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Prospective Students
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Faculty and Staff
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Current Students
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Alumni and Friends
This university policy has been revised to reflect decentralization of handling grant and contract proposals. College deans and certain other University officials are authorized to sign specific types of grant and contract proposals. A list of those authorized to approve proposals is available in the Office of the University Attorney and the Office of Research. In addition, proposals that would impede the elimination of racial duality in the University no longer require advance approval of the President. The Proposal Approval Process Chart and the Internal Processing Form have been deleted.
This university policy declares that UNC Charlotte is committed to provide a workplace that is safe, secure, and respectful. It defines "workplace violence" and sets forth the responsibilities of employees, students, and the Workplace Violence Coordinator. It establishes a training and education program and sets forth institutional procedures and remedial actions to be followed when incidents of workplace violence occur. The policy also establishes a Critical Response Team of administrators to respond to critical incidents of workplace violence affecting the University community. Finally, the Policy includes a copy of the Workplace Violence Incident Report to be completed as a part of the procedure to resolve reported incidents of workplace violence.
This university policy has been revised to clarify that tuition waiver is available to eligible full-time faculty and staff during the fall and spring semesters only, and not during the summer session. Employees from other constituent institutions should contact the University Registrar for enrollment information. The University Registrar now has the authority to certify academic eligibility and space availability and will be responsible for providing the Vice Chancellor for Business Affairs with a copy of each tuition waiver application. Attachments A (Application for Faculty/Staff Tuition Waiver) and B (Procedures for faculty and staff from other constituent institutions) have also been revised.
This university policy has been completely rewritten to classify major purchasing methods as either under State contract or not under State contract. Purchases not under State contract are classified as either purchases from University facilities, petty cash purchases, small purchases, local competitive purchases, or purchases based on sealed State bids. The policy sets forth the methods and procedures for all purchases. In addition, it provides several specified exemptions and exceptions. Finally, the policy establishes programs to ensure support of historically underutilized businesses.
The revisions to this University Policy clarify the definition of sexual harassment of students, more fully explaining the various acts that constitute unlawful sexual harassment, including unwelcome sexual advances, requests for sexual favors, and "quid pro quo" harassment.
This university policy recognizes that the University occasionally acquires partial equity in young companies as a means of assisting these companies to license University technology. This policy enables the University to receive a benefit from acquiring equity while addressing potential inventor and institutional conflicts of interest issues.
This university policy has been revised to clarify that part-time permanent twelve-month faculty members earn sick and annual leave on a pro rata basis, and the maximum number of unused hours of annual leave that may be accrued and carried forward from one year to the next shall be 240 hours. In addition, the revision indicates that the Benefits Office of the Department of Human Resources determines leave eligibility and accrual rates.
This university policy has been revised to add a new subsection (2) under the section on Responsibilities and Procedures, requiring that injured employees shall immediately provide notice of the accident, injury, or occupational illness to the appropriate supervisor. In addition, a physician providing follow-up treatment no longer must be deemed appropriate by both the University and injured employee. If the Brocker Health Center is closed, an injured employee will be directed to either Harrisburg Family Physicians or the Emergency Room of University Hospital, rather than to the Emergency Room only. The time in which the supervisor of the injured employee must notify the Safety Office of the injury has been shortened to twenty-four hours after the incident. After initial notification, the supervisor must submit a written investigation of the incident to the Safety Office within three working days of the incident.
This university policy has been revised to reflect that the Department of Police and Public Safety is responsible for raising and lowering the flags on the UNC Charlotte campus and for seeing that they are flown consistent with federal and state laws and proclamations.
This university policy has been revised to reflect that the Human Resources Department, rather than the Personnel Department, has certain responsibilities regarding classification of positions subject to the State Personnel Act. In addition, department/office heads and their subordinate supervisors may either prepare or delegate the preparation of position descriptions for new positions. New position or reclassification requests require the submission of a Position Description, an Organizational Chart, and a Checklist for Determining General Mental and Physical Requirements to the Human Resources Department. For new positions, the information is analyzed to determine the appropriate classification, and a written analysis of the proposed job content is prepared and forwarded to the Office of State Personnel for review and final approval. For reclassifications, the information is analyzed to determine of the revisions in duties and responsibilities justify reclassification.
