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Employees are expected to wear footwear appropriate for the duties of their employment. Sandals or other open-toe style shoes are not permitted to be worn in laboratories, shops, or other job locations where glass, caustic or corrosive chemicals, or hot materials are used or handled.
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.
In appreciation for their service to their country, and in recognition of the time and advantage lost toward the pursuit of a civilian career, Eligible Veterans shall be granted preference in University employment.
A permanent SHRA employee (including probationary, trainee, or time-limited appointments) regularly scheduled to work 20 hours or more each work week is eligible for vacation leave under the guidelines of this policy.
SHRA positions are subject to the provisions of the State Human Resources Act of North Carolina. The State Human Resources Act establishes parameters for position classification, salary, and many personnel policies and programs.
Whether or not travel time is compensable depends on the kind of travel involved. There are three categories of travel time: Commuter Travel, Single-Day Travel, Multi-Day Travel (includes Travel Time ETO).
This document describes sick leave guidelines for EHRA Non-Faculty and permanent SHRA employee with (including probationary, trainee, or time-limited appointments) regularly scheduled to work at least 20 hours per week. This document discusses eligibility, leave earnings, leave charges, and recordkeeping.
This process is used when a unit, school or division would like to convert an existing filled or vacant SHRA position to EHRA Non-Faculty status.
To aid in the recruitment of middle or late career applicants to positions that the University has identified as critical to the agency mission and for which the agency has documented recruitment difficulty attracting qualified applicants or for applicants to "middle management positions", the State permits the University in certain circumstances to provide one-time recruitment incentive leave for new SHRA hires.
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).
The federal Jobs for Veterans Act regulations require most temporary positions to be posted publicly before they can be filled. The intent of the Act is to make it easier for veterans to find jobs when they leave military service – an outcome the University fully supports. This amendment to the Vietnam Era Veterans' Readjustment Assistance Act requires government contractors to list job openings using an appropriate public posting method.
Information regarding compensation and wage-hour administration for temporary employees at UNC-Chapel Hill.
A separation occurs when a University SHRA employee resigns from State employment, retires, is involuntarily separated, or dies. This policy details the provisions and procedures for the following types of separation: resignation, retirement, death, or separation while on medical leave. This policy describes the different types of voluntary employee separation and the procedures for ensuring employees receive appropriate benefits in the event of resignation, retirement or death.
A State Agency or University employee working full-time has primary employment responsibility to the State. Other employment outside of State Agencies or Universities is considered secondary employment. An employee must notify his/her supervisor before engaging in any secondary employment.
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.