SHRA Employment Policies

A permanent full-time SHRA employee (regularly scheduled 40 hours each work week) normally is appointed to one position at one established rate of pay. However, the University allows additional employment for a permanent full-time employee under the circumstances outlined in this Policy.
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The University’s background check process is intended to identify the presence of any such circumstances and to provide a basis for making good faith and sound determinations as to whether such matters rise to the level barring appointment. A background check must be satisfactorily completed prior to employment or appointment.
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Dual employment is a State-wide policy that applies when one State agency needs the services of an employee of another State agency on a part-time, consulting or contractual basis.
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The determination that an individual is an independent contractor is to be made prior to the individual’s performance of service. The Employee/Independent Contractor Determination Checklist (EICDC) can to be used for all individuals providing personal services to the University.
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UNC-Chapel Hill offers the Welcome to Carolina orientation program for new SHRA permanent employees. The classroom-based orientation provides an overview of the programs, services, policies and benefits offered by the University. Employees must attend a Welcome to Carolina session before beginning work.
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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. This policy outlines specific procedures and requirements that govern individuals who will serve in these capacities.
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All new part-time and full-time SHRA permanent and time-limited employees will serve a probationary period of 12 months from their effective hire date before attaining career status. This probationary period serves as an extension of the selection process, providing time for new employees to adjust and supervisors to ensure new employees can satisfactorily meet performance expectations and perform essential job functions. This policy applies to all individuals receiving initial SHRA appointments to part-time or full-time, permanent or time-limited positions.

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The University consistently applies the SHRA recruitment and selection process to promote open and fair competition to select from the most qualified persons to fill vacant positions. Selection decisions will be based solely on job-related criteria. Employment is offered based upon the job-related qualifications of applicants for employment using fair and valid selection criteria and upon satisfactory completion of all relevant reference checking, pre-employment background checking, credentials verification, and verification of eligibility to work in the United States.
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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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A State Agency or University employee working full-time has primary employment responsibility to the State. Other employment outside of State Agencies or Universities is considered secondary employment. An employee must notify his/her supervisor before engaging in any secondary employment.
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SHRA positions are subject to the provisions of the State Human Resources Act of North Carolina. The State Personnel Act establishes parameters for position classification, salary, and many personnel policies and programs.

An appointment is the placement of an applicant or employee in an established SHRA position to perform the assigned duties and responsibilities. The appointment of all personnel into classified University positions is subject to approval by the Office of Human Resources and the Office of State Personnel.

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On occasion, the Office of Human Resources will be asked to verify citizenship for an employee in order for him/her to conduct University business (for example, access to external confidential systems and information). Upon receipt of the request to verify citizenship, the Employment & Staffing Services department will request that the employee present evidence of citizenship, review the documentation provided and if verified, sign the attestation of citizenship.
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In appreciation for their service to their country, and in recognition of the time and advantage lost toward the pursuit of a civilian career, veterans shall be granted preference in University employment.
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