Mecklenburg County’s Human Resources presents an interactive New Employee Orientation. This program provides you with a comprehensive introduction to Mecklenburg County’s mission, culture, values, policies, resources and benefits, including insurance and retirement programs.
It is our hope that the information shared and the engaging atmosphere of new hire orientation, reinforces your decision and excitement in joining Mecklenburg County.
In the case due of inclement weather or emergency situations, the County may close or delay opening. Please call the Employee News Now line at (980) 314-4444 to verify hours of operation prior to reporting. If the county is closed on your scheduled orientation date, you will attend orientation the next day the county is open.
Prior to Orientation, you will be contacted by our Asset and Facility Management Security Division with instructions on how to submit your photo for your County Employee Badge. The badge must meet the following requirements:
At your Orientation, you will be asked to complete a Form I-9. The County participates in the E-Verify program that requires you to enter your Social Security number on the Form I-9. If you have not been issued a social security number or have any questions in regards to this please call the ESC at (704) 432-6947.
*You must present acceptable documentation within the first three days of your start day or this offer will be revoked and your employment will be terminated.
You will also need to bring two valid, unexpired forms of identification, as explained in this document.
For an employee who adds a child or spouse to their Mecklenburg County insurance who has a different last name it is the County’s policy that the employee supply proof of relationship of the dependent. Acceptable proof would be a copy of a marriage certificate or a copy of a birth certificate.
Proof of relationship items can be received by the benefits representatives during New Employee Orientation or sent to the Employee Service Center directly.
New Employee Orientation will be held at Mecklenburg County Conference Center located at Valerie C Woodard Center. New hires will be informed of the conference room location upon check in at the reception desk.
Orientation will start at 9:00 AM. When you arrive you will check in, receive an envelope, and provide your required identification for the Employment Eligibility Verification process (I-9 Form).
*There will be breaks in between and bagels and coffee are offered.
Mecklenburg County offers a competitive benefits package to eligible employees and their eligible dependents. From healthcare to paid holidays and vacation, our aim is to help employees enjoy healthy lifestyles, while maintaining a good work-life balance.
The descriptions in this packet are only brief summaries of general information. Contact the Human Resources Department for more details.
County employees must have their pay directly deposited to their bank accounts. Once a direct deposit has been established, it will take one pay period for the automatic deposit to become activated. Please know your first pay check will be a regular check and will be available after 10:00 AM at the Finance office on pay dates. Your subsequent paychecks will be deposited into your account every other Friday thereafter. The following schedule outlines the date of your first pay check according to your assigned orientation date.
Vacation accrues from the first day of service and is authorized for use by all regular employees from the first day of employment. Temporary employees are not eligible for vacation benefits. Maximum accrual of benefits is based on the employee's normal schedule.
Regular employees accrue vacation on a bi-weekly basis determined by the length of service (aggregate date in the retirement system or qualifying County service date). The accrual rate is as follows:
Length of Service
Approximate Hours Per Annum
(40 Hour Week)
Hours Earned Per Regularly
Scheduled Hours Worked
Vacation leave accrued in excess of 30 days or 240 hours during a calendar year will be converted to sick leave at the end of each calendar year.
Employees who leave the County employment will be paid for accrued vacation time up to a maximum of 240 hours. Any exceptions to the policy must be approved in advance by the Board of County Commissioners.
Four hours of vacation leave shall be awarded to the accumulated benefit of the regular full-time employee who does not use sick leave and/or LWOP for a period of seven consecutive pay periods. A regular part-time employee will receive the corresponding percentage of vacation leave.
Sick leave with pay is designed to provide regular full-time and part-time employees with some measure of relief from the financial burdens caused by loss of earnings during periods of personal illness. Sick leave is not intended to provide time off for recreation, personal reasons, or to extend vacations. Temporary employees are not eligible for sick leave benefits.
The following policies govern sick leave:
1. Regular full-time and part-time employees accrue sick leave bi-weekly at a rate of .04615 hours per each regularly scheduled hour worked. For a regular 40 hour per work week schedule, this equals 96 hours per year. There is no maximum accrual limit.
2. Individuals employed by the County from another government jurisdiction who have creditable service in the NCLGERS are eligible to have up to 96 hours of earned unused sick leave transferred to the County.
3. Sick leave may be used for the illness of the employee or the employee's immediate family from the first day of employment.
