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The University of North Carolina at Chapel Hill is committed to providing a welcoming and inclusive environment for all members of our community. As part of this commitment, the University provides reasonable accommodations for Disability, Pregnancy and Related Medical Conditions, and sincerely-held Religious Beliefs and Practices consistent with federal and state law.

This Procedure sets out the process for requesting and addressing requests for Reasonable Accommodations in accordance with the University’s Policy on Accommodations.

This Procedure will be applied and interpreted consistent with applicable law.

The University of North Carolina at Chapel Hill (University) School of Medicine (SOM) is committed to equality of educational opportunity and does not unlawfully discriminate on the basis of disability. In furtherance of this commitment, this Policy requires compliance with the requirements of applicable law and University policies regarding accommodations for individuals with disabilities.

The University of North Carolina at Chapel Hill (the “University” or “UNC”) recognizes the importance of Assistance Animals for individuals with disabilities. The University is committed to providing equal access to its classrooms, research facilities, public spaces, and housing for all of its community members, including students, employees, and visitors.

The University of North Carolina at Chapel Hill gives priority to permanent employees on Workers’ Compensation Leave to affect an early return to work. To facilitate an early return to work and to identify potential rehabilitation and/or training needs, EHS Workers’ Compensation Manager will request regular updates from the primary treating physician.

This Procedure implements the University's Policy on Accommodations.

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 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).

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.

Leave shall be granted to eligible employees for certain periods of service in the uniformed services. No agent or employee of the State shall discriminate against any State employee or applicant for State employment because of their membership, application for membership, performance of service, application for service, or obligation for service in the Uniformed Services.

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.