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The purpose of this policy is to describe certain employment policies applicable to EHRA Non-Faculty Instructional, Research and Public Service Staff, and Tier II Senior Academic and Administrative Officers.
Information regarding compensation and wage-hour administration for temporary employees at UNC-Chapel Hill.
The University of North Carolina at Chapel Hill (the "University") hosts approximately 1,000 postdoctoral scholars on its campus each year. Postdoctoral scholars ("Postdocs") are hosted in many different departments, schools and centers throughout the University.
The longevity pay plan recognizes and expresses the University's appreciation for the long-term service of permanent employees, both full-time and part-time (regularly scheduled to work 20 hours or more each work week) who have completed at least 10 years of Total State Service.
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.
School of Nursing salary goals are derived from benchmarks with peer schools of nursing. The American Association of Colleges of Nursing (AACN) publishes an annual report on faculty salaries based on a yearly survey of all schools of nursing with baccalaureate and higher degree programs. Faculty salary data are reported for regions of the country and types of institution, and by faculty rank, credentials, and tenure vs. fixed term track status.
UNC-Chapel Hill's Office of Human Resources has on-campus, pre-approval authority for all salary actions that fall within OSHR policy guidelines and do not exceed a cumulative raise of 20% from the employee's base-salary rate on the previous June 30th, provided that we have delegated authority for the career-banded title.
Due to legislation changes in the 2017 Tax Cuts and Jobs Act which reinstated personal moving expense payments as taxable wages, the University has changed the payment procedure so that the payment and tax implications are contemporaneous.
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 University provides additional compensation for certain permanent employees whose regular work schedules occur during evening or night hours. Permanent SHRA employees (including full-time, part-time, time-limited and probationary) are eligible for shift-premium pay as allowed under this policy. Temporary SHRA and EHRA employees are not eligible for shift premium pay. Permanent EHRA employees are not eligible for shift premium pay.
HR Representatives should consult ConnectCarolina documentation for procedural information on changes in salary or FTEs, including providing required documentation. For additional procedural information, HR Representatives should contact their EHRA Non-Faculty HR Consultant.
The purpose of this policy is to outline provisions covering the following human resource areas in case of a communicable disease or other serious public health threat that is declared by the public health officials to be a public health emergency, including: designation of mandatory employees, compensation for mandatory employees, accounting for absences, and emergency furlough provisions.
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 outlines the guidelines and procedures for requesting out-of-cycle permanent increases to base salary for EHRA non-faculty employees. “Out-of-cycle” increases are any adjustments to base salary excluding adjustments accomplished as part of the normal EHRA annual raise process (ARP), a salary supplement (which is not part of base pay) or from a job change resulting from a competitive recruitment.
On-Call is compensation for an employee who must remain available to be called back to work on short notice if the need arises. Emergency Callback is compensation for an employee who has left the work site and is requested to respond (either by returning to work or by responding by telephone or computer) on short notice to an emergency work situation.