SHRA Employment Policies & Procedures
Below are summaries of the policies, rules, and regulations that apply to SHRA employees regarding employment at ECU. Click on the policy title to read full policy information on each subject matter.
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.
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 diversity and being an equal opportunity employer.
Equal Employment Opportunity Poster (PDF)
Equal Employment Opportunity Supplement (PDF)
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
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
When a current SHRA,CSS, or DMSS employee receives a temporary or permanent salary increase, there is a formal approval process. The Compensation Request Form is used to document detailed information regarding the proposed salary increase for the employee. The form is used to capture all necessary approvals including approval by the department head, vice chancellor, and Chancellor as appropriate. For increases related to a competitive recruitment event or an acting promotion, hiring officials should utilize this form to initiate the approval process.
Career Banding is the North Carolina statewide classification and compensation system for SHRA/CSS/DMSS employees at UNC System institutions that focuses on demonstrated competencies as required by the business need of the organization. Employees in the Career Banded system are assigned a specific classification and competency level based on the knowledge, skills, and abilities required for their specific position. The competency levels are defined as Contributing, Journey, and Advanced.
An Office of State Human Resources (OSHR) policy that indicates the employment responsibilities to the State are primary for any employee working full-time; any other employment in which that person chooses to engage is secondary. An employee shall have approval from the agency head before engaging in any secondary employment. The purpose of this approval procedure is to determine that the secondary employment does not have an adverse effect on the primary employment and does not create a conflict of interest. These provisions for secondary employment apply to all employment not covered by the policy on Dual Employment.
Approval for Secondary Employment Form
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.
Request for SHRA/CSS/DMSS Employee to Teach a Course
University guidelines developed for SHRA, CSS, and DMSS employees to teach a course when other instructors are not available.
Office for Equity & Diversity Policies
ECU’s Office for Equity & Diversity 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.
Office of State Human Resources Policies
Office of State Human Resources (OSHR) policies include all human resources policies for all SHRA, CSS, and DMSS employees. It should be noted that some of the OSHR policies are not applicable to CSS employees as outlined in the CSS Employee Handbook or DMSS employees as outlined in the DMSS Policy Manual. If there is an existing CSS or DMSS policy regarding a human resources matter, then the employee would be governed by the CSS or DMSS policy as opposed to the OSHR policy.