Authority: Associate Vice Chancellor for Human Resources
History: First Issued: May 3, 2011. Last Revised: April 28, 2023.
UNC Policy Manual 300.5.1 – Political Activities of Employees
UNC System SHRA Employee Grievance Policy
NCSU POL04.20.06 – Interpersonal Relationships among Faculty, Staff and Students
NCSU POL05.35.01 – Mediation Policy and Procedure
NCSU POL08.00.01 – Computer Use Policy
NCSU REG01.25.15 – Compensatory Time for FLSA Exempt Employees
NCSU REG05.00.01 – New Employee Orientation
NCSU REG05.00.02 – Reasonable Accommodations in Employment
NCSU REG05.45.01 – Direct Deposit of Pay
POL 04.25.05 – Equal Opportunity, Non-Discrimination and Affirmative Action Policy
Contact Info: Associate Vice Chancellor for Human Resources (919-515-3443)
1. Unless otherwise exempted from coverage under the State Human Resources Act, staff positions at the University are governed by human resources policies issued through the Office of State Human Resources (OSHR) and the University of North Carolina System Office (UNC SO).
2. North Carolina State University (NC State) may also issue, and has issued, additional
institutional human resources policies, regulations, and rules that apply to employees who are covered by the State Human Resources Act (SHRA). Such campus policies,
regulations, and rules, which may be adopted and amended by the University from time to time are intended to comply with changes to state and federal law or as may be required by UNC SO.
3. The State Human Resources Policies website contains policies that apply to positions
covered by the SHRA.
4. The grievance policy for NC State employees who are subject to the SHRA is the UNC SO SHRA Employee Grievance Policy . This policy exists to allow for prompt, fair and orderly resolution of disputes arising out of employment.
5. NC State’s Human Resources (HR) website provides information on many topics covered by the OSHR policy manual. The HR website makes every effort to accurately reflect current state human resources policies, although information may be presented in summary or interpretive form. To the extent that there may be any conflict between
information on HR’s website and an actual policy or regulation, the policy or regulation shall govern.