Body
University Policy
Title
University of North Carolina at Chapel Hill Policy on SHRA and EHRA Non-Faculty Temporary Employment
Introduction
Purpose
The purpose of this policy is to outline State of North Carolina (“State”) and University of North Carolina at Chapel Hill ("UNC-Chapel Hill" or “University”) requirements for SHRA and EHRA Non-Faculty temporary employment.
Scope
This Policy applies to:
- SHRA and EHRA Non-Faculty temporary employees ("temporary employees")
This Policy does not apply to:
- Faculty employees
- Postdoc scholars
- Independent contractors
- SHRA and EHRA students- the person is primarily a student and employment is incidental
Policy
Policy Statement
University departments may establish and utilize temporary appointments to fill a workforce need for a limited period of time.
University departments must adhere to all applicable state and federal laws and policies when employing temporary employees.
There are two ways to hire a temporary employee at the University:
- via nextSource (third-party temporary appointments including University Temporary Services (UTS)), and
- hiring directly as a UNC-Chapel Hill temporary Employee
Temporary Employment Provisions
If an employee works 1560 hours or more (0.75 or greater Full-Time Equivalent or FTE) during each of two consecutive 12-month periods, then the employee must be separated from employment and cannot be rehired by that institution in a temporary employment capacity for at least 31 calendar days. For purposes of applying the 1,560-hour threshold, the first 12-month measurement period begins on the employee’s temporary appointment start date. If the employee has concurrent temporary appointments, the first 12-month measurement period begins on the earliest effective date.
Temporary employees do not:
- earn leave, including sick leave and vacation leave;
- receive total state service credit;
- earn retirement credit;
- earn career status.
Temporary employees are ineligible for the following:
- severance pay;
- priority reemployment consideration;
- promotional priority, or;
- allowed to grieve a disciplinary action and may be separated at any time during their appointment.
Temporary employees may be eligible for certain pay increases or incentive payments depending on the funding source, subject to prior approval.
Temporary employees working outside of the state of North Carolina or outside of the Unites States must have a telework agreement in place with their unit.
If the temporary employee works outside of North Carolina, the department must report the employee's out of state work status to Payroll Services via the form Notice of Employee Working Outside of North Carolina to ensure proper wage reporting and taxation. The department must also inform Payroll Services in the event the employee's work site changes to out of state. Likewise, if the temporary employee is involved in or compensated through sponsored projects, the department must promptly notify the Office of Sponsored Programs of any changes in the employee's job responsibilities or employment status.
State of North Carolina and Non-State Retiree Temporary Appointment
A retiree temporary appointment is an employment status for individuals who are drawing a retirement income and/or social security benefits. A retiree must certify the Conditions of Employment agreement that they are not available for or seeking permanent work, and they have benefits through the employee's retirement plan or Social Security. Once certified, retiree temporary employees are exempt from the 31-day break requirement.
North Carolina state retirees who receive a pension through the state of North Carolina are limited in the salary amount they can receive as a temporary employee for the state. State retirees should contact the Office of Human Resources (OHR) Benefits Services for additional information on income limits.
Departments are strongly encouraged to limit the hours worked by a retiree temporary employee to less than 30 hours per week.
- Note: To designate a temporary employee as a retiree, select the "Retiree per Conditions of Employment" indicator on the Job ePAR.
Mandatory Separation Requirement (31-Day Break)
The mandatory 31-day separation requirement means the employee cannot be hired into another temporary appointment of any kind with any department at the University, including through nextSource, during the 31-day break.
Failure to properly designate a retiree as such in ConnectCarolina at the time of hire will result in the employee being subject to the 31-day break in service requirement.
If a department has a question regarding a temporary employee via the nextSource/VNDLY platform and the 31-day break requirement, they should contact the nextSource Program Team at unc-ch@nextsource.com for assistance. To access the nextSource/VNDLY platform, go to Self Service in ConnectCarolina and click on the “nextSource-3rd party staffing” link in the Useful Links tile. They can also reach out to the UNC Purchasing department at purchasing@unc.edu with any questions regarding the process for hiring temporary employees through nextSource.
