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Defined under N.C. General Statute Chapter 126 as those positions subject to rules and regulations under the North Carolina State Human Resources Act and policies of the State Human Resources Commission. This category applies to most state agency employees and about half of the university employees.
Certain laws and policies provide additional benefits and protections that apply only to SHRA “Career Status” employees.

“Career Status” is attained after the employee has been continuously employed in a permanent SHRA position for the immediately preceding 12 months (or 24 months for certain law enforcement roles).

In the first 12 (or 24) months of employment in a permanent SHRA position, new employees are “probationary.” Probationary employees are eligible for the general benefits package (health care, retirement, leave, etc.) the same as career status employees, but probationary employees are not covered by the SHRA disciplinary procedures, do not receive reduction-in-force benefits (severance; re-employment priority), and have limited coverage under the University SHRA Employee Grievance Policy.

Transfer career status employees who have completed the probationary period and are continuously employed retain career status and do not have a new probationary period when taking another SHRA position at a UNC institution or state agency.

Employees in time-limited positions (3 years or fewer) are not eligible for career status.

Policies for UNC senior academic and administrative officers (SAAOs) as defined in UNC Policy 300.1.1 Paragraph I.A. are not included in this document.

Exempt Professional Staff (EPS) are defined under UNC Policy 300.1.1 Paragraph I.C. [This category includes those positions previously classified as SAAO Tier II, Instructional, Research, and Information Technology (IRIT), or Instructional, Research, and Public Service (IRPS).] Their conditions of employment are defined in UNC Policy 300.1.1 Paragraph III and its related regulations. This category includes: (1) members of the President’s professional staff other than those identified in subparagraph A of the regulations [N.C.G.S. 116-14(b)]; (2) associate and assistant vice chancellors; associate and assistant deans; and other administrative positions within the constituent institutions that have been designated by the President. [N.C.G.S 116-11(5)]. (3) Employees defined under N.C.G.S. 126-5(c1)(8) as those positions whose salaries are fixed under the authority vested in the Board of Governors; (4) law enforcement positions exempted under N.C.G.S. 126-5(c16).

These positions are not subject to most provisions of the NC Human Resources Act (N.C.G.S. 126) and are not otherwise categorized as (1) faculty positions subject to institutional tenure regulations; (2) certain positions within administrative categories of employment subject to G.S. 116-11(4), G.S. 116-11(5), or G.S. 116-14; (3) positions within the “physicians or dentists” category under G.S. 126-5 with faculty appointments; or (4) University students who are employed incidental to their status as students.

SHRA positions are classified into career-banded classes based on job duties and competencies required for the position. Pay ranges are based on labor market rates determined by the UNC System Office in coordination with the Office of State Human Resources.

Entry salaries for new employees are based on several factors, including employee training and experience, demonstrated employee competencies, the competencies required for positions, the market-based salary range for the banded class, available funding, and internal equity.

Salary movement within pay bands may occur as a result of changes in labor market conditions, changes in the duties and responsibilities assigned to positions, equity, or increased competencies of the employee.

EPS positions are classified based on job duties and skill levels required for the position. Pay ranges are based on labor market rates. EPS classifications and pay bands are set by the UNC System Office.

The authority to make appointments and determine salaries for EPS employees is delegated by the Board of Governors to the chancellors and the respective Boards of Trustees of the UNC constituent institutions as provided in policy and regulation.

Salaries for such appointments reflect the duties assigned to the position, the qualifications of the selected individual, labor market conditions, consideration of internal equity, and available funding.

Salary recommendations are made by the appointing official and reviewed by the office responsible for the oversight of EHRA positions (generally the Chief HR Officer or the Provost/Chief Academic Officer).

Permanent employees who work 20 hours or more per week and who have at least 10 years of total state service in a permanent SHRA position, are eligible for Longevity Pay (see table below). This is a lump sum payment based on a percentage of the annual rate of base pay, less withholding and retirement contributions, payable annually in the month state service eligibility is established.

Total State Service                   Longevity Rate
10 but less than 15 years        1.50% of annual salary
15 but less than 20 years        2.25% of annual salary
20 but less than 25 years        3.25% of annual salary
25 or more years                     4.50% of annual salary

• Total State Service
  • Hours/Month
    • Days/Year

• Less than 5 years
  • 9 hrs. 20 mins.
    • 14
• 5 but less than 10 years
  • 11 hrs. 20 mins.
    • 17
• 10 but less than 15 years
  • 13 hrs. 20 mins.
    • 20
• 15 but less than 20 years
  • 15 hrs. 20 mins.
    • 23
• 20 or more years
  • 17 hrs. 20 mins.
    • 26

Leave accrual is pro-rated for part-time employees. An employee must be in pay status for at least half of the working days and paid holidays of the month in order to accrue vacation leave for the month.

