University Policy 101.5, Equal Employment Opportunity and Affirmative Action Plan, has been revised to mirror University Policy 501, Nondiscrimination, with respect to the list of protected statuses. The name has also been changed to help eliminate confusion related to University Policy 501.
University Policy 101.22, Flexible Work Arrangements for SHRA and EHRA Non-Faculty Employees, has been revised as a response to one of the primary recommendations of the Post-Pandemic Workforce Task Force report. The revisions are intended to be more clear about University expectations regarding Telework and Remote Work. The revisions include defining the terms "Flexible Work Arrangements," “Flexible Schedule,” “Telework,” and “Remote Work” and describing the parameters for each, as well as moving the more procedural provisions into Supplemental Procedures rather than keeping them in the Policy itself.
The Supplemental Procedures include a detailed explanation of the process for how employees, managers, and divisional leadership can propose Flexible Work Arrangements and the process by which these arrangements are approved. In addition, the Procedures clarify how out-of-state Telework or Remote Work arrangements must be handled and processed.
The Telework Guidance for Supervisors includes guidance to supervisors and managers for evaluating when Telework arrangements meet reasonable business purposes; which types of positions are appropriate for Teleworking arrangements; which types of positions are not suited for Teleworking arrangements; and additional factors to consider before approving Teleworking arrangements. The Telework Guidance also provides information on training and resources for supervisors and employees to support Teleworking success once a Teleworking arrangement has been approved.
The Remote Work/Telework Agreement and Telework and Remote Work Workspace Self-Certification Checklist have been updated to reflect the parameters and terms of the revised Policy and Supplemental Procedures.
On April 13, 2022, the UNC Charlotte Board of Trustees approved revisions to University Policy 102. 13, Tenure Policies, Regulations, and Procedures, incorporating Chancellor review for tenure and promotion reviews and appointments to tenured positions; aligning Sections 7 and 8 hearing procedures with revisions to the underlying System Office policies and regulations, including aligning the hearing procedures with those policies and regulations and removing the former appeal to the Board of Governors; incorporating Faculty Council's adjustments to the Special Faculty appointments, including implementation of a compulsory annual review process for Special Faculty; and technical updates to incorporate gender-neutral pronouns, correct cross-references and remove internal inconsistencies.
Final approval by the President of the University of North Carolina, as required by UNC Code Section 602.8, is pending.
University Policy 716, Minors on Campus, has been revised to:
University Policy 101.23 has been revised to comply with UNC Policy Manual 300.8.7[R], which includes specific requirements related to pre-employment background checks that must be captured in this Policy.
University Policy 601.11 has been revised to reflect modifications to the Administrative Code for purchasing that changed the small dollar threshold, the informal competition threshold, and the formal competition threshold, effective March 1, 2022. The revised Policy now refers to these thresholds without precise dollar figures included, cites the source of the rules as the Administrative Code, and points users to the Purchasing Manual for specific details, as they may change over time
University Policy 304 has been revised to update terms and procedures related to the University's electronic communication systems.
This Policy has been revised to align with SACSCOC’s major revisions to its Substantive Change Policy, which was based on the U.S. Department of Education’s new Negotiated Rulemaking for Higher Education.
The previous University Policy 101.3 covered both familial and amorous relationships between faculty/employees and students. That Policy insufficiently addressed the varying conflicts created by amorous or familial relationships and the resolutions for each type of conflict. Two separate Policies (UP-101.3 and UP-101.25) have been created to address amorous and familial relationships respectively.
Previously University Policy 101.3 covered both familial and amorous relationships between faculty/employees and students. That Policy insufficiently addressed the varying conflicts created by amorous or familial relationships and the resolutions for each type of conflict. Two separate Policies (UP-101.3 and UP-101.25) have been created to address amorous and familial relationships respectively.