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The University is committed to promoting a safe and healthy campus environment that is free from violence. Violent acts, whether on-duty or off-duty, affect individual and community physical and mental well-being, employees’ ability to perform their jobs, and students' ability to learn. The purpose of this policy is to establish preventative measures, hold perpetrators of violence accountable, and support individuals affected by Workplace Violence.

This document sets forth procedures for reporting, investigating, and responding to Discrimination, Harassment (including Sexual or Gender-Based Harassment and Sexual Violence), Interpersonal Violence, Stalking, Complicity, and Retaliation involving a student as the Responding Party.

An important element of a sound personnel system is the existence of a formal method that allows employees to resolve their grievances with management fairly and expeditiously. A carefully designed grievance process helps reduce personnel dissatisfaction, improve morale, identify problems in the organization, and increase the positive perception employees have of the organization.

This Policy prohibits (i) all forms of Discrimination and Harassment based on Protected Status; (ii) Sexual Violence and Sexual Exploitation, (iii) Stalking and Interpersonal Violence, which need not be based on an individual’s Protected Status; (iv) Complicity for knowingly assisting in an act that violates this Policy; and (iv) Retaliation against an individual because of their good faith participation in the reporting, investigation, or adjudication of violations of this Policy.

To provide guidance regarding requirements to report actual, attempted, or suspected: Arson; Damage; Embezzlement; Theft; or Misuse Of University of North Carolina at Chapel Hill (UNC-CH) property or resources.

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

This document sets forth procedures for reporting, investigating, and responding to Discrimination, Harassment (including Sexual or Gender-Based Harassment and Sexual Violence), Interpersonal Violence, Stalking, Complicity, and Retaliation involving a University employee as the Responding Party.

This document sets forth procedures for reporting and responding to Discrimination, Harassment (including Sexual or Gender-Based Harassment and Sexual Violence), Interpersonal Violence, Stalking, Complicity, and Retaliation (hereinafter collectively referred to as “Prohibited Conduct”) involving a Visitor, Program Participant, Contractor, or other Third Party as the Responding Party.

This Policy prohibits discrimination and harassment against a Student or Applicant1 based on Pregnancy and Related Medical Conditions and discrimination or harassment based on sex or gender related to a Student or Applicant’s actual or potential parental status pursuant to the University’s Policy on Prohibited Discrimination, Harassment and Related Misconduct and Title IX of the Education Amendments of 1972 and the accompanying regulations.

The purpose of this policy is to encourage individuals to report possible Wrongful Conduct to an appropriate authority so that prompt, corrective action can be taken by the University and to protect reporting individuals from any Retaliation for reporting Wrongful Conduct.

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.

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 is intended to demonstrate the University's commitment to and process for complying with the Americans with Disabilities Act (ADA), ADA Amendments Act of 2008 (ADAAA).

Consistent with the University of North Carolina at Chapel Hill's (the "University's") research, teaching and public service missions, the University encourages faculty, staff, and students to engage in appropriate outside relationships with private industry and the nonprofit sector. While engaging in these relationships, members of the University community are expected to avoid conflicts of interest or commitment, unless such conflicts are allowed in this policy.

The University of North Carolina at Chapel Hill has an obligation to the people of the State of North Carolina and to the public at large to conduct its activities properly. Accordingly, the University must provide clear standards aimed at preventing financial conflicts of interest from compromising its objectivity in the performance of its responsibilities.