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This policy sets forth specific definitions and procedures for the payment of non-salary and deferred compensation to Faculty and EHRA Non-Faculty employees of the University of North Carolina at Chapel Hill. Any such compensation may only be paid in accordance with the provisions of this Policy and only after receiving the approvals specified herein.
The Onyen (originally, the "Only Name You'll Ever Need") is a campus-wide identifier used to gain access to various electronic resources. The Onyen provides each University user with secure access and ensures proper authentication when used in accordance with this policy.
This Policy prohibits (i) all forms of Discrimination and Harassment based on Protected Status; (ii) Sexual Violence and Sexual Exploitation, (iii) Stalking and Interpersonal Violence, which need not be based on an individual’s Protected Status; (iv) Complicity for knowingly assisting in an act that violates this Policy; and (iv) Retaliation against an individual because of their good faith participation in the reporting, investigation, or adjudication of violations of this Policy.
The purpose of this policy is to outline the services and privileges offered to retired School of Nursing (SON) faculty members. It is set forth with the intention of fostering continued communication and engagement, to assist with the faculty member's transition to retirement and in appreciation of a retired faculty member's years of service and value to our school.
The University of North Carolina at Chapel Hill ("University") is a community committed to creating an environment that encourages personal responsibility and intellectual growth. The University's mission includes the goals "to serve as a center for research, scholarship and creativity and to teach a diverse community of undergraduate, graduate and professional students to become the next generation of leaders."
This Policy is promulgated for the purpose of implementing the Board of Governors’ (BOG) Policy on Conflicts of Interest and Commitment Affecting Faculty and Non-Faculty EHRA Employees.
The University of North Carolina at Chapel Hill (The "University" or "UNC-Chapel Hill") has a responsibility to protect the privacy and security of protected health information ("PHI") that it creates, receives, accesses, maintains, uses or transmits. Inappropriate access, use, or disclosure of PHI may cause substantial harm to individuals whose information is used or disclosed, and may cause financial and reputational injury to the University.
The Health Insurance Portability and Accountability Act of 1996, as modified by the Health Information Technology for Economic and Clinical Health Act of 2009 ("HIPAA") established Federal standards for safeguarding the privacy of individually identifiable health information. HIPAA mandates rigorous compliance with the requirements for the use and/or disclosure of protected health information ("PHI").
This policy addresses access, disclosure and use of protected health information (defined below) for University research (including research in the School of Medicine, which is part of the UNC Health Care System HIPAA covered entity) in accord with the Privacy regulations of the Health Insurance Portability and Accountability Act of 1996 (HIPAA).
Voluntary Shared Leave allows one employee to assist another employee in the case of a prolonged medical condition that exhausts the employee’s available leave and would otherwise force the employee to be placed in leave without pay status, resulting in a loss of income and benefits. This policy does not apply to incidental, normal, and/or short-term medical conditions.
This policy establishes specific procedures for supplemental pay, in the form of either overload or a salary supplement, for EHRA employees. Salary supplements and overload are intended to address temporary increases in responsibility or significant and substantial duties performed under unusual circumstances outside of normal work hours.
For this reason, the University has enacted this policy which provides a mandatory process by which all employees and affiliates (as defined below) must report any post-employment criminal conviction(s) to appropriate University administrators and sets forth standards by which any convictions will be evaluated and acted on.
The University strives to create a welcoming and safe environment for all members of the University community. Consistent with this goal, the University will not employ persons or appoint unpaid affiliates with prior non-expunged criminal convictions, arrests, charges or driving records (when driving a state-owned or personal/other vehicle is required as an essential function of the position) who pose an unacceptable safety risk to the University or its community.
The University of North Carolina Board of Governors adopted a system-wide Policy that prohibits amorous or sexual relationships between faculty or staff employees and students they evaluate or supervise by virtue of their teaching, research, administrative, or other employment responsibility and students who are minors below the age of eighteen. The Policy also states that faculty or staff employees may not supervise or evaluate students to whom they are related by blood, law, or marriage
Each permanent SHRA employee is scheduled for the same number of holidays, listed in the University holiday schedule. Each permanent SHRA employee must either be scheduled off on the specified holiday and receive paid holiday or, if required to work on the holiday, receive holiday premium pay and equal time off as defined in this Policy.