Employment

Policy

NCSU-NCCE Employment Policy Overview

• What Does “SPA” Mean?• What Does “EPA” Mean?• Performance Management & Grievance

Procedures• EEO Laws• Discrimination and Harassment

Prevention• Other Important Personnel Policies

• Subject to State Personnel Act of North

Carolina (G.S. 126), OSP

• Serve “At Will,” but follows Progressive

Discipline, Appendix U

• Classification System set by OSP

• “Non-exempt” from Fair Labor Standards

Act (“hourly” and over/comp time)

“SPA” Means

• Exempt from the State Personnel Act of North Carolina (G.S. 126)

• Directly engaged in activities of NC State’s three-fold mission: teaching, research & extension

• Serve “At Will” or “Fixed Term” or “Tenured” appointment

“EPA” Means

• No classification or salary grade system

• Agents & CED’s are FLSA-exempt; no overtime earned

• Program Asst’s/Assoc’s are not FLSA-exempt; earn overtime at 1.5 hrs per 1 hour over 40-hour workweek

• All EPA are also evaluated under Performance Management and Evaluation guidelines

• Progressive Discipline Process is the same as SPA for Cooperative Extension, Appendix U

More About “EPA” Status

Notice of Non-reappointment of EPA fixed-term:

1 year term = no notice required;

1+ to 5 year terms = 90 days notice required

UNLESS Discharge for cause:

No notice required as above, but Grievable

*Incompetence *Unsatisfactory performance

*Neglect of duty *Misconduct

NOTICE

Performance Management

&Grievance

Procedures

• Progressive Discipline, including documented verbal warnings, written warnings, final written warnings, suspension, demotions and dismissals

• Unsatisfactory Performance of Duties

• Improper Personal Conduct

Performance Management Appendix U

Grievance Procedures

• Provides a fair hearing of grievances for all county-based CES/CEP employees without regard to race, color, religion, creed, sex, age, national origin or sexual orientation.

• Designated CE Grievance Coordinator: Wayne Matthews, NC State University

• Grievance Procedures: Appendix E• Informal Procedure: Appendix F• Formal Procedure: Appendix Ghttp://intra.ces.ncsu.edu/DeskRef/handbook/eah-ae.htmNCSU faculty with academic rank follow NCSU Faculty Grievance Procedures.

Interpersonal Relationships

Professional and/or Personal Relationships

• Misconduct to exercise direct supervisory, evaluation,

instructional, and/or advising responsibilities, or

participate in hiring, retention, promotion, or award

decisions, for someone with whom there exists an

amorous relationship or to whom they are related by

blood, law or marriage.

Race & Color

Religion & Creed

National Origin

Sex Age Disability

Veteran Status

Sexual Orientation

Retaliation

Protected Groups

• Based on race, color, religion, sex, national origin, age, disability, veteran status & sexual orientation.

• Prohibits hostile environment & quid pro quo types of harassment, as well as adverse action & adverse impact discrimination.

• Present complaints to CALS Personnel Office 919-515-2708 or to Office of Equal Opportunity 919-513-1234 within 180 days. www.ncsu.edu/equal_op/

Discrimination & Harassment Prevention

Other Important Personnel Policies

• Drug Free Workplace• Use of State Property• Computer Use Policy

Any employee who reports to work under the

influence of alcohol or illegal drugs, or who

uses alcohol or illegal drugs on the job, may

be dismissed without prior warning and/or

subject to the appropriate disciplinary action.

NO DRUG TESTING.

Drug Free Workplace

• Illegal to use state property for personal gain or to misuse state property.

• Vehicles, telephones, copiers, computers, credit cards, fax machines.

• Report to District Extension Director

Use of State Property

University may examine computer files and communications in certain situations

Does allow for personal use • But not for commercial gain• Not if it costs NCSU or slows the system• No unsolicited bulk emailing

Computer Use Policy