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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.
A permanent full-time SHRA employee (regularly scheduled 40 hours each work week) normally is appointed to one position at one established rate of pay. However, the University allows additional employment for a permanent full-time employee under the circumstances outlined in this Policy.
Leave Without Pay may be granted to an employee for various reasons, including family and medical leave, extended educational purposes, vacation, illness, workers’ compensation, military service, or personal reasons. At the end of the approved leave, the employee is reinstated to his/her prior position, or one of like seniority, status, and pay.
The purpose of this policy is to ensure that the University is prepared for and can effectively respond to and recover from a Disaster or Emergency through the appropriate use of University and community resources. This preparation and effective response will mitigate the immediate and long-term effects on the University’s constituents, operations, and mission.
The University strives to create a welcoming and safe environment for all individuals. Consistent with this goal, the University will not employ individuals or appoint unpaid affiliates with prior non-expunged criminal convictions, arrests, charges or driving records (when applicable) who are determined to pose an unacceptable safety risk to the University or its employees, students and visitors.
The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees of covered employers with unpaid, job-protected leave for specified family and medical reasons. The University has enacted a policy to provide a mechanism for employees to access, and the University to administer, the benefits made available through the FMLA (FMLA leave).
Eligible employees earn time-and-one half for all hours worked in excess of 40 hours in a work week. An employee must actually work over 40 hours to earn overtime compensation. Paid time that is not considered time worked (eg, most leave or paid time off packages) does not count as time worked for the purpose of determining employee eligibility for overtime compensation.
This procedure explains how the University responds to allegations of Research Misconduct.
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
Departments have the option to post SHRA permanent and time-limited positions as internal only. Internal only recruitments limit applicants to current, permanent or time-limited employees of UNC-Chapel Hill or to individuals with UNC-Chapel Hill layoff priority. Internal only recruitments may not be limited to employees of any specific unit, department or division of the University, nor may any of the positions' essential requirements indirectly infer required employment in a specific area of th
Family Illness Leave is provided for an employee to care for the employee’s child, parent, or spouse where that child, spouse, or parent has a serious health condition. It is not provided for the employee’s illness.
Departments employ temporary staff due to vacancies in permanent positions or for non-permanent supplementary staffing. Departments have three ways to hire temporary employees at the University: through UNC-Chapel Hill and NC State University’s joint University Temporary Services (UTS) service; through an outside temporary employment agency; and/or by hiring temporary staff directly onto the department’s payroll (Direct Hire Temporary).
This procedure outlines the requirements related to the University of North Carolina at Chapel Hill (“University”) Policy on SHRA Temporary Employment.
This Policy establishes the UNC Adams School of Dentistry’s commitment to non-discrimination in the delivery of patient care in accordance with Section 1557 of the Patient Protection and Affordable Care Act and its implementing regulations at 45 CFR part 92. This Policy applies to all Adams School of Dentistry personnel.
It is the policy of UNC-Chapel Hill to promote programs that enhance employee morale by motivating employee initiative and excellence. Departments are encouraged to develop programs that recognize extraordinary work performance and collaboration as well as outstanding service within the University and in the community.