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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 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.

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 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.

The UNC Adams School of Dentistry maintains an internal procedure providing for the prompt and equitable resolution of patient-initiated complaints and grievances relating to patient care, including any civil rights grievances arising under applicable Federal law.

This policy ensures that State guidelines are met relative to ethics, conflict of interest, and dispute resolution. State guidelines require that communications between the University of North Carolina at Chapel Hill and vendors be clear and documented in the purchase order file.

This Policy applies to Procedures for Addressing Misconduct Involving a Carolina Community Academy Student as a Reporting or Responding Party.

The University of North Carolina at Chapel Hill is committed to promoting a safe and healthy campus environment that is free from violence. This procedure sets forth steps for reporting, responding, and resolving reports of Workplace Violence.

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.

This document outlines the procedures for handling student and student organization misconduct at UNC-Chapel Hill. It describes the reporting, investigation, and adjudication processes for violations of the Student Code of Conduct and University Alcohol Policy, including disciplinary actions and sanctions. The procedures aim to maintain an educational environment that promotes safety, responsible behavior, and personal success.

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 SOP establishes written procedures for ensuring prompt review and reporting of any Unanticipated Problems Involving Risks to Subjects or Others, Serious Noncompliance, Continuing Noncompliance, Suspension or Termination of IRB approval.

The purpose of this policy is to establish in writing which officials at the University are authorized to sign University contracts. The University's Board of Trustees has delegated to the Chancellor the authority to sign contracts for the University and has authorized the Chancellor to delegate that authority to other University employees.

This procedure outlines the requirements related to the University of North Carolina at Chapel Hill ("UNC-Chapel Hill" or “University”) Policy on Postdoctoral Scholars.