News & Events

Boone, N.C. - Both branches of State Employees' Credit Union (SECU) in Boone are helping qualified North Carolina and Watauga County residents with their tax preparation needs. For the last seven years, SECU branches across the state have helped members save millions in fees and are poised to do so again in 2015. In 2014 alone, Credit Union tax preparers filed nearly 91,000 returns, with participating taxpayers receiving over $123 million in refunds and saving more than $11 million in tax preparation fees.

Through the IRS-sponsored Volunteer Income Tax Assistance (VITA) program, North Carolina residents with basic tax return needs and a 2014 household income of up to $53,000 may qualify to have their return prepared at no cost. Members of the Credit Union who are not eligible for free tax preparation through VITA may be eligible to participate in SECU's Low-Cost tax preparation program for a flat fee of $75. SECU's Low-Cost program is NOT associated with the IRS VITA service.

SECU tax preparers will complete both federal and North Carolina tax returns for eligible taxpayers. Electronic filing is available for either option, at no additional cost, allowing members to receive their tax refund in as little as 8-15 business days. For further information regarding eligibility or what items are needed to have a return prepared, contact either Boone branch of SECU at (828) 264-4881 or (828) 264-0206 or visit SECU's website

Flyer for no cost tax preparation

Flyer for low-cost tax preparation

Local Contact Information:

State Employees Credit Union

410 New Market Boulevard

Boone, NC 28607

(828) 264-4881


State Employees' Credit Union

1470 Blowing Rock Rd

Boone, NC 28607

(828) 264-0206


About SECU

A not-for-profit financial cooperative owned by its members, SECU has been providing the employees of the State of North Carolina and their families with consumer financial services for 77 years. With more than 1.9 million members, SECU provides services through 254 branch offices, 1,100 ATMs, 24/7 Contact Centers and a website,



January 22, 2015

At its December 2014 meeting, the State Human Resources Commission approved amendments to the State's Adverse Weather and Emergency Closing Policy, effective January 1, 2015. The previous policy was repealed and replaced with separate policies for adverse weather and emergency closing events. The new policies better clarify the distinction between the two types of events and are intended to promote more consistent application of policy across state agencies.

These changes in state policy require us to review and amend relevant ASU policies, which we are working to complete as quickly as possible. However, given our risk of experiencing winter weather events, we feel it necessary to provide interim guidance on the new policies and their application at ASU.

Below, you will find links to the new state policies and related information from the Office of State Human Resources (OSHR), along with interim guidance and procedures for our campus.

As always, if you have any questions regarding these new policies or any guidance we have posted, please contact the Office of Human Resources at 828-262-3187.

OSHR Policy Notice

OSHR Adverse Weather Policy

OSHR Emergency Closings Policy

Frequently Asked Questions

Adverse Weather and Emergency Closing Webinar

OSHR Summary of Full Policy Changes 

Interim ASU Guidance and Procedures

In the event that we experience adverse weather and/or emergency conditions before we are able to complete and communicate updates to relevant ASU policy, OSHR policies and the interim procedures described below will apply.

Our primary concern always is for the safety and security of ASU students, staff, faculty and visitors. Everyone is encouraged to exercise good personal judgment and caution appropriate to the conditions at all times.

Key Policy Clarifications and Changes

The new State Adverse Weather and Emergency Closing Policies contain a number of clarifications and changes that are particularly important to note:

Adverse Weather Policy

  1. Ties application of the policy to severe weather warnings issued by the National Weather Service, defining adverse weather conditions as existing "when the National Weather Service issues severe weather warnings for weather conditions that may adversely impact an employee's commute to and from work or may adversely impact the State's ability to continue to provide non-mandatory operations to clients, customers, patients, students or the general public."
  2. Distinguishes adverse weather "mandatory" and "non-mandatory" operations and employees, and requires that we clarify these distinctions for our campus.
  3. Clarifies that State agency/university officials may elect to "suspend non-mandatory operations" due to adverse weather conditions, based on consideration of severe weather warnings, public safety and health and/or staffing challenges that may result from travel conditions.
  4. Requires that we maintain procedures for notifying employees when adverse weather conditions are in effect and expectations for remaining at work, reporting to work and accounting for lost time from work.
  5. Clarifies options available for employees to account for work time missed due to adverse weather events.
  6. Shortens the time allowed for employees to make up time lost due to adverse weather events from one year to 90 days.
  7. Allows make-up time to be scheduled during a workweek where the time would result in overtime, with supervisor approval and where there is a bona-fide operational need to schedule overtime work.

