General Employment Information

  • The Fair Labor Standards Act (FLSA) is a federal regulation that establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. Essentially, this federal law governs the way you are paid for your work – either on an hourly or salaried basis. FLSA divides positions into two groups – those that are exempt from the act (salaried), and those that are non-exempt (hourly paid). The terms “exempt” and “non-exempt” are used regarding how you are paid for your work. For more information, please refer to the FLSA and not North Carolina’s State Human Resources Act. If you do not know whether your position is designated as exempt or non-exempt, ask your supervisor or contact the Division of Human Resources.

  • Background checks are a condition of employment. N.C. A&T may obtain a criminal background check as part of pre-employment background investigation or after employment has begun under a contract which makes employment contingent upon a completion of a criminal background check. A consumer or credit reporting agency that has a contractual relationship with the University provides this report. A criminal record does not necessarily eliminate a candidate from employment with the University. Each criminal background check will be reviewed with the respect to the nature and seriousness of any offenses in relation to the position for which a candidate has applied. Any employee who leaves from active employment for thirty (30) days or more, must complete a new background check prior to re-hire. Intentionally omitting or concealing required information can affect a candidate’s employment opportunity or result in termination from active employment.

  • All newly hired or rehired employees are required to complete the Form I-9, Employment Eligibility Verification before or by the first established work day as enforced by the Immigration Reform and Control Act of 1986. The Form I-9 confirms that an employee is eligible to work in the United States. The Division of Human Resources will provide guidance for acceptable documents to complete the form. Information obtained from the Form I-9 will be entered into E-Verify, a web-based system where employers electronically confirm employment eligibility of employees. E-Verify is administered by the U.S. Department of Homeland Security and Social Security Administration. Failure to satisfy compliance with I-9 requirements will cease all employment activity with the University.


  • N.C. A&T offers an extensive orientation program to welcome new permanent SHRA, EHRA Non-Faculty and EHRA Faculty employees. The onboarding process is designed to acclimate you to our university and to ensure all required paperwork is completed. The new employee orientation provides an overview of University’s policies and procedures and assists with enrollment of benefits programs. Attendance is mandatory for all newly hired employees. Employee Orientation is held every first and third Monday of the month, except when these days are a holiday.
  • There is also a separate abbreviated orientation for new temporary staff.
  • More Information: New Hires

  • Educational credentials and certifications are verified shortly after your start of employment. If a falsification of the employment application is discovered, disciplinary action (including written reprimand, reduction in pay, demotion, or dismissal) may be considered. The effect of the false information on the hiring decision, the advantage gained over other applicants, and the effect on starting salary are all considered in determining potential disciplinary action.


  • As a State entity, the University of North Carolina (UNC) system is subject to the State Human Resources Act (SHRA). Defined under N.C. General Statute Chapter 126, an SHRA position is subject to the rules and regulations of the State Human Resources Act. These laws and policies provide additional benefits and protections that apply only to SHRA employees. Different SHRA positions may have different conditions of employment, depending on the classification of the position, the role of the position in the employing department and specific position responsibilities.

  • EHRA employees are Exempt from the State Human Resources Act and are members of one (or both) of the following groups: EHRA Faculty (professors, assistant professors, etc.) and EHRA Non-Faculty (including senior academic and administrative officers (SAAO), research, and instructional employees). EHRA employees are governed by UNC Systems.

  • In compliance with the Fair Labor Standards Act, all University positions are designated as either: 1) "subject to" the timekeeping and overtime requirements (Non-Exempt); or 2) "exempt from" the timekeeping and overtime requirements (Exempt). Accordingly, non-exempt employees are required to complete weekly time records and are eligible to earn overtime compensation or compensatory time for hours worked in excess of forty (40) per week. Exempt employees are not required to complete weekly time records and are ineligible to earn overtime compensation or compensatory time for hours worked in excess of forty (40) per week.


  • All SHRA permanent and temporary employees who are subject to the wage-hour provisions of the Fair Labor Standards Act (FLSA non-exempt) are entitled to overtime compensation.

  • The wage-hour status is based upon the FLSA exemption status of the employee’s position as determined by the Office of Human Resources. All permanent “SHRA non-exempt” employees are eligible to receive either overtime pay or compensatory time off. All permanent “SHRA exempt” employees are not eligible for overtime pay or compensatory time off under this policy. (However, see “Compensatory Time for SHRA Exempt Employees” in the “Related Subjects” section below.)


  • EHRA employees, both permanent and temporary, are not eligible for overtime pay or compensatory time off.

  • A State employee who is in a permanent position with a permanent appointment and has been continuously employed by the State of North Carolina or a local entity in a position subject to the North Carolina Human Resources Act (SHRA) for the immediate 12 preceding months is a career state employee. Employees who are hired by a State agency, department or university in a sworn law enforcement position and who are required to complete a formal training program prior to assuming law enforcement duties with the hiring agency, department or university shall become career State employees only after being employed by the agency, department or university for 24 continuous months.


  • Individuals receiving initial appointments to permanent SHRA positions must serve a probationary period. The probationary period is an extension of the selection process and provides the time the new employee needs to achieve performance at or above the expectations of the job or to be separated if performance does not meet acceptable standards. Individuals who are reemploying to a permanent position after a separation of 31 days shall also serve a probationary period.

  • The probationary period shall be 12 months of either full-time or part-time employment from the actual date of employment or reemployment. Periods of extended leave of absence with or without pay do not suspend or increase the duration of the probationary period beyond 12 months. Employees transferring from a local government entity subject to the State Human Resources Act and who have already attained career status are not required to serve another probationary period. A probationary period shall not be required when an employee with a permanent appointment has any of the following changes: Promotion, Transfer, Demotion, and Reinstatement after leave of absence, or Return of a policy-making/confidential exempt employee to a non-policy-making position.
  • While on probation, you should receive periodic updates from your supervisor regarding job expectations and your performance, as well as a formal performance appraisal during the annual performance management cycle. Supervisors are expected to discuