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Prospective Students
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Current Students
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Alumni and Friends
The revisions to University Policy 101.9 reflect changes in the Employee Assistance Program, namely, replacement of references to the Counseling Center with a third party behavioral health organization, Deer Oaks.
The revisions toUniversity Policy 87 are intended to update references and titles, add a reference to the federal Drug Free Workplace Act, clarify the role of the Counseling Center, and rectify some ambiguities in language.
This University Policy has been revised both to to bring it in line with current practice and in response to a recent internal audit.
This University Policy has been revised to conform with changes to UNC Board of Governors Policy 1000.2.2and Regulation 1000.2.2.1[R], which increase the number of classes for which constituent institutions may waive tuition from two to three per year. A few additional changes have been made for clarification.
This University Policy has been revised as follows:
This University Policy is revised primarily to bring it into compliance with current practice and recent organizational changes to the University and the UNC Charlotte Foundation..
This University Policy addresses mandatory vs. voluntary cost sharing, and distinguishes between voluntarycommitted cost sharing and voluntary uncommitted cost sharing. These are important distinctions, and faculty who are anticipating cost sharing in proposal budgets should review this new Policy.
This University Policy authorizes the Director of the Office of Continuing Education, Extension, and Summer Programs to provide a discount, not to exceed 50%, on the registration fee for courses offered by that office to be charged to any "qualified employee," as that term is defined in the policy.
Revision Effective: March 4, 2005
Policy Effective: July 1, 2005
The title of this Policy has been revised to more accurately reflect its subject.
This Policy Statement has undergone a complete overhaul to provide clarity and more specificity about the various types of additional compensation that may be permitted. The new title of the Policy reflects this broader scope: “Additional Compensation for Professional Services to the University.”
One of the major changes is that while the previous Policy limited all types of additional compensation to 3/9 of the salary base for 9-month faculty, the revised policy allows other types of incidental compensation and compensation for summer teaching, without specifying a limit. Instead, the process requires pre-approval and all one-time payments require a memo of justification for both the activity and the compensation amount for the activity. The Policy also sets forth the conditions required for 12-month staff to receive additional compensation.
A new appendix provides a quick reference guide indicating the types of additional compensation available based on employment category.
Finally, the policy is revised to comport with the new Board of Governors Policy 300.2.13.
