Below are summaries of the policies that apply to SHRA employee relations at UNC-Chapel Hill. Click on “Go to Policy” to read the full policy statement for each subject.

The University of North Carolina at Chapel Hill is committed to equal opportunity in all aspects of employment for qualified individuals with a disability.
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The University is committed to providing SHRA permanent employees and University management with a fair, clear and useful tool for correcting performance deficiencies as well as a process to assist management in addressing instances of unacceptable personal conduct.
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It is the policy of The University of North Carolina that the grievance process exists to allow for prompt, fair and orderly resolution of disputes arising out of employment. The University of North Carolina has therefore adopted this Grievance Policy to further these goals as approved by the State Human Resources Commission.
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Employee & Management Relations (E&MR) in the Office of Human Resources (OHR) provides this Facilitated Conversations Program to encourage supervisors and employees to work together to resolve their differences. The University values open and respectful communication among supervisors and employees, and through this program the University provides a venue for parties to talk freely and openly about their needs, interests, opinions, and point of view while addressing mutual concerns.
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 The University of North Carolina at Chapel Hill has established and maintains a program of education designed to help all members of the University Community avoid involvement with illegal drugs.The University provides information about drug counseling and rehabilitation services available to members of the University Community through campus-based programs and through community-based organizations. Persons who voluntarily avail themselves of University services are hereby assured that applicable professional standards of confidentiality will be observed.
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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
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Legal defense may be provided for civil or criminal action or proceedings which arise against employees because of an act or an omission in the scope of employment. According to provisions of the law, the Attorney General has the authority to determine whether the State will provide defense for an employee.
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Each employee retains all of the rights and obligations of citizenship provided in the Constitution and laws of the State of North Carolina and the Constitution and laws of the United States of America. However, no employee subject to the North Carolina Human Resources Act shall take any active part in managing a political campaign, campaigning for political office, or otherwise engaging in political activity
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The University of North Carolina at Chapel Hill is dedicated to maintaining a healthy work and learning environment. The University prohibits smoking inside its buildings and facilities, as well as in state-owned vehicles and in the outdoor areas controlled by the University up to 100 feet from University facilities.
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The University is committed to providing an inclusive and welcoming environment and to ensuring that educational and employment decisions are based on individuals’ abilities and qualifications. Consistent with these principles and applicable laws, it is therefore the University’s policy not to discriminate on the basis of age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation or veteran status as consistent with the University’s Policy on Prohibited Discrimination, Harassment and Related Misconduct.
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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.
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It is the policy of the State of North Carolina that employees shall be encouraged to report to their supervisor, department head, or other appropriate authority evidence of activity by a State agency or State employee constituting a violation of State or federal law, rule or regulation; fraud; misappropriation of State resources; substantial and specific danger to the public health and safety; or gross mismanagement, a gross waste of monies, or gross abuse of authority.

Further, it is the policy of the State of North Carolina that employees be free of intimidation or harassment when reporting to public bodies about matters of public concern, including offering testimony to or testifying before appropriate legislative panels.
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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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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. An Employee Threat Assessment and Response Team has been established to evaluate both immediate and potential threats of workplace violence. Any form of violence as defined in this policy may be cause for disciplinary action, up to and including dismissal, as unacceptable personal conduct
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