4. When an employee separates from the County, the employee will be paid for 25% of all remaining accrued sick leave. If the employee is leaving employment due to a medical disability and the employee's physician has stated in writing that the employee will be incapacitated for a period of time that will exceed the number of accrued sick days, the employee may be paid for 100% of the accrued sick leave. Any exceptions to the policy must be approved in advance by the Board of County Commissioners.
Sick Time and Vacation Accrual Policy Document
Mecklenburg County in partnership with AON, conducts an on-going dependent verification process. Additional information is available by clicking on the link below.
Ongoing Dependent Verification
If you have previously been employed by other government agencies in North Carolina (state or local), this service credit counts toward sick and vacation accrual, and can be transferred. Please send the form below to the Mecklenburg County Benefits Division
Transfer of Service/Sick Hours
NC Retirement System
We want to provide you with the tools and resources you need to be successful in your new career with Mecklenburg County. Every employee and department is different but the additional information provided will enable you to navigate through your first days feeling confident and ready to thrive!
MeckWeb is your Mecklenburg County "information network". It's important that you have knowledge at your fingertips to stay current with Mecklenburg County news and information. Every Department has their own site loaded with events and facts to help you stay up to date!
In order to gain and maintain the trust of the residents of Mecklenburg County, employees are expected to be honest and display the highest level of Integrity in the performance of their duties. Employees must obey both the spirit, as well as the letter, of all laws applicable to their official actions. Employees must protect County property and resources and not use them for any reason other than carrying out their official and authorized duties, unless specifically authorized to do so.
County employees may have access to confidential or protected information in the execution of their official duties. Employees must never disclose any confidential and/or protected information during any interaction unless legally authorized to do so.
County employees must not use, or give the appearance of using, their title, position, and/or privileges of their employment to grant other (public or private) favors or benefits for their own private or personal gain.
County employees must not accept or solicit any gifts or special offers as defined in the Code of Ethics from private or public officials, public vendors, or other individuals that could be perceived as an attempt to influence the employee to grant special favors in the performance of his or her official duties.
County Employees are allowed to work for a second employer or engage in contract work as long as they disclosed the nature of the work and obtained authorization from their supervisor. The employment must not create a conflict of interest with their official County duties. Conflict of interest might arise due to working hours, access or use of confidential information, or a business relationship with another employer. Employees who have an interest in a business entity cannot receive a direct or indirect material monetary benefit from contracts or agreements with Mecklenburg County.
The use of illegal drugs and misuse of legal substances by a significant segment of the American work force has major adverse effects on the welfare of all citizens and results in the loss of considerable money and productivity each year. Because the safety of its employees and the delivery of service to its citizens are adversely affected by alcohol and substance abuse, the County cannot afford to ignore this critical problem.
The County is committed to provide, within its means, a healthy, safe, and drug free work environment; to provide the best possible services to citizens; to maintain the public's confidence in its employees; and to protect the County from the economic losses that can occur due to substance abuse. To meet these goals, the County policy is to:
MeckEDU is the county's E-Learning platform for online training for our employees. Instructions for logging into MeckEDU can be found here.
You can register for these courses in myHR
Depending on the nature of an employee’s position with Mecklenburg County, they may need to travel within and/or outside of the County for business purposes and may require a County Operator Permit (COP). A COP has a number of safety and compliance requirements that an employee needs to understand through the County Vehicle Use and Employee Driving Policy. Please read the following:
Employee: It is your responsibility to read and become familiar with the Vehicle policy, including COP & GPS information. Failure to comply with policy requirements may result in discipline up to and including termination.***NOTE: You must report to your supervisor by the next working day, any moving violation, citation, DWI arrest or any other event that impacts your ability to meet or maintain COP eligibility criteria on Exhibit II in the vehicle policy. This includes medical related incidents that prevent you from driving and events that take place in privately owned vehicles, as well as County Vehicles.
After you start in your position, talk with your supervisor to determine if you need a COP. Should you need a COP, please contact Talent Acquisition at 980-314-2787 during your first 90-days of employment and they will be glad to assist.
Male employees between the ages of 18 and 26 are reminded to register with the Selective Service System as a requirement of federal law.
What Happens If You Don’t Register
If you are required to register and you don’t, you will not be eligible for federal student aid, federal job training, a federal job, or U.S. citizenship. You may be prosecuted and face a stiff fine and/or jail time.