Search16 Results
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
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.
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
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.
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
The University consistently applies the SHRA recruitment and selection process to promote open and fair competition to select from the most qualified persons to fill vacant positions. Selection decisions will be based solely on job-related criteria.
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
This policy governs the conditions of employment for Employees Exempt from the Human Resources Act (EHRA Employees) pursuant to the employment policies adopted by the Board of Governors of the University of North Carolina.
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
The University strives to create a welcoming and safe environment for all members of the University community. Consistent with this goal, the University will not employ persons or appoint unpaid affiliates with prior non-expunged criminal convictions, arrests, charges or driving records (when driving a state-owned or personal/other vehicle is required as an essential function of the position) who pose an unacceptable safety risk to the University or its community.
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
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).
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
This policy outlines specific procedures and requirements that govern individuals who will serve in these capacities including: to whom this policy is applicable, guidelines on what these individuals may or may not do in the course of their assignment, a process by which these unpaid assignments must be requested and approved through the Office of Human Resources, and a requirement for background checks for unpaid assignments
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
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.
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
This policy outlines the requirements units must meet to use an external search firm to help recruit for a position.
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
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.
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
All EHRA non-faculty appointments or reappointments may be made contingent on the availability of funds other than continuing state budget funds or permanent trust funds. In many instances, the contingency is related to continued sponsored research contract and grant funding. When present, this contingency permits early discontinuation of the appointment contrary to the normal appointment terms.
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
The University’s layoff policy assures equitable treatment of SHRA Employees when reduction in force becomes necessary. A layoff might become necessary because of a reduction in work or funds, abolishment of a position, or other material change in duties or organization. This policy provides University-specific guidelines in adherence to the Office of State Human Resources Reduction in Force Policy, assuring employees that potential reductions are considered on a fair and systematic basis.
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
This procedure applies to SHRA employees who hold a full-time position with the state and secondary employment outside of the primary state position.
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
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 and National Guard shall be granted preference in University employment.
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
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.