Mandatory Separation Exemption Examples
No Mandatory Separation Exception
Jane is working as a non-student Temporary employee and started on 4/3/2026. After two consecutive 12-month periods, on 4/3/2028, it is determined that Jane worked less than 1560 hours (.75 FTE) per each consecutive 12-month period. No mandatory separation is required.
Beth is working as a non-student Temporary employee and started on 5/7/2026. Beth worked more than 1560 hours for the first 12-month period. After working her second consecutive 12-month period, on 5/7/2028, it is determined that Beth worked 1559 hours. No mandatory separation is required. After her third 12 consecutive month period, on 5/7/2029, it is determined that Beth worked more than 1560 hours over the third consecutive 12-month period. No mandatory separation is required as Beth did not work 1560 hours or more for 2 consecutive 12-month periods.
UNC-CH Student Working in a Student Temporary Appointment
Stuart started taking classes in Fall of 2026. In Spring of 2027 Stuart was hired as a student Temporary employee. After working for two consecutive 12-month periods, it was determined that Stuart worked more than 1560 hours (.75 FTE) per each consecutive 12-month period. No mandatory separation is required as students, regardless of credit hours, are exempt from requiring a separation until they are no longer a student.
Non-UNC-CH Student Working in a Student Temporary Appointment
Faith started taking classes at NC State University in the Spring of 2027. Faith worked more than 1560 hours for two consecutive 12-month periods. No mandatory separation is required as students, regardless of what university they are enrolled in, are exempt from requiring a separation until they are no longer a student.
Consecutive Temporary Appointments
Joyce is a non-student temporary employee. She works in the Biology department for six months. Joyce then transfers to a different temporary assignment with the Chemistry department without being separated for 31 calendar days. If Joyce works less than 1560 hours throughout both new and old assignments combined during either of the two consecutive 12-month periods, a separation is not required. However, If Joyce works over 1560 total hours for both new and old assignments combined during 12-month consecutive periods, a separation is required.
Concurrent Temporary Appointments
Sherry is a non-student temporary employee working in Biology and Chemistry at the same time. She began work in Biology on 1/1/2026 and began work in Chemistry on 3/31/2026 (two different effective dates). The first twelve consecutive months began on 1/1/2026 when she initially began work in Biology (the earliest effective date). If Sherry works over 1560 hours between both departments combined in the first and second twelve consecutive months, a 31-day break will be required.
Student Graduates from UNC
Mike is hired into a student temporary position while enrolled at UNC as a student. Once Mike graduates, he does not need to take a 31-day break and his temporary employment time counting towards needing a break starts. The department submits a waiver for Mike to move into a non-student temporary position.
Retiree Example
John is a retiree working as a temporary employee. He certified on his Conditions of Employment that he is not available for, nor seeking permanent employment, and that he has benefits through retirement plans and/or social security. Therefore, he is exempt from needing a 31-day break (The 31-day break does not impact TSERs earnings limits. State retirees should contact Office of Human Resources for additional information on income limits) .
Hiring Requirements
The requirements of this policy are specific to hiring temporary employees. Units must also follow all other University policies and applicable federal and state laws when hiring temporary employees.
Definitions
nextSource: The University contracts with nextSource to provide temporary employment service management utilizing the VNDLY platform. These services include finding temporary employees to fill University roles. Such employees are employed by outside temporary agencies and not by the University.
Related Requirements
External Regulations
University Policies, Standards, and Procedures
Contact Information
Temporary Employee Posting and Hiring Questions
Contact: Talent Acquisition Specialist (OHR)
Telephone: 919-843-2300
Email: employment@unc.edu
Temporary Employee Classification and Compensation Questions
Contact: Classification & Compensation (OHR)
Telephone: 919-843-2300
Temporary Employee Mandatory Separation Requirement (31-day break) Questions
Contact: Talent Acquisition Specialist (OHR)
Telephone: 919-843-2300
Email: employment@unc.edu