Adverse Weather and Emergency Event(s) Policies

Guidance on University operational conditions, reporting expectations, and leave or timekeeping during weather or emergency events.

Emergency Contacts and Wellness Checks

Information about updating emergency contact information and the University’s process for conducting wellness checks when health or safety concerns arise.

To apply or workplace accommodations under theÌý, please contact Assistant Vice Chancellor Heather L. Lindkvist in the Office for Institutional Integrity & Access to begin the interactive process. You may email her atÌýoiia@unca.edu, call (828) 232-5658, or stop by Highsmith Union 116.

Information on employee compensation practices, including salary schedules, position compensation guidelines, and policies related to overtime and compensatory time.

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• Ìý(Background Check Policy, self-disclosure requirement)
• Sexual Misconduct and Interpersonal Violence

Credible service is prior employment that may be recognized for purposes such as leave accrual, longevity, or retirement benefits. Review the policy linked below to understand what types of previous service may qualify, how it is verified, and how it applies to your employment at the University.

For information regarding the University’s Code of Conduct, conflict of interest guidelines, and disciplinary processes, please visit the Employee Grievances page. There you will find guidance on workplace expectations, applicable policies, and available processes for addressing concerns.

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Information about academic assistance and tuition waiver benefits available to employees, including eligibility, reimbursement guidelines, and application procedures.

For more detailed information review the content on the Work/Life Programs page under On-Campus Benefits.

Hiring Procedures and Postings
Guidance on the University’s hiring process, including recruitment procedures, job postings, and required steps for filling positions both permanent (SHRA and EHRA) and Temporary.

Manager Resources

Position Classification and Reclassification
Information about how positions are classified, reviewed, and reclassified to ensure roles align with University job classifications and responsibilities.

• Classification and Compensation
• Position Classification
• Creating a New Position
• Filling a Vacant Position
• Reclassification and Change Requests

External Professional Activities for Pay

Employees must disclose certain external activities that may create a potential conflict of interest or commitment, including external professional activities for pay and situations involving nepotism. This form is used to report such activities so they can be reviewed by the appropriate supervisor and, when necessary, a management plan can be developed to ensure compliance with University and state requirements. The information collected is maintained as a confidential personnel record in accordance with North Carolina law. Use the link below to access the disclosure form and instructions.

Secondary Employment

SHRA employees who work full-time at the University must ensure that their primary employment responsibilities remain their first priority. Before engaging in any secondary employment, employees must obtain approval from their supervisor and division head to confirm that the outside work does not create a conflict of interest or negatively impact their ability to perform their university duties. Approval may be withdrawn if the secondary employment is found to interfere with the employee’s responsibilities or create a conflict with their role at the University. Review the document below for full guidance and requirements related to secondary employment.

Supplemental Assignment Authorization

Supplemental assignments are additional duties performed outside an employee’s primary job responsibilities, often with extra pay. Employees must complete the form below and obtain prior approval to ensure the work does not conflict with their primary role or interfere with job performance. Payment for supplemental work will only be processed once the completed form is submitted and approved.

• Informal and formal grievance procedures.
• Performance management and corrective action guidance.
• Resources for conflict resolution and support.

Employee Relations

Grievance & Mediation

Ä¢¹½´«Ã½ offers a variety of financial wellness resources to support employees’ financial well-being. On-campus resources include certified financial planners, retirement plan guidance, confidential counseling, and emergency loan programs, while off-campus partners provide additional retirement planning, banking, and advisory services. These resources are designed to help employees plan, manage, and respond to financial needs.

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Flexible work agreements help employees balance professional responsibilities with personal and family needs. Visit our Work/Life Programs page to learn about eligibility, available options, and guidance for requesting and managing flexible work arrangements.

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The University is committed to maintaining a safe and healthy work environment. Visit the Workers’ Compensation page for guidance on workplace safety requirements and information on how to report work-related injuries or illnesses.

Workers’ Compensation

Payroll Resources

The Payroll Department provides guidance and resources on payroll processes, including pay schedules, timesheets, leave reporting, overtime, and related procedures. Visit their website for tutorials, examples, and deadlines for submitting and approving timesheets and leave reports.

Student Employment

Family and Medical Leave (FMLA)

The Family and Medical Leave Act (FMLA) provides eligible employees with job-protected leave for certain family and medical reasons. The forms below help employees understand their rights, determine eligibility, and provide the necessary documentation to request and manage FMLA leave. For additional information, the Employee Leave Programs page can be a resource.

For employees,Ìý³Ù³ó±ðÌýÌýprotects pregnant employees from discrimination on the basis of pregnancy, childbirth, or related medical conditions. Further protections are provided under theÌý,Ìý³Ù³ó±ð Ìýfor Nursing Mothers Act, theÌý, and Ä¢¹½´«Ã½â€™s .

To request workplace adjustments for pregnancy, childbirth, related medical conditions, or parenting, contact the Office for Institutional Integrity and Access atÌýoiia@unca.eduÌýor (828) 232-5658.

To request protected medical leave under the Family Medical Leave Act (FMLA), contact theÌý.

