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- Human Resources and Equal Opportunity and Compliance
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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.
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- Human Resources and Equal Opportunity and Compliance
- Human Resources
The University strives to create a welcoming and safe environment for all members of the University community. Consistent with this goal, the University will not employ persons or appoint unpaid affiliates with prior non-expunged criminal convictions, arrests, charges or driving records (when driving a state-owned or personal/other vehicle is required as an essential function of the position) who pose an unacceptable safety risk to the University or its community.
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- Human Resources and Equal Opportunity and Compliance
- Human Resources
The Employee, Spouse, and Dependent Undergraduate Scholarship program was created to provide financial assistance to eligible employees and their dependents pursuing an undergraduate degree at UNC-Chapel Hill.
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- Human Resources and Equal Opportunity and Compliance
- Human Resources
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.
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- Human Resources and Equal Opportunity and Compliance
- Human Resources
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.
- Knowledge Base
- Human Resources and Equal Opportunity and Compliance
- Human Resources
This procedure applies to SHRA employees who hold a full-time position with the state and secondary employment outside of the primary state position.
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- Human Resources and Equal Opportunity and Compliance
- Human Resources
This Policy outlines the requirements for managers to provide an annual performance appraisal to SHRA and EHRA-Non Faculty employees.
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- Finance and Operations
- Finance and Budget
- Payroll
This policy presents the federal guidelines by which the University will abide in determining which student employees are eligible for exemption from the FICA tax.
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- Human Resources and Equal Opportunity and Compliance
- Human Resources
Eligible employees earn time-and-one half for all hours worked in excess of 40 hours in a work week. An employee must actually work over 40 hours to earn overtime compensation. Paid time that is not considered time worked (eg, most leave or paid time off packages) does not count as time worked for the purpose of determining employee eligibility for overtime compensation.
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- Human Resources and Equal Opportunity and Compliance
- Human Resources
Unlike hourly-paid (FLSA non-exempt) employees, EHRA Non-Faculty employees are all FLSA exempt and are accountable and compensated for their performance outcomes, rather than for time worked on an hour for hour basis. As such, EHRA Non-Faculty employees do not earn compensatory time when they work more than forty hours in a work week.
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- Human Resources and Equal Opportunity and Compliance
- Human Resources
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.
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- Human Resources and Equal Opportunity and Compliance
- Human Resources
The University recognizes the importance of providing flexibility for employees to balance work responsibilities with personal obligations and commitments. This policy outlines the regulations regarding flexible work arrangements (FWAs). Departments are encouraged to be open to allowing for FWAs with the understanding that this flexibility must still ensure appropriate employee accountability and be compatible with the operational needs of the work unit.
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- Institutional Integrity and Risk Management
- Environment, Health & Safety
- Risk Management Services
All employees and recognized agents of the State of North Carolina while acting within the scope of their employment are provided with this statutory and insurance protection. This excess liability insurance policy is intended to seamlessly fit with the protection provided by the Tort Claims Act, giving employees a secondary tier of protection.
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- Human Resources and Equal Opportunity and Compliance
- Human Resources
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.
- Knowledge Base
- Finance and Operations
- Finance and Budget
- Payroll
To stay compliant with tax regulations in all jurisdictions (local, state, and national) where the University has employees working, it is necessary that any employee who works outside of North Carolina be reported to Payroll Services.