UNC-CH Employee Policies

This Policy prohibits all forms of discrimination and harassment based on protected status. It expressly, therefore, also prohibits sexual violence and sexual exploitation, which by definition involve conduct of a sexual nature and are prohibited forms of sexual or gender-based harassment. This policy further prohibits stalking and interpersonal violence, which need not be based on an individual’s protected status. Finally, this policy prohibits complicity for knowingly assisting in an act that violates this policy and retaliation against an individual because of their good faith participation in the reporting, investigation, or adjudication of violations of this policy. University students and employees who violate this policy may face discipline up to and including expulsion or termination.
Learn More: Prohibited Discrimination, Harassment and Related Misconduct

Changes to job schedules or workplaces, equipment, and other services can help employees excel in their positions at Carolina. This policy explains who may be able to receive accommodations, the types of accommodations that are available, and how to request an accommodation. Applicants for employment can also request accommodations.
Learn More: Accommodations Policy

The safety of our students and employees is our number one priority in making any weather-related decision about campus operations. Unless the University announces a change in status, the campus operates on a regular schedule.

Based on information from grounds, police and transportation staffs, Chapel Hill Transit, law enforcement agencies, the National Weather Service, and other sources, the University may activate one of three Adverse Weather Conditions (Condition 1, 2, and 3). The University is committed to announcing a change in class or work schedules as far in advance as possible so students, faculty and staff can plan their travel to and from campus accordingly.
Learn More: Adverse Weather

Alert Carolina, a campus-wide safety and awareness initiative, plays an instrumental role in supporting the University of North Carolina at Chapel Hill’s overall efforts to communicate about an emergency or a situation affecting the safety and health of the campus community.

In an emergency or dangerous situation, the University will post safety-related announcements at this website, alertcarolina.unc.edu, along with updates, information and other resources.

Learn More: Alert Carolina

The Clery Act requires higher education institutions to give timely warnings of crimes that represent a threat to the safety of students or employees, and to make public their campus security policies. It also requires that crime data is collected, reported and disseminated to the campus community and is also submitted to the U.S. Department of Education. The act is intended to provide students and their families, as higher education consumers, with accurate, complete, and timely information about safety on campus so they can make informed decisions.
Learn More: The Clery Act

Family members or other closely affiliated persons may not occupy a position of influence over each other’s employment, promotion, transfer, salary administration or other related management decisions. If family members or closely affiliated persons are considered for employment or transfer, whether in temporary or permanent positions, the department head must certify lack of influence on the Employment of Related Persons Certificate.
Learn More: Employment of Related Persons (Nepotism)

External Professional Activities for Pay (EPAP) applies to EHRA Faculty and EHRA Non-Faculty employees and means any activity that:

1. is not included within one’s University employment responsibilities
2. is performed for any entity, public or private, other than the University employer
3. is undertaken for compensation
4. is based upon the professional knowledge, experience and abilities of the EHRA employee

Learn More: External Professional Activities for Pay (EPAP)

The Family and Medical Leave Act (FMLA) provides up to twelve (12) work weeks of unpaid leave in a 12-month period for an eligible employee to use for the birth or adoption of a child, to bond with a child (within 1 year of the child’s birth or placement); his/her own serious health condition or the serious health condition of a his/her spouse, parent or child; for qualifying exigencies related to the foreign deployment of a military member who is his/her spouse, child or parent.
Go to Policy: FMLA FMLA Poster Employee Rights under FFCRA

The University allows permanent employees to grieve lack of cause for dismissal, violation of first amendment rights, violation of policy that has affected the employee’s employment status, lack of notice for end of appointment, and prohibited harassment and discrimination.

See also: Policy on Prohibited Discrimination, Harassment and Related Misconduct Including Sexual and Gender-Based Harassment, Sexual Violence, Interpersonal Violence and Stalking

SHRA Dispute Resolution & Grievances EHRA Non-Faculty Employees Dispute Resolution & Grievances

Each permanent  employee is scheduled for the same number of holidays, listed in the University holiday schedule. Each permanent SHRA employee must either be scheduled off on the specified holiday and receive paid holiday or, if required to work on the holiday, receive holiday premium pay and equal time off as defined in the Policy.
Learn More: Holiday Pay

The University of North Carolina Board of Governors adopted a system-wide Policy that prohibits amorous or sexual relationships between faculty or staff employees and (1) students they evaluate or supervise by virtue of their teaching, research, administrative, or other employment responsibility and (2) students who are minors below the age of eighteen. The Policy also states that faculty or staff employees may not supervise or evaluate students to whom they are related by blood, law, or marriage.
Learn More: Improper Relationships

Eligible employees who work more than 40 hours in a work week may be compensated in one of two ways: overtime pay or compensatory time off. It is management’s decision whether to provide overtime pay or compensatory time off based upon fiscal availability and operational needs of the work unit.
Overtime & Compensatory Time Off for SHRA Non-Exempt Employees Overtime & Compensatory Time for SHRA Exempt Employees

The purpose of this policy is to outline provisions covering the following human resource areas in case of a communicable disease or other serious public health threat that is declared by the public health officials to be a public health emergency, including:

• Designation of mandatory employees
• Compensation for mandatory employees
• Accounting for absences
• Emergency furlough provisions

Learn More: Pandemic & Communicable Disease Emergency Policy

The overall success of the University relies on the individual accomplishments of all faculty and staff. Our performance management program provides a mechanism for communicating performance responsibilities and evaluating achievements. All permanent University staff are evaluated annually on their performance.
Learn More: Employee Performance Management and Appraisal Policy

The Records Retention and Disposal schedule is a tool for the employees of the University of North Carolina at Chapel Hill to use when managing the records of the University. It lists records found in an office and gives an assessment of their value by indicating when (and if) those records should be destroyed. The schedule is also an agreement between the office, the University Archives and Records Service (UARS) and the North Carolina Department of Cultural Resources (DCR).
Learn More: Personnel Information

This Policy prohibits sexual harassment as defined by Title IX of the Education Amendments of 1972, which includes sexual assault, dating violence, domestic violence, and stalking. University students and employees who violate this policy may face discipline up to and including expulsion or termination.

Learn More: Prohibited Sexual Harassment Under Title IX

This policy sets forth a process which enables the University to review the circumstances of the criminal conviction(s) to assure that the employee in question does not pose an unreasonable safety risk to fellow employees, students, and visitors or indicate conduct that would be inconsistent with the employee’s assigned job duties and his/her access to University resources or facilities.
Learn More: Reporting of Criminal Convictions for Employees

The University provides additional compensation for certain permanent employees whose regular work schedules occur during evening or night hours.
Learn More: Shift Premium Pay

The University Wage-Hour provisions conform to the requirements of both the Fair Labor Standards Act (FLSA) and the State’s “Policy on Hours of Work and Overtime Compensation.” It covers SHRA employees, both permanent and temporary. Deans, directors, department heads and other supervisory personnel are responsible for assuring compliance with Wage-Hour provisions.
Learn More: Wage Hour Policies

The University is committed to provide a workplace that is free from workplace violence by establishing preventative measures, by holding perpetrators of violence accountable, and by providing assistance and support to victims. Any form of violence as defined in this policy may be cause for disciplinary action, up to and including dismissal, as unacceptable personal conduct.
Learn More: Workplace Violence Policy