Human Resources | Policies
Policies
policies to review
Upon joining the UNCG workforce, it is important that you have an understanding of the important policies that pertain to you as an employee. New employees should familiarize themselves with the policies below as they begin their time here at The G.
- For a complete listing of University policies, visit the UNCG HR Website.
- For policies specific to faculty, see the UNCG Provost Policies, Procedures, & Forms site.
University policies
All new employees should be familiar with these policies as they begin work at UNCG.
UNC Greensboro prohibits unlawful harassment of or discrimination against persons. UNC Greensboro is committed to equal opportunity in education and employment for all persons and will not tolerate any discrimination against or harassment of persons on the basis of race, color, religion, sex (including pregnancy and parental status), sexual orientation, gender identity, national origin (including language), political affiliation, genetic information, veteran status, disability, or age.
View the full policy HERE.
UNC Greensboro provides reasonable accommodations to staff, faculty, and/or applicants who need assistance to perform the essential functions of their positions and this policy outlines how to request reasonable accommodations.
The safety of our students and employees is our number one priority in making any weather-related decision about campus operations. Unless the University announces a change in status, the campus operates on a regular schedule.
Based on information from grounds, police and transportation staffs, UNCG Transit, law enforcement agencies, the National Weather Service, and other sources, the University may activate one of three Adverse Weather Conditions (Condition 1, 2, and 3). The University is committed to announcing a change in class or work schedules as far in advance as possible so students, faculty and staff can plan their travel to and from campus accordingly.
See the full policy HERE.
At UNC Greensboro, we place the highest priority on the safety and security of our students and our campus community. We are committed to creating an environment of trust and transparency while providing effective, compassionate, professional services and support to our students, faculty and staff whenever they are in need.
UNCG’s Spartan Safe Initiative and Mobile Safety App puts the power to Stay Informed, Stay Prepared, and Take Action in the palm of your hand. Download the Spartan Safe App and be ready for future emergencies.
For more information about the Spartan Safe App HERE.
The Clery Act requires higher education institutions to give timely warnings of crimes that represent a threat to the safety of students or employees, and to make public their campus security policies. It also requires that crime data is collected, reported and disseminated to the campus community and is also submitted to the U.S. Department of Education. The act is intended to provide students and their families, as higher education consumers, with accurate, complete, and timely information about safety on campus so they can make informed decisions.
The Family and Medical Leave Act (FMLA) provides up to twelve (12) work weeks of unpaid leave in a 12-month period for an eligible employee to use for the birth or adoption of a child, to bond with a child (within 1 year of the child’s birth or placement); his/her own serious health condition or the serious health condition of a his/her spouse, parent or child; for qualifying exigencies related to the foreign deployment of a military member who is his/her spouse, child or parent.
View the full policy HERE.
The grievance program is available for resolving work-related matters arising from perceived unfair treatment in areas such as work assignments, promotions, transfers, discipline, or termination. Grievances must be filed within fifteen (15) calendar days of the alleged employment action.
For more information click HERE.
Each permanent employee is scheduled for the same number of holidays, listed in the UNCG Holiday Calendar. Each permanent SHRA employee must either be scheduled off on the specified holiday and receive paid holiday or, if required to work on the holiday, receive holiday premium pay and equal time off as defined in the Policy.
View the Holiday Premium Pay policy HERE.
Family members or other closely affiliated persons may not occupy a position of influence over each other’s employment, promotion, transfer, salary administration or other related management decisions.
View the full policy HERE.
Eligible SHRA employees who work more than 40 hours in a work week may be compensated in one of two ways: overtime pay or compensatory time off. It is management’s decision whether to provide overtime pay or compensatory time off based upon fiscal availability and operational needs of the work unit.
View the full policy HERE.
The overall success of the University relies on the individual accomplishments of all faculty and staff. Our performance management program provides a mechanism for communicating performance responsibilities and evaluating achievements. All permanent University staff are evaluated annually on their performance.
This Policy prohibits sexual harassment as defined by Title IX of the Education Amendments of 1972, which includes sexual assault, dating violence, domestic violence, and stalking. University students and employees who violate this policy may face discipline up to and including expulsion or termination.
View the full policy HERE.
State employees are expected to meet performance standards and conduct themselves appropriately. This policy is intended to provide tools for addressing employee conduct and performance issues in a reasonable, consistent, and effective manner.
View the full policy HERE.