…al Assault, as well as Interpersonal Violence and Stalking not meeting the definitions of this Policy will be addressed the University’s Policy on Prohibited Discrimination, Harassment and Related Misconduct. Policy on Prohibited Discrimination, Harassment and Related Misconduct Including Sexual and Gender-Based Harassment, Sexual Violence, Interpersonal Violence and Stalking This Policy prohibits all forms of Discrimination and Harassment based o…

…lor. EHRA Non-Faculty Salary Structure (pdf) | table with band, job family, reference rate, minimum/maximum salaries and definitions    …

…r more information, refer to the Reporting of Criminal Convictions policy. Definitions background check: a search of federal, state and municipal jurisdictions for criminal convictions, national sex offender registration, driver’s license history, and education credential and professional licensure verification. For paid appointees, the University also checks federal contractor debarment status. These background checks are all intended to provide…

…ick Guide for Permanent Faculty Positions Faculty Applicant Workflow State Definitions Faculty Recruitment Workflow FAQs Faculty Recruitment Non-Selection Reason Codes Quick Reference Card-PeopleAdmin References Functionality for Faculty/Post Doc Micro Learning-PeopleAdmin References Functionality for Faculty/Post Doc Video Faculty Recruitment Resources Overview Video User Help & Technical Support You may request technical support assistance by ei…

…s should contact OHR’s Employment & Staffing Department at (919) 843-2300. Definitions essential skills: required knowledge, skills and abilities critical to a position, without which the duties of the position cannot be performed SHRA employees: employees subject to the State Human Resources Act Reason for Policy Fair and consistent application of recruiting practices ensures that employment decisions are made based solely on job-related factors….

…flexible working hours to avoid mass transportation, at least during peak hours; installing protective barriers between work stations or increasing space between workers; reinforcing hand washing and requiring the use of protective equipment such as hand sanitizers and masks (provided by the University); scheduling employees in shifts; controlling access to buildings; and requiring asymptomatic individuals traveling to affected countries/areas no…

…al Assault, as well as Interpersonal Violence and Stalking not meeting the definitions of this Policy will be addressed the University’s Policy on Prohibited Discrimination, Harassment and Related Misconduct. Policy on Prohibited Harassment & Discrimination 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…

…that the FLSA exempt minimum salary level is irrespective of the number of hours worked, it is conceivable that someone at a greater work schedule (e.g., 40 hours per week) may meet or exceed this minimum but that a reduction in work schedule (e.g., to 20 hours per week) with no associated increase in the annualized salary could cause the individual to have a new base salary that no longer meets the FLSA minimum salary requirement. In these situat…

…l law that governs the way SHRA employees are paid for work – either on an hourly or salaried basis. The FLSA divides positions into two groups based on the duties of their jobs – those that are exempt from the act (salaried, do not earn overtime), and those that are non-exempt (hourly paid, earn overtime if worked). EHRA Non-Faculty employees are exempt and SHRA employees may be either exempt or non-exempt based on their duties. Full-Time Equival…