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North Carolina Requires Civil Air Patrol Leave and Discrimination Protections

13 Dec

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Update Applicable to:  Effective date
All employers regardless of size.  December 1, 2023

What happened?

On October 10, 2023, the General Assembly of North Carolina overrode a Veto Placed by the Governor Roy Cooper and approved the engrossed House Bill 600, which in its provisions it includes the Leave and Discrimination protections for the North Carolina Air Patrol Service.

What are the details?

Employers of all sizes must grant employees up to 14 days of unpaid leave per year to perform duties as members of the North Carolina Wing of the Civil Air Patrol. An absence is covered if it is necessary to perform certain duties related to a state-approved or U.S. Air Force-approved mission.

Employers do not have to allow employees to take more than seven consecutive workdays of leave (even though they must allow up to 14 total workdays of leave per year) and can require that employees provide a copy of their mission order to prove their need for leave. Employees must be allowed to use their accrued paid leave during their absence if that is their preference. 

Finally, employers cannot discriminate or take any adverse employment action against employees because of their membership in the North Carolina Wing of the Civil Air Patrol. 

Due to the nature of the bill, it has been challenged in several provisions but not on the one regarding Civil Air Patrol leave.

Best practices

  • Create, add, and update a Civil Air Patrol Leave policy.
  • Update your Equal Employment Opportunity (EEO) policies to include North Carolina Wing of the Civil Air Patrol membership.
  • Consider a communication plan and training for your key personnel to ensure the application of these new protections and that you are providing appropriate time off.
  • Consider consulting a labor attorney if necessary.
  • For a general overview of the new law and other topics of interest, consider consulting KTS article here.

Employers should review additional resources here:

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's North Carolina PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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