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These Procedures set out the processes for addressing reports under the Title IX Sexual Harassment Policy.

This document sets forth procedures for the reporting and resolution of complaints of Discrimination, Harassment and related misconduct including Sex-Based Harassment, Sexual Assault, Interpersonal Violence, Stalking, Complicity, and Retaliation involving a University employee as the Responding Party.

The University of North Carolina at Chapel Hill has established an Institutional Review Board (IRB) to ensure the protection of human subjects in research conducted. All non‐exempt human subject research conducted under the auspices of the UNC‐Chapel Hill must be reviewed and approved by the UNC‐Chapel Hill IRB or another designated IRB prior to the initiation of the research unless it has been determined that the UNC‐Chapel Hill is not engaged in the research (See SOP 101.2.6).

The purpose of this document is to establish the expectations for organizing and conducting activities relating to the UNC Adams School of Dentistry's annual Vendor Day.

This Policy establishes the University of North Carolina at Chapel Hill School of Medicine’s requirements to ensure faculty members serving in Student Advocacy Roles do not participate in the assessment, evaluation, academic decisions, or promotion of the Medical Doctorate degree program students they advise or are related to.

The University is committed to fair and equitable treatment for all employees. Therefore, the University has established this Grievance Policy for the fair, orderly, and prompt resolution of work-related disputes for EHRA Non-Faculty employees. This policy provides for a formal process in order to address allegations that actions taken by management are impermissible under University policies.

This document prohibits SHRA employees from managing a political campaign, campaigning for political office, or otherwise engaging in political activity. SHRA employees are also prohibited from affecting the results of a partisan election involving candidates for office or party nominations through the use of: authority and prestige of position, State funds, or use of State property.

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.

Dual employment with another State agency* occurs when a permanent SHRA employee, regardless of FLSA status, is needed on temporary and/or part-time basis by another State agency. This is limited to a situation in which the employee possesses specialized knowledge, skills and/or abilities not readily available in the requesting State agency's recruitment area.

A 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 their supervisor before engaging in any secondary employment.

This procedure applies to SHRA employees who hold a full-time position with the state and secondary employment outside of the primary state position.

This procedure applies to all permanent SHRA employees (including probationary, trainee, and time-limited) who are regularly scheduled to work 40 hours per work week.

This Policy is intended to provide the University of North Carolina at Chapel Hill's Department of Athletics with acceptable procedures regarding Gifts-in-Kind and Trade inventory.

This Policy outlines the purchasing and receiving procedures for the Department of Athletics.

These policies and procedures for the Appointment, Promotion, and Reappointment Committee (APR) state the functions of the committee. The APR Committee recommends fixed term faculty to the Dean for appointments, promotions, and reappointments.