The maximum balance of vacation leave that can be carried forward to the next calendar year is 240 hours (pro-rated for part-time). Any excess above 240 hours is transferred at the calendar year-end to the employee’s sick leave balance.

Upon separation from employment, vacation leave balances are paid in a lump sum not to exceed 240 hours for full-time employees (pro-rated for part-time employees). Leave is not paid out if the employee transfers to another SHRA state agency/university job.

Scheduling and use of vacation leave requires prior management approval.

Permanent EPS employees working at least 20 hours per week accrue 24 days of annual leave per year (pro-rated for part-time). The leave accrues monthly under the same rules as SHRA accruals.

The maximum balance of annual leave that can be carried forward to the next calendar year is 30 days (pro-rated for part-time). Any excess above 30 days is transferred at the calendar year-end to the employee’s sick leave balance.

Upon discontinuation of employment from the employing institution, the annual leave is paid out if transferring to an EHRA position at another UNC institution; if transferring to a state agency, leave transfer is subject the receiving agency’s approval. Payouts are capped at 30 days of annual leave; any excess is forfeited.

For employees new employment at a UNC institution as of 01-01-2025, employees will receive personal leave at a rate of 26 days of leave each calendar year. The maximum carryforward for personal leave each year is 20 days, the excess does not convert to sick leave, the leave transfers to UNC institutions, and is otherwise forfeited at separation.

Current employees at the institution prior to 01-01-2025 may opt into the personal leave program, and if so, may retain up to 30 days of annual leave to be tracked separately.

The scheduling of an employee's annual or personal leave is subject to the approval of their supervisor.

The General Assembly awarded bonus leave as follows to all employees in leave earning status as of the dates below:

• 80 hours effective 09-30-2002
• 80 hours effective 07-01-2003
• 40 hours effective 09-01-2005
• 40 hours effective 07-01-2013*
• 40 hours effective 09-01-2014
• 24 hours effective 07-01-2017**
• 40 hours effective 07-01-2018**

Full-time employees who work less than 12 months and part-time employees (half-time or more) received a pro-rated amount. Bonus leave may be taken for any purpose for which regular vacation leave may be used with appropriate authorization. It must be accounted for separately from regular earned vacation leave and, unless otherwise noted, any balance as of December 31 each year will be retained by the employee, will not be included as part of the vacation leave carryforward balance, and will not convert to sick leave.

Any bonus leave balance will transfer with an SHRA employee to another SHRA position at a State agency eligible for bonus leave. Any eligible balance will be paid out if the employee leaves state government or accepts an appointment to non-leave earning status.

*The 2013 bonus leave must have been used by 06-30-2014 or it was forfeited.

**The 2017 and 2018 bonus leave cannot be paid out at separation.

Sick Leave is provided for SHRA employees who hold permanent, probationary, trainee, or time-limited appointments and who work at least 20 hours or more per week. Employees earn sick leave at the rate of eight hours per month (pro-rated for part-time) with no limit on the amount accumulated.

Unused sick leave is creditable towards the Teachers’ and State Employees’ Retirement System (TSERS) upon retirement; however, sick leave is not credited toward retirement under the Optional Retirement Plan (ORP). There is no payout of sick leave upon separation of service from the University; however, if an employee is reemployed with a State institution within five years, any unused sick leave from previous employment will be reinstated, and if the employee retires within five years, the sick leave balance may be applied to their retirement calculation under TSERS.

Subject to institutional policy and approval by the employee’s supervisor, an employee may be advanced the amount of sick leave that can be accrued during the remainder of the calendar year.

• Bereavement Leave
• Civil Leave
• Community Service Leave
• Educational Leave
• Family and Medical Leave
• Family Illness Leave
• Parental Leave
• Military Leave
• Voluntary Shared Leave
• Worker's Compensation Leave
• Compensatory Leave

• Bereavement Leave
• Civil Leave
• Community Service Leave
• Educational Leave
• Family and Medical Leave
• Family Illness Leave
• Parental Leave
• Military Leave
• Voluntary Shared Leave
• Worker's Compensation Leave

Family and medical leave (FML) provides up to 12 weeks of unpaid leave in a 12-month period to an employee for a serious medical condition for the employee, a serious health condition of the parent, child, or spouse of the employee for whom the employee must provide care or support, or for birth, adoption, or foster care placement.

