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

This policy establishes the right of patients, family members, and staff to submit suggestions and concerns about Campus Health services, patient care, and safety, and ensures those submissions are reviewed and addressed appropriately. It also outlines the procedure for collecting, documenting, routing, and responding to suggestions and concerns, including external escalation options such as the Joint Commission and CMS.

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 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.

The following procedures have been established to provide detailed guidance to the parties of any EHRA Non-Faculty Grievance at the various steps of the process. These procedures supplement and are guided by the provisions of the EHRA Non-Faculty Grievance Policy.

This Severe Weather Policy and its accompanying facility-specific guidelines are intended to help address the various threats severe weather may present to athletics-related activities on the campus of the University. This document should serve as a reference to specify appropriate precautions. As always, common sense and good judgment by all involved are crucial to ensuring safety.

This document outlines a protocol for UNC Athletics staff to report incidents by directing reports both "up" to supervisors and internal athletics leadership and "out" to the appropriate campus offices. The document also affirms the Department of Athletics' non-retaliation and non-discrimination commitments.

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 student as the Responding Party.

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.

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.

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 explains how the University responds to allegations of Research Misconduct.

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.

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