Search300 Results

Time Information Management (TIM) interfaces with various existing University business applications through ConnectCarolina. The system automates time reporting for payroll and special events, and centralizes the leave reporting system. The TIM system is used by University faculty (leave reporting only), staff, students and temporary employees.

For this reason, the University has enacted this policy which provides a mandatory process by which all employees and affiliates (as defined below) must report any post-employment criminal conviction(s) to appropriate University administrators and sets forth standards by which any convictions will be evaluated and acted on.

The purpose of paid leave is to maintain employee income, not enhance it. If employees work additional hours outside their normal schedule in a workweek in which they also have scheduled or taken time off, the additional time worked “offsets” the time that the employee intended to cover with available leave or paid time off. The following process should be followed in determining the use of paid leave and paid time off for the workweek.

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.

This procedure applies to SHRA employees who hold a full-time position with the state and secondary employment outside of the primary state position.

This policy addresses the requirements for providing overtime and compensatory time off for University of North Carolina at Chapel Hill (“University”) employees who are Subject to the State Human Resources Act (“SHRA”) and Exempt from the State Human Resources Act (“EHRA”).

To aid in the recruitment of middle or late career applicants to positions that the University has identified as critical to the agency mission and for which the agency has documented recruitment difficulty attracting qualified applicants or for applicants to "middle management positions", the State permits the University in certain circumstances to provide one-time recruitment incentive leave for new SHRA hires.

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.

The University is committed to ensuring that Employees are Fit for Duty while also respecting Employee privacy. Employees are Fit for Duty when they are able to perform their Essential Job Functions without posing a Direct Threat to themselves or others. This Policy and associated Procedures describe the circumstances in which the University may evaluate an Employee’s Fitness for Duty, provide the procedures for those evaluations, and safeguard Employee privacy related to those evaluations.

The University is committed to ensuring that Employees are Fit for Duty while also respecting Employee privacy. Employees are Fit for Duty when they are able to perform their Essential Job Functions without posing a Direct Threat to themselves or others. These Procedures and associated Policy describe the circumstances in which the University may evaluate an Employee’s Fitness for Duty, provide the procedures for those evaluations, and safeguard Employee privacy related to those evaluations.

This probationary period serves as an extension of the selection process, providing time for new employees to adjust and supervisors to ensure new employees can satisfactorily meet performance expectations and perform essential job functions.

This policy establishes ConnectCarolina HR/Payroll as the official University system for capturing SHRA and EHRA Employee employment and payroll information; and Time Information Management (TIM) as the official time capturing system to provide to payroll interface for processing payments. Maintaining records online allows for speedier, more accurate records while maintaining proper University business standards.

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.

This standard establishes the expectations for post-submission requests that need to be submitted to the sponsor.

We will issue Building Access Cards to contractors for special projects by the authority and sponsorship of the Department where the work is being done. We will gather all required information from the contractor and enter that into our One Card Database for tracking purposes.