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.
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 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.
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.
The changes to this University Policy clarify which positions are deemed to be Essential Personnel for purposes of reporting during inclement weather and other unusual conditions. The changes also encourage department heads to provide food and shelter for Essential Personnel when they must report to campus in order to address problems previously faced by personnel who, due to weather, could not return home or retrieve food. The changes also address how employees who are paid on an hourly basis and who do not earn leave credit will be paid for periods when the University is closed or when the employee believes that travel is unsafe.
This Policy required revision because the State has eliminated its administration of the Employee Assistance Program. As a result, the UNC Charlotte Counseling Center has become the University’s sole resource in employee disciplinary cases in which the University finds it necessary to mandate employee counseling as a condition of continued employment. These revisions are intended to articulate the role of the Counseling Center in addressing such employee issues without compromising the Counseling Center’s ability to provide services to students