Compensation and Pay

This procedure outlines the process for permanent increases to base salary for EHRA faculty employees.

Increases are adjustments to the base salary excluding the normal EHRA Annual Raise Process (ARP), a salary supplement (not part of base salary), or from a job change resulting from either a competitive recruitment or waiver of recruitment.

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University employees may be paid for activities outside of the scope of their full-time employment through a lump sum payment depending on the reason for the activity and the source of funds. A lump sum payment has a beginning and ending date. The effective date of lump sum payment action is the first day of the month of the pay cycle in which it is submitted. Lump sum payments should not be submitted prior to the month in which they are effective. Ex: a 5/1 effective date should not be submitted until after April lockout.

Lump sum payments should not be used to pay faculty over a period of months for serving in an administrative role that is ongoing, i.e., assistant chair of a unit, director of a clinic, assistant dean of a school. The alternative is to add the payment for the activity as a salary supplement on a secondary appointment action in ConnectCarolina, after receiving appropriate pre-approval.

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Overview

Process for awarding salary increases to faculty.

This policy sets forth specific definitions and procedures for the payment of non-salary and deferred compensation to Faculty and EHRA Non-Faculty employees of the University of North Carolina at Chapel Hill. Any such compensation may only be paid in accordance with the provisions of this Policy and only after receiving the approvals specified herein.

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Dual employment is a State-wide policy that applies when one State agency* needs the services of an employee of another State agency on a part-time, consulting or contractual basis.

*This policy does not apply to any employment with a local Board of Education, the Community College System, UNC Healthcare, or a city or county government. Any additional employment with these organizations is considered secondary employment and is covered by the University’s Secondary Employment policy.

Dual employment is used for a critical need or a one-time, fixed-term assignment with specified beginning and ending dates, and cannot conflict with the employee’s regularly assigned duties.

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