Dual Employment


Dual Employment


Policy Statement

Conditions of Dual Employment

Dual employment with another State agency* occurs when a permanent SHRA employee, regardless of FLSA status, is needed on temporary and/or part-time basis by another State agency. This is limited to a situation in which the employee possesses specialized knowledge, skills and/or abilities not readily available in the requesting State agency's recruitment area.

*This policy does not apply to any employment with a local Board of Education, the Community College System, UNC Healthcare, or a city or county government. Any additional employment with these organizations is considered secondary employment and is covered by the University's Secondary Employment policy.

Dual employment is used for a critical need or a one-time, fixed-term assignment with specified beginning and ending dates, and cannot conflict with the employee's regularly assigned duties.

Approval Process

Before an employee begins work in a dual employment assignment, he/she must complete the Dual Employment Request Form, showing approval from the:

  • Employee's department head;
  • Head or representative of the requesting agency; and
  • Senior Director, Employment and Staffing; Assistant Director, Employment; or EHRA non-faculty Rep.

Payment Process

Payment for an approved dual employment arrangement is processed through the State Budget Form CP-30, "Request for Additional Payment to Employee for Work Performed for Another State Agency." The payment is made to the University and then by the University to the employee. (See the University Finance Procedures below for more information.) The requesting agency is responsible for the cost of the dual employment salary (agreed upon in advance) and the employer's Social Security contribution.

Frequently Asked Questions

Q. Are nine-month EHRA Employees subject to dual employment policy during the summer while considered a "free agent?"
A: The State Personnel Policy for Dual Employment states that a nine-month employee is normally considered to be a "free agent" during the summer, even though the employee is paid on a 12-month basis. If the employee receives additional salary (in addition to the nine-month salary paid over 12 months) from the parent institution for summer employment, the employee is not considered a "free agent" and would be subject to the Dual Employment Policy.

If a Borrowing Agency hires a nine-month employee who is not receiving salary from the parent institution, an appointment can be established between the institution and employee in order for a direct payment to be made to the employee. However, if the employee is receiving additional salary, this needs to be communicated to the Borrowing Agency, and a dual employment arrangement will need to be completed.

Q: Can travel expenses be reimbursed by the dual employment policy?
A: No. Commuting expenses between the Parent Agency and the Borrowing Agency are not reimbursable. However, the Borrowing Agency can reimburse the employee directly for any travel and/or subsistence expense related to the performance of services for the borrowing agency. Such reimbursements are subject to the State travel policies.

Q: Are graduate students subject to the dual employment policy?
A: No. Only permanent full-time EHRA and SHRA employees are subject to the policy.


Dual employment: a State-wide policy that applies when one State agency needs the services of an employee of another State agency on a part-time, consulting, or contractual basis.

Related Requirements

External Regulations and Consequences

University Policies, Standards, and Procedures

  • 904.1 - University of North Carolina at Chapel Hill Procedure on Dual Employment: UNC-CH as the Borrowing Agency
  • 904.2 - University of North Carolina at Chapel Hill Procedure on Dual Employment Payment Request
  • 904.3 - University of North Carolina at Chapel Hill Procedure on Dual Employment: UNC-CH as the Parent Agency
  • 904.4 - University of North Carolina at Chapel Hill Procedure on Joint Appointment Pay">904.4 - University of North Carolina at Chapel Hill Procedure on Joint Appointment Pay
  • 904.5 - University of North Carolina at Chapel Hill Procedure on SPA Additional Pay with Other State Agencies
  • 1501 - Policy on Business Travel
  • University of North Carolina at Chapel Hill Secondary Employment Policy


Contact Information

Policy Contact

Office of Human Resources
CB #1045
UNC-Chapel Hill

104 Airport Drive
Chapel Hill, NC 27599
(919) 843-2300

Other Contacts

Other Contacts Information Table
Dual Employment Budget Office 919-966-3251 919-962-1453 budgetoffice@unc.edu
Additional Pay Payroll Office 919-962-0046 919-962-5077 payroll@unc.edu
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Article ID: 131733
Thu 4/8/21 9:15 PM
Fri 9/8/23 11:21 AM
Responsible Unit
School, Department, or other organizational unit issuing this document.
Office of Human Resources
Issuing Officer
Name of the document Issuing Officer. This is the individual whose organizational authority covers the policy scope and who is primarily responsible for the policy.
Issuing Officer Title
Title of the person who is primarily responsible for issuing this policy.
Associate Vice Chancellor, Human Resources
Next Review
Date on which the next document review is due.
04/26/2018 12:00 AM
Last Review
Date on which the most recent document review was completed.
04/26/2017 12:00 AM
Last Revised
Date on which the most recent changes to this document were approved.
04/26/2017 12:00 AM
Effective Date
If the date on which this document became/becomes enforceable differs from the Origination or Last Revision, this attribute reflects the date on which it is/was enforcable.
04/26/2017 12:00 AM
Date on which the original version of this document was first made official.
07/01/1971 12:00 AM