EHRA Non-Faculty Appointment & End of Appointment

The University strives to create a welcoming and safe environment for all individuals.  Consistent with this goal, the University will not employ individuals or appoint unpaid affiliates with prior criminal convictions or driving records (when applicable) who are determined to pose an unacceptable safety risk to the University or its employees, students and visitors.
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Career transition counseling services are offered to all permanent SHRA and EHRA non-faculty employees whose employment is ended due to budget reduction/loss of funds excluding those separated due to the exercise of a funding contingency.
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Before finalizing or communicating an end of appointment decision for any permanent EHRA non-faculty employee, departments must contact the EHRA Non-Faculty HR Department in the Office of Human Resources (OHR) by phone so that the proposed action may be prescreened. Prescreening is not required for EHRA non-faculty temporary or student employees, postdocs, or an employee who voluntarily submits their resignation in writing or by email.
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All EHRA non-faculty appointments or reappointments may be made contingent on the availability of funds other than continuing state budget funds or permanent trust funds. In many instances, the contingency is related to continued sponsored research contract and grant funding. When present, this contingency permits early discontinuation of the appointment contrary to the normal appointment terms.
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HR Representatives should consult ConnectCarolina documentation for procedural information on new employment actions, including providing required documentation. For additional procedural information, HR Representatives should contact their EHRA Non-Faculty HR Consultant.
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• Employment of Related Persons (Anti-Nepotism Policy) – EHRA
• EHRA Faculty & Non Faculty Nepotism Certificate | See the Forms section > Recruitment & Selection Forms toggle on the HR Toolkit webpage

UNC-Chapel Hill recognizes the significant benefits that derive from the use of unpaid volunteers, interns, and visiting scholars in support of the University’s mission of teaching, research, and public service as well as the importance of safely and appropriately engaging these individuals.
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There are different processes and forms for processing non-resident aliens and foreign nationals, depending on their appointment type, availability of a social security number, and whether or not they have arrived in the United States.
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A justification explaining the reason for the proposed extension will be required by EHRA Non-Faculty Human Resources and such extensions should not be used on a routine basis. Appropriate uses include a situation where a department is awaiting word on whether a grant or funding source will be renewed or where a manager has an employee relations situation and is consulting with the next-level approval authority, Human Resources and/or University Counsel and additional time is needed prior to deciding on a term reappointment.
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The University is committed to assuring a safe and secure environment for its faculty, staff, students, visitors, and others who may receive services from or have contact with University employees. For this reason, the University has enacted this policy which provides a mandatory process by which all employees (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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All voluntary and involuntary separations from Senior Academic and Administrative Officer positions (as defined in The University of North Carolina Policy 300.1.1*) are subject to the following terms, consistent with Policy 300.1.6, adopted by the Board of Governors on March 21, 2003, and amended on May 2, 2010
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