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HR Representatives should consult ConnectCarolina documentation for procedural information and what documents to collect for these system record changes. If additional procedural information is needed, HR Representatives should contact their Classification and Compensation Consultant.

Note: Permanent SHRA employees are not permitted to have an FTE below 0.5 unless required by some exceptional circumstance such as workers’ compensation or FMLA arrangements.

Notifying SHRA Employees of FTE Changes or Salary Reductions

When a permanent employee’s FTE is reduced at the employee’s request, a letter must be prepared and provided to the employee specifying the changed FTE and the new associated salary. This letter is signed by the authorizing University official, usually a Department/Center Head or Dean/Division office official. This letter, once acknowledged by the employee by signature, should be processed in ConnectCarolina and attached to the Job Change action ePAR.

When a permanent employee’s FTE is reduced at the employer’s request (due to loss of funding or other reasons), the department must contact their Talent Acquisition Partner in Employment & Staffing for a reduction in force (RIF) review. The Talent Acquisition Partner will provide further instructions.

When a permanent employee’s FTE increases with a direct salary proration, a letter is not required for the job change action. However, it is recommended that departments communicate such changes in writing to the affected employees and maintain a copy of this correspondence in the employee’s departmental personnel file.

When a permanent employee’s FTE increases and does not result in a direct salary proration, please contact your Classification & Compensation Consultant since further approval (Chancellor/UNC System Office/Board of Governors) may be required.

Example: An employee currently works 20 hours (.50 FTE) per week at an annual salary of $20,000 and the department is requesting to increase to 40 hours (1.0 FTE) per week at an annual salary of $45,000. This is not a direct salary proration and would be an increase of $5,000, which would require further approval and justification.