Employees may also be eligible for reasonable workplace accommodations under the Americans with Disability Act (ADA) through the Office for Institutional Integrity and Access.

Guidance on performance management schedules, evaluations, and corrective action procedures for SHRA and EHRA permanent employees, along with learning and development opportunities to support professional growth, skill development, and career advancement.

Performance Management

Whether you are planning a resignation, retirement, or another type of employment separation, it’s important to understand your responsibilities and the available resources. Visit our Employee Separations page for guidance on the process, required forms, and next steps to ensure a smooth transition.

Employee Separations

• Ìý(SAAO) (UNC)
• (Instructional, Research & Information Technology) (UNC)

• Minimum Salary Requirements:
  • All EHRA and SHRA positions, both part-time and full-time, are subject to certain minimum salary requirements.
  • The federal Fair Labor Standards Act (FLSA) imposes a salary minimum for exempt employees (e.g., those who are salaried and not subject to overtime compensation) of $35,568 regardless of work schedule, both for permanent and temporary employees. Only salary paid directly through Ä¢¹½´«Ã½â€™s Payroll System may be counted toward meeting this limit.
  • In addition, the state of North Carolina requires a minimum salary requirement of $31,200 on an annualized basis. However, unlike the FLSA minimum, this $31,200 salary minimum is adjusted to take into account employee work schedule (i.e., less than 1.0 FTE and/or less than 12 months/year), and does not apply to temporary appointments.

• Workplace Accommodations: To apply or workplace accommodations under the , please contact Assistant Vice Chancellor Heather L. Lindkvist in the Office for Institutional Integrity & Access to begin the interactive process. You may email her atÌýoiia@unca.edu, call (828) 232-5658, or stop by Highsmith Union 116.
• EHRA Grievances Form and Process
  • Note: Grievances must be received by Office of Human Resources within 15 calendar days of the occurence(s)/your knowledge of the occurence(s) being grieved.
• Sexual Misconduct and Interpersonal Violence

Leave provisions for EHRA Non-Faculty Employees (Staff) are established inÌýÌýfor SAAOs andÌý for Instructional, Research, and Information Technology (IRIT, also referred to as IRPS).

• Ìý(jury duty or subpoenas for court appearances)*
• *
• *
• *
• *
• *
• • UNCA’s Holiday Schedule
• Leave Without Pay** (see below)
• *
• Ìý (FY 2017-2018)*
• ***
• *General Leave Benefits: EHRA staff are entitled to the same state-prescribed sick leave, family and medical leave, family illness leave, civil leave, military leave, community service leave, and special legislative bonus leave given to employees subject to the State Personnel Act. However, with respect to sick leave, a Senior Officer may be advanced the amount of sick leave that can be accrued during the remainder of the year or during a twelve-month period.
• **Leave of Absence Without Pay (provisions from UNC PoliciesÌýÌý²¹²Ô»åÌý):
  • EHRA SAAO Tier I staff may request a leave of absence without pay, subject to approval by the UNC President, who shall report all such arrangements to the Board of Governors.Ìý A leave of absence for a period exceeding 90 days requires approval of the Board of Governors.
  • EHRA SAAO Tier II, Instructional, Research, and Information Technology staff may request a leave of absence without pay, subject to approval of such leave by the Chancellor.
• **Voluntary Shared Leave: EHRA staff shall be entitled to the same state-prescribed provisions concerning shared leave as given to employees subject to the State Human Resources Act with the exception that the donation and acceptance of such leave is calculated on the basis of days rather than hours.

Performance Management

• • Note: Ä¢¹½´«Ã½ currently pays $3 per hour for employees in skilled trades, or the employee earns compensatory time in lieu of monetary compensation.
• Minimum Salary Requirements:
  • All EHRA and SHRA positions, both part-time and full-time, are subject to certain minimum salary requirements.
  • The federalÌýFair Labor Standards Act (FLSA)Ìýimposes a salary minimum for exempt employees (e.g., those who are salaried and not subject to overtime compensation) of $35,568 regardless of work schedule, both for permanent and temporary employees.Ìý Only salary paid directly through Ä¢¹½´«Ã½â€™s Payroll System may be counted toward meeting this limit.
  • In addition, the state of North Carolina requires a minimum salary requirement of $31,200 on an annualized basis. However, unlike the FLSA minimum, this $31,200 salary minimum is adjusted to take into account employee work schedule (i.e., less than 1.0 FTE and/or less than 12 months/year), and does not apply to temporary appointments.

• Workplace Accommodations: To apply or workplace accommodations under the , please contact Assistant Vice Chancellor Heather L. Lindkvist in the Office for Institutional Integrity & Access to begin the interactive process. You may email her atÌýoiia@unca.edu, call (828) 232-5658, or stop by Highsmith Union 116.
• • Note: Grievances must be received by the Office of Human Resources within 15 calendar days of the event(s) your knowledge of the event(s) being grieved).
• Ìý(Background Check Policy, self-disclosure requirement)

• Ìý (jury duty or subpoenas for court appearances)

Performance Management