Emergency Closing Policy

  1. Defines "Emergency Closing Conditions" as conditions determined to be "hazardous to life or safety of both the general public as well as employees at a specific location or work site" and that require evacuation of the location or site.
  2. Clarifies that, with the exception of catastrophic life threatening weather conditions, adverse weather conditions typically do not result in emergency closings.
  3. Clarifies that "the State of North Carolina does not close due to winter storms (snow and ice) that impact travel conditions (accumulation of ice/snow on roads, parking lots, and sidewalks)."
  4. Clarifies that employees required to evacuate a location or worksite due to emergency conditions may be relocated to a safe work location, allowed to work from home where applicable, or will be provided with paid time off for work time missed.
  5. Recognizes that emergency conditions may vary and defers to agency/university emergency response plans to determine the operations and employees necessary for response to specific emergency conditions.
  6. Clarifies that employees who are required to work during an emergency will be granted "emergency time off" on an hour-for-hour basis for all hours worked.

Adverse Weather Interim Procedures

  1. The ASU Department of Environmental Health, Safety and Emergency Management is responsible for monitoring weather conditions and to inform the Chancellor of potential adverse weather conditions.
  2. The ASU Community will be advised of adverse weather conditions and all applications of the Adverse Weather Policy.
    1. University Communications has primary responsible for communications regarding most adverse weather conditions and applications of the Adverse Weather Policy.
    2. Adverse weather-related communications will be made via university email, Twitter at @appstateclosing, the University homepage, recorded messages at 828-262-SNOW and, if appropriate, through media such as WASU and
    3. Based on the severity of conditions and/or immediate danger to our campus, the Department of Environmental Health, Safety and Emergency Management or Campus Police may also issue alerts through the emergency notification system, the University Website and social media.
  3. For adverse weather purposes, "mandatory operations" includes the following services, which will remain in open during adverse weather events:
    1. Physical PlantNew
    2. River Light & Power
    3. Food Service
    4. Housing & Residence Life
    5. University Police
    6. Telecommunications
    7. Student Health Services
    8. Information Technology
    9. Parking & Traffic
    10. Environmental Health, Safety and Emergency Management
    11. University Communications
    12. Plemmons Student Union
    13. University Recreation
  4. Employees engaged in mandatory operations are considered "mandatory employees."
  5. When the National Weather Service issues severe weather warnings for conditions that may adversely impact travel conditions in our geographic area, the campus community will be notified of the warnings and weather conditions. Upon such notification:
    1. Mandatory employees are expected to report to and/or remain at work.
    2. Non-mandatory employees are expected to make a good faith effort to report to and/or remain at work but are encouraged to exercise their best judgment and appropriate caution when making travel decisions.
    3. Adverse weather leave options described below apply to time missed by non-mandatory employees due to the adverse conditions.
  6. When potential or actual adverse weather conditions become severe enough to threaten health and safety and/or impact staffing levels necessary to maintain non-mandatory services, the Chancellor may suspend non-mandatory services. Upon communication of the suspension of non-mandatory services:
    1. Mandatory employees are expected to report to and/or remain at work.
    2. Non-mandatory employees should not report to or remain at work.
    3. Non-mandatory employees may perform work from home if productive work that can be performed remotely is available and upon approval of their supervisors.
    4. Adverse weather leave options described below apply to time missed by non-mandatory employees due to the adverse conditions.
  7. To ensure continuity of mandatory operations, mandatory employees are expected to report to and/or remain at work during adverse weather conditions.
    1. When severe weather conditions cause mandatory employees to arrive late for scheduled work shifts, the employees must communicate with their direct supervisors regarding their delay and expected arrival time. Under these conditions, employees should be allowed to make up the lost work time or apply available compensatory time, vacation leave or bonus leave.
    2. Departments responsible for mandatory operations should have internal procedures to ensure continuity of operations, including procedures to maintain staffing levels necessary for continuity of operations during adverse weather events.
  8. Adverse weather leave options: The following conditions apply to time missed by non-mandatory employees due to adverse weather events, including suspensions of non-mandatory services. These options apply to all leave-earning employees:
    1. Any accrued compensatory time must be applied to the adverse weather absences.
    2. Employees with no accrued compensatory time may elect to: 
      1. Use available vacation leave,
      2. Use available bonus leave, or
      3. Request approval to take leave without pay.
    3. Employees may also be allowed to make up time lost due to adverse weather, with approval of their supervisors and where operational/business needs permit.
      1. Make-up time may only be approved in lieu of vacation leave, bonus leave or leave without pay. If employees have accrued compensatory time, it must be used before requesting make-up time.
      2. Supervisors are responsible to work with employees to schedule make-up time.
      3. It is preferable for make-up time to be scheduled as quickly as possible and within the same pay period as the adverse weather event where possible.
      4. All time lost due to adverse weather must be made up within 90 days of the adverse weather event.
      5. Time not made up within 90 days will be charged to available vacation leave or bonus leave or withheld from the employee's paycheck.
      6. Time may be made up in workweeks that result in overtime but only if there is a bona-fide operational need to schedule overtime work and only upon approval of the supervisor.
      7. Make-up time should be coded on timesheets at MSW when approved and AWW when made up.

Emergency Closing Interim Procedures

  1. Nothing in the new State Emergency Closing Policy preempts our campus Emergency Management Plans, which govern communication and management of emergency conditions, including any necessary emergency closures and evacuations. For information about ASU emergency management plans, see
  2. Upon notification of emergency conditions affecting any ASU facility or operations:
    1. Employees required to evacuate a location or worksite may be relocated to a safe work location, may be allowed to work from home, where applicable, or will be provided with paid time off for work time missed.
    2. Employees who are required to work during an emergency will be granted "emergency time off" (ETO) on an hour-for-hour basis for all hours worked.
    3. ETO time:
      1. Must be used within 12 months;
      2. Should be taken after accrued compensatory time but must be taken before vacation leave, bonus leave or sick leave; and
      3. Has no cash value, is not paid out upon separation from employment and is not transferable to another state agency or employee.



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Welcome to the Office of Human Resources

Our Location:

Human Resources Building

330 University Hall Drive

ASU Post Office Box 32010

Boone, North Carolina 28608

828-262-3187 (Main Phone Line)

828-262-3187 (Phone Directory)

Our Purpose:

The Office of Human Resources is an area of Appalachian State University that functions under the direct supervision of the Chancellor. The Department is responsible for:

  • Administration of HR policies and procedures,
  • Employment Services,
  • Classification and Compensation,
  • Benefit Administration, and
  • Organizational Development and Workforce Planning.

Our office is open to the public 8:00 am to 5:00 pm, Monday through Friday. We are here to serve all of your Employment needs and are willing to help in any way that we can. Please feel free to stop by or call our office to discuss any questions, comments, or concerns that you may have. 


The Office of Human Resources at Appalachian State University is dedicated to proactively identifying and responding to the campus community's ever-changing needs. From the facilitation of greater effectiveness through the merit-based recruitment and selection of top employees, to the administration of policies and procedures that support our faculty and staff, HR is committed to the goals and objectives of Appalachian State University. We strive to create a workplace environment that values integrity, diversity and development, responds to and balances the needs of our employees with the needs of the campus community, by upholding all state and federal laws that govern the work we do.


HR will strive to improve the lives of the people we serve by facilitating innovative development initiatives; providing factually accurate and timely information; and holding ourselves to the highest standard in policy and practice. We will carry on with our commitment to continuous improvement and customer service, continuing in the Appalachian tradition of attracting, developing, and retaining a dedicated, active, and innovative faculty and staff. HR will be the model strategic business partner for all areas of campus and aligning peoples strategies with the business goals.