Employees may use available vacation and/or sick leave depending on the specific reason for FML. If the employee does not have leave available, the employee may request voluntary shared leave donations from other state employees. During FML leave without pay status, the employer-contribution to the employee’s health insurance premium is continued.

Family illness leave provides up to 52 weeks of leave in a five-year period to an employee for a serious health condition of a parent, child, or spouse. Any leave used within a single week constitutes a full week of the 52 weeks of leave.
Additional benefits to military families are also provided under the Family and Medical Leave Act. Refer to policy for more information.

Paid Parental leave is provided up to 4 weeks of paid leave for birth, adoption, or foster care placement for a bonding period with the child. An additional 4 weeks of paid leave may be provided to a state employee who has given birth for recovery and recuperation.

Employees who have insufficient paid leave available to cover a medically related absence of 20 days or more may be eligible to receive voluntary shared leave donations from other state employees.
Employees must request the use of these leave programs and must provide required medical documentation.

Same as SHRA.

Some SHRA employees (SHRA non-exempt) are subject to the overtime provisions of the federal Fair Labor Standards Act (FLSA) and receive overtime compensation for all hours worked over 40 in a work week. Other SHRA employee are exempt from these overtime provisions (SHRA exempt).

As a public employer, the university management has the option to pay SHRA non-exempt employees overtime at 1.5 times the employee’s regular hourly rate for each hour worked over 40 in a work week, provide compensatory time off (1.5 hours for each hour worked over 40 in the work week), or provide an equivalent combination of the two.

Compensatory time off (“comp time”) must be used with 12 months or it must be paid out. Comp time must be used prior to vacation or bonus leave. SHRA exempt employees may be eligible for Compensatory Leave; refer to institutional policy.

Most EHRA employees, by the nature of their work, are exempt from the overtime provisions of the federal Fair Labor Standards Act (FLSA) and do not receive overtime.

If an EHRA employee is determined to be FLSA non-exempt, then the same overtime provisions for SHRA employees shall apply.

EPS Law Enforcement Officer positions are FLSA non-exempt.

N.C.G.S. 126 provides 12 paid holidays each calendar year and provides UNC institutions flexibility in scheduling these holidays. Each UNC constituent institution issues its holiday schedule annually.

SHRA employees required by their management to work on a holiday receive pay at 1.5 times their regular pay for the hours worked. They also receive one hour of equal time off (Holiday ETO) for each hour required on the holiday, up to a maximum of eight hours.

EHRA employees receive the same paid holidays as SHRA employees.

EHRA employees do not receive additional compensation for working on a holiday unless they are in EPS LEO positions.

Each employee may receive 8 hours of personal observance leave annually. Personal observance includes but is not limited to days of cultural or religious importance.

Same as SHRA.

At-Will Separation. Employment for SHRA employees who have not attained career status (i.e., probationary, time-limited, or temporary) is considered at-will, and there are no required disciplinary or dismissal procedures to end the employment of these employees. Employees will receive written notification of a separation from employment.

Reduction-in-Force (RIF/layoff). The University may separate an SHRA employee when necessary due to shortage of funds or work, abolishment of a position, or other material change in duties or organization. The University may take other measures, including reassignment, salary reduction, and/or FTE reduction (hours/week) to avoid a reduction-in-force. Affected employees must receive written notification of reduction-in-force at least 30 calendar days prior to the effective date of the separation.

Career Status employees separated through reduction-in-force shall receive RIF priority reemployment consideration for a period of 12 months from the date of the written notification of reduction-in-force. These employees will have priority reemployment consideration over substantially equal external applicants for SHRA positions at the same or lower classification and salary as the employee at the time of the separation.

Career Status employees separated through reduction-in-force may be eligible for severance salary continuation for a specified period based on age and years of state service.

At-Will Separation. EPS employees (excluding those for EPA LEO positions) are subject to discontinuation at any time at the discretion, respectively, of the President or of the Chancellor, provided that such a discontinuation (as distinguished from discharge for cause) shall be subject to advance timely notice or severance. This includes ending appointments due to financial exigency or major curtailment/elimination of a program.

For EPS employees appointed prior to 07-01-2024 at their institution: Employees must receive advance timely notice of discontinuation or the payment of severance pay, in calendar days, as follows: (1) during the first year of service, not fewer than a 30-day notice; (2) during the second and third years of service, not fewer than a 60-day notice; and (3) during the fourth and subsequent years of continuous service, not fewer than a 90-day notice.

Management, at its discretion, may provide a severance payment (for the applicable 30, 60, or 90 days) in lieu of the employee working the notice period, or some other equivalent combination of working notice and severance pay.

For EPS employees hired on or after 07-01-2024, employees must receive a 30 calendar day advance notice of at-will separation. This notice period may be a working notice, paid administrative leave in lieu of a working notice, or a lump-sum separation payment in lieu of any notice. At the chancellor’s or president’s discretion, an employee may receive an additional lump sum payment not to exceed 60 calendar days of pay in exchange for an executed release of any and all claims.

Time-limited SHRA appointments may be established for up to 3 years. If they exceed 3 years, then the appointment becomes permanent and the employee would receive career status. Otherwise, employment is at-will during the time-limited period.

Employment for a stated definite term (fixed-term appointment) expires automatically at the conclusion of the stated term but may be renewed or extended at the option of the employer. No advance notice of the end of appointment is required.

An SHRA employee who has attained Career Status can be disciplined or dismissed for two reasons (just cause):
(1) unsatisfactory job performance, including grossly inefficient job performance; or,
(2) unacceptable personal conduct.
Disciplinary actions for just cause that can be taken are:
(1) written warning;
(2) disciplinary suspension without pay for up to two work weeks;
(3) demotion (reassignment to a lower position classification and/or salary reduction); or,
(4) dismissal.

Disciplinary actions remain active for 18 months from the date of issuance. If another disciplinary action occurs within those 18 months, all active actions will remain active for as long as the most recent action, up to a maximum of 36 months.

Disciplinary actions related to grossly inefficient job performance and unacceptable personal conduct can result in dismissal for a current incident without any prior disciplinary actions. For unsatisfactory job performance, discipline is successive. Before a suspension or a demotion is issued, there must be an active disciplinary action on file (the action does not need to be related). Before a dismissal is issued, there must be at least two active actions.

To issue a suspension, demotion, or dismissal, a pre-disciplinary conference (PDC) must have been held with the employee, and the employee must have received at least a 24-hour advanced written notice of the PDC. The disciplinary decision must be issued within two business days of the PDC. Every disciplinary decision letter shall include notification of appeal rights.

Active written warnings and disciplinary actions will transfer with the personnel file of the employee to another university or state agency and will remain in full force at the new work unit until removed by the new employer or made inactive by the policy.

The effective dates of suspensions without pay, demotions, and dismissals are public personnel information and may be provided upon request. Dismissal letters are also public personnel information.

An employee may be placed on investigatory status with pay during the disciplinary PDC process, during a workplace investigation, or for safety reasons.

Employment for EHRA employees is considered at-will, and there are no required disciplinary or dismissal procedures to end the employment of these employees (see above).

EPS employees may be discharged for cause, which includes, but is not necessarily limited to, incompetence, unsatisfactory performance, neglect of duty, or misconduct that interferes with the capacity of the employee to perform effectively the requirements of employment.

Discharge for cause is to be preceded by written notice of intent to discharge and is subject to invocation by the affected employee of the University grievance process. Notice must be provided at least 24 hours in advance of the meeting.

When an employee has been notified of the intention to discharge for cause, the chancellor may place the employee on administrative leave with pay, pending a final decision concerning discharge.

The decision letter must be issued within seven calendar days of the meeting. The effective dates of any disciplinary action taken, such as a demotion, and of any discharge for cause are public personnel information and may be provided upon request. Discharge for cause letters are also public personnel information.

EPS Law Enforcement Officers are subject to the same discharge for cause process as SHRA employees and subject to the same grievance rights related to any dismissal or disciplinary action.

A state employee or applicant may file a grievance if certain conditions are met as defined in the University SHRA Employee Grievance Policy. The first step of the grievance process is mediation with an external mediator. The second step is a hearing panel or hearing officer, which makes a recommendation to the Chancellor or designee for a Final University Decision (FUD). Decisions on certain issues may be eligible for appeal to the state Office of Administrative Hearings (OAH). Grievances must be filed within 15 calendar days of an eligible event.

Institutions may also provide alternative reporting and investigation procedures outside the grievance process for allegations of harassment, discrimination and retaliation based on a protected status (e.g., age, race, sex, etc.). In addition, employees may pursue action through the Equal Employment Opportunity Commission (EEOC) consecutively, concurrently, or in lieu of pursuing an internal investigation.

EPS employees may secure review of decisions concerning discharge for cause or other disciplinary action, or other grievances related to interpretation and application of these personnel policies, through the process and procedures established by the University as described in UNC Policy 300.1.1 and Code Section 612, and as implemented through an institution’s specific policies and procedures.

EPS Law Enforcement Officers are subject to the same discharge for cause process as SHRA employees and subject to the same grievance rights related to any dismissal or disciplinary action.