Equipment $0
Construction Contingency $0
Funding Source 2 UC Facilites Capital $600,000 Design $123,830
Funding Source 3 Construction $1,900,000
Budget Revenue Budget Breakdown
Funding Source 1 UC MC $1,400,000 Current Phase
Building Size
20.0%6 Wks Lag 8/20/2027 2%9%1,120 gsf
Progress to Completion Schedule Lead/Lag Est. Completion Date Funds Encumbered Expenses to Date
Current Phase Progressive AE Architect
Design/Construction Documents
Project Budget Project Partners
$2,000,000 City of Fairview
Fairview Fire Station
Project Name Project Description Capital Account
UC Fairview Fire Training
Facility
Design and construct a facility to support variable training exercises practiced by the fire department, some of
these training exercises are designed specifically for repeated Class “A” Fueled Live Fire Training, include an
SCBA Reconfigurable Maze System allowing the interior floor space to be reconfigured to support various
interior fire attack scenarios. The work shall be completed in two phases, includes coordinating with Union
County Facilities Department for access, delivery, and installation.
40080176
PM: Soto
10.02.2025
365
1
2
Project Budget Project Partners
$225,000 Gensler Architect 05/06/2026
REI Engineers Roof Design Consultant
Project Name Project Description Capital Account
Progress Administrative
Building Reroof
Project includes reroofing Progress Administrative Building. The existing roof area is approximately 15,000
square feet of stone ballast EPDM roof system and will be replaced with a 2-ply modified bituminus roof system.
40080069
PM: Simpson
Progress to Completion Schedule Lead/Lag Est. Completion Date Funds Encumbered Expenses to Date
Current Phase Dry Tech Roofing Contractor
Construction
Progress to Completion Budget Breakdown
Funding Source 1 UC Capital Funds $225,000 Current Phase
Roof Size
30.0%lead 07.01.2026 8%8%15,000 sf
Total Revenue $225,000 Furniture/Fixed Equipment
Construction Contingency $9,903
Funding Source 2 Design $34,317
Funding Source 3 Construction $99,502
Future Funding Source 1 D/C Subtotal $143,722
Future Funding Source 2 Owner Reserves
Future Funding Source 3 Project Contingency
Total Future Funding $0 Project Total $143,722
Schedule Breakdown
04.30.2025-06.15.2025 06.15.2025-08.15.2025 08.15.2025-4.10.2026 05.22.2026 - 07.01.2026 07.02.2026 - 07.02.2027
Unique Schedule Impacts:
PreDesign Design Contracts/Bidding Construction Closeout
Notes:
Last Qtr REI requested revisions to the submittals from Dry Tech, submittals are still under review, expecting to start construction on 5/22/26
Next Qtr Start construction
366
Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-350 Agenda Date:6/16/2026
TITLE:..title
Drought Status - Update
INFORMATION CONTACT:
Aubrey Lofton, UC Water - Planning & Resource Management, Director, 704-296-4241
ACTION REQUESTED:
None.
PRIOR BOARD ACTIONS:
None.
BACKGROUND:
Union County Water is closely following the current drought. Union County Water declared Stage 2
Drought Restrictions on May 15 to comply with the Catawba-Wateree Drought Management Advisory
Group’s status change based on the Low Inflow Protocol triggers. Attached are the updated Low
Inflow Protocol triggers as of June 1, 2026 and the US Drought Monitor as of June 4, 2026.
FINANCIAL IMPACT:
None.
Union County, NC Printed on 6/1/2026Page 1 of 1
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Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-351 Agenda Date:6/16/2026
TITLE:..title
Adoption of the FY 2027 Budget
INFORMATION CONTACT:
Brian Matthews, County Manager’s Office, County Manager, 704-292-2597
ACTION REQUESTED:
Adopt the FY 2027 Budget.
PRIOR BOARD ACTIONS:
June 1, 2026, Regular Meeting, Agenda Item #26-317 - Held Public Hearing
BACKGROUND:
The Board of County Commissioners is requested to adopt the FY 2026-2027 Annual Budget
Ordinance for Union County, establishing appropriations and revenues for the fiscal year beginning
July 1, 2026, in accordance with N.C. General Statute 159-13.
FINANCIAL IMPACT:
Approval of the financial plan for the next fiscal year.
Union County, NC Printed on 6/5/2026Page 1 of 1
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Union County, NC
Staff Report
Union County Government
Center
500 North Main Street
Monroe, North Carolina
www.unioncountync.gov
File #:26-341 Agenda Date:6/16/2026
TITLE:..title
Appointments to Boards and Committees
INFORMATION CONTACT:
Lynn G. West, Clerk to the Board, 704-283-3853
ACTION REQUESTED:
Appoint members
PRIOR BOARD ACTIONS:
None
BACKGROUND:
Click or tap here to enter text.
FINANCIAL IMPACT:
None
Union County, NC Printed on 6/1/2026Page 1 of 1
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