EHRA Non-Faculty Recruitment & Selection Policies & Procedures
Below are summaries of the policies, rules, and regulations that apply to EHRA Non-Faculty employees regarding recruitment & selection at ECU. Click on the policy title to read full policy information on each subject matter.
EHRA Recruitment Compliance Review Process Regulation
Described in this ECU regulation are recruitment, outreach and record keeping requirements necessary to fill any position classified as exempt from the State Human Resources Act (EHRA) including faculty and non-faculty EHRA positions (and excluding Clinical Support Services and Dental Medicine Support Services positions). The purpose of this regulation is to ensure compliance with Equal Employment Opportunity/Affirmative Action laws and policies and to provide consistency in the recruitment and selection process across the University.
EEO Hiring Practices and Procedures
Described in this ECU Standard Operating Procedure (SOP) are the necessary steps to completing a selection process to fill any position classified as EHRA. These guidelines were developed to ensure compliance with Equal Employment Opportunity/Affirmative Action laws and policies and to provide consistency in the recruitment and selection process across the University. The Department for People Operations, Success, and Opportunity also seeks to provide the framework and technical guidance to ensure a successful, well-planned recruitment and selection process. This SOP is guided by the requirements provided in the EHRA Recruitment Compliance Review Process Regulation.
Guidance regarding compelled speech.
Notice of Nondiscrimination and Affirmative Action Policy
An ECU policy on equality of opportunity which prohibits unlawful discrimination based on the following protected classes: race/ethnicity, color, genetic information, national origin, religion, sex (including pregnancy and pregnancy related conditions), sexual orientation, gender identity, age, disability, political affiliation, and veteran status.
EEO Hiring Practices and Procedures
It is the policy of the State of North Carolina, to provide equal opportunity in employment for all qualified persons and to prohibit discrimination in employment because of race, religion, color, national origin, sex (including pregnancy), age (40 or older), disability, genetic information, political affiliation, or veteran status.
Consistent with the policy of the State of North Carolina, ECU reaffirms that it has been, and will continue to be, the policy of this University to be an equal opportunity employer. ECU is committed to equality of opportunity and prohibits unlawful discrimination based on protected class.
ECU’s EEO Plan provides detailed information regarding our commitment to being an equal opportunity employer.
Know Your Rights: Workplace Discrimination is Illegal – Optimized for Screen Readers (PDF)
Know Your Rights: Workplace Discrimination is Illegal (MP3 audio recording)
Know Your Rights: Workplace Discrimination is Illegal (MP3 audio recording, Spanish)
Know Your Rights: Workplace Discrimination is Illegal (additional languages)
Employment of Related Persons (Anti-Nepotism) Policy
An ECU policy which serves to uphold the University’s high standards of professional and ethical conduct, specifically with respect to employee interpersonal relationships. The intent of this policy is to provide assurance that all employees are able to work in an environment where they can be objectively supervised and evaluated.
This policy defines the types of employee interpersonal relationships that by their very existence create an inherent conflict of interest that affects an employee’s ability to be objectively supervised or evaluated. This policy also proscribes specified conduct with respect to employee interpersonal relationships and provides for disciplinary action for violations of this policy.
Based on this policy, the University is required to evaluate situations in which two (2) or more individuals who are involved in a familial or amorous relationship may concurrently work at the University.
Employment Eligibility Regulation
An ECU policy on the requirement of the Immigration Reform and Control Act of 1986 to only hire individuals who are legally eligible to work in the United States. ECU verifies the identity and employment eligibility of each individual hired, completes and retains a federal Form I-9 for each employee, and does not discriminate against individuals on the basis of national origin or citizenship.
List of acceptable documents for I-9
Electronic Notary I-9 Instructions
A UNC System Office policy indicating that state law requires that employment preference be given for having served in the Armed Forces of the United States on active duty (for reasons other than training) during periods of war or any other campaign, expedition, or engagement for which a campaign badge or medal is authorized by the United States Department of Defense.
Veteran’s Preference Guidelines
State law requires that employment preference be given for having served in the Armed Forces of the United States on active duty, for reasons other than training, during periods of war or any other campaign, expedition, or engagement for which a campaign badge or medal is authorized by the United States Department of Defense.
The preference to be accorded eligible veterans shall apply in initial employment, subsequent employment, promotions, reassignments, horizontal transfers and reduction-in-force situations.
The Veteran’s Preference Guidelines provide detailed information regarding eligibility, the process for claiming preference and related Office of State Human Resources and UNC System Office policies.
Criminal Background Check Policy
An ECU policy developed to help provide a safe learning and work environment for our students, staff and faculty. Procedures have been developed through which a criminal background report will be acquired for a) any applicant who has also been selected as a final candidate for a position, b) current employees who change positions, or c) employees in designated sensitive positions, involving any Subject to Human Resources Act (SHRA), Clinical Support Services (CSS), Dental Medicine Support Services (DMSS), Senior Academic and Administrative Officer (SAAO), or non-faculty Exempt from Human Resources Act (EHRA) positions at ECU.
Summary of Rights under the FCRA
The Reference Check Form can be used to document the information gathered from a reference check.
EEO Hiring Practices and Procedures
It is the policy of the State of North Carolina to provide equal opportunity in employment for all qualified persons and to prohibit discrimination in employment because of race, religion, color, national origin, sex (including pregnancy), age (40 or older), disability, genetic information, political affiliation, or veteran status.
Consistent with the policy of the State of North Carolina, ECU reaffirms that it has been, and will continue to be, the policy of this University to be an equal opportunity employer. ECU is committed to equality of opportunity and prohibits unlawful discrimination based on protected class.
These guidelines serve as a resource to hiring officials and provide detailed information regarding what can and cannot be asked during a job interview.
Rating Sheet and Interview Checklist
This checklist serves as a tool to assist hiring managers when recruiting applicants for available positions. Specifically, the rating sheet serves as a resource guide to follow once the position has closed and applicants are ready for review (SHRA/CSS/DMSS positions) or once the initial screening period has passed (EHRA positions).
The EHRA Rating Sheet lists the requirements, preferences and attributes of the position and is utilized by the search committee members to consistently screen all applicants.
EHRA Reasons for Non-Selection PA7
ECU is required to provide a final status of each candidate along with a reason for non-selection for all candidates that applied for a vacancy. The reason for non-selection should be non-discriminatory and related to the candidate’s education, experience, knowledge, skills and abilities as it relates to the vacant position.
The EHRA Reasons for Non-Selection PA7 document serves as a resource to hiring officials and provides all of the available reasons for non-selection in ECU’s talent management system, PeopleAdmin.
This is a statewide policy to be followed when one State agency secures the services of an employee of another State agency on a part-time, consulting, or contractual basis.
Policy on Non-Salary and Deferred Compensation for Employees Exempt from the State Personnel Act
The UNC Board of Governors Policy 300.2.14 requires each campus of the University of North Carolina to develop a policy on non-salary compensation and deferred compensation for personnel exempt from the State Human Resources Act. This policy establishes guidelines and procedures for non-salary and deferred compensation at ECU.
Automobile Policy & Allowances
An ECU policy in accordance with Section J of ECU’s Plan for Management Flexibility to Appoint and Fix Compensation that provides colleges, departments, and affiliated organizations details on providing an automobile allowance for those employees who routinely travel while representing the University and its affiliated organizations.
Guidance for Housing Allowance Provisions
In extraordinary circumstances where relocation to the Greenville area will pose an undue hardship on a candidate for an SAAO Tier I position because he or she is unable to divest him or herself of a current residence, he or she may request that ECU provide a Housing Allowance to help offset such extraordinary expenses above usual and customary relocation costs.
Policy on Administrative Separation and/or Retreat to a Faculty Position
An ECU policy that details all voluntary and involuntary separations from Senior Academic and Administrative Officer positions, as defined by UNC Policy 300.1.1.
Review Process and Procedure for EHRA Non-Faculty Employees
East Carolina University is committed to fair and equitable treatment for all employees. The University administration is charged by law and University policy with managing and directing its human resources, including but not limited to workforce size, recruitment, training, work assignments, hours of employment, promotion, demotion, transfer, or dismissal. Where there are concerns or problems related to employment, employees, their co-workers and their supervisors are strongly encouraged to find informal means of resolving them. Employees may pursue formal requests in accordance with the Review Procedure described here.
An ECU policy that provides information regarding positions that are not subject to most provisions of the State Human Resources Act (General Statutes Chapter 126). These details include appointment, letter of appointment, performance evaluations, leave, departure from employment, etc.
Unlawful Discrimination, Harassment, and Related Retaliation
ECU’s policies include Federal & State of NC laws regarding nondiscrimination, equal employment opportunity, discrimination, harassment, quid pro quo harassment, hostile environment harassment, and recruitment procedures and guidelines.
UNC System Office policies are human resources policies applicable to Exempt from the Human Resources Act (EHRA) employees. The policies are found in The Code and UNC Policy Manual.