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Employee & Management Relations (E&MR) in the Office of Human Resources (OHR) provides this Facilitated Conversations Program to encourage supervisors and employees to work together to resolve their differences. The University values open and respectful communication among supervisors and employees, and through this program the University provides a venue for parties to talk freely and openly about their needs, interests, opinions, and point of view while addressing mutual concerns.

Description of the current University COVID-19 Community Standards.

The University enacts this policy to promote departmental expediency in resolving vendor-related issues. Maintaining positive, productive relationships with reliable vendors is advantageous to the University.

Policy on verifying the identity and/or authority of the individual presenting for treatment and/or requesting disclosure of Protected Health Information (“PHI”) if the identity of the patient or authority of such person is not personally known and recognized by the ASOD workforce member.

This document describes the rules governing the use of the Carolina Union's Meditation Room.

Career transition counseling services are offered to all permanent SHRA and EHRA non-faculty employees whose employment is ended due to budget reduction/loss of funds excluding those separated due to the exercise of a funding contingency.

Campus departments must develop a written plan of action for mitigating the effects of unexpected events which may disrupt their normal business operations. These continuity plans also known as UNC-CH Tar Heel Mission Ready should be flexible, updated on a regular basis, maintained in readiness, and be easily retrievable when needed.

Procedure for addressing swallowed objects during and outside regular hours, including instructions on clinical notes and updated processes.

The University of North Carolina at Chapel Hill (the "University") hosts approximately 1,000 postdoctoral scholars on its campus each year. Postdoctoral scholars ("Postdocs") are hosted in many different departments, schools and centers throughout the University.

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 Standard document outlines minimum requirements necessary for a Covered Program to conduct an activity that includes Minors regardless of location, in-person or virtual. These minimum requirements include mandatory background checks, Covered Program staff training requirements, and personal conduct expectations.

This Standard provides a structure for the classification and handling of information developed under and in support of the University's Emergency Management Policy. This Standard is intended to apply specific and stringent handling and information control procedures and practices for Emergency Management Information, aligned with the University’s Information Classification Standard.

Evaluation of teaching including peer observation occurs at critical points in the faculty member's career. Peer observation must occur at times of review for promotion and multi-year reappointment. These peer observations are required by the University and are summative in nature.

Personnel guidelines are a necessity in any organization if it is to achieve the purposes for which it is established. This is particularly true in a public safety agency where the reputation of the Department is fundamentally dependent upon the personal conduct and professional competence of its individual members. Therefore, the following Rules and Regulations have been adopted to give employees a clear understanding of what is expected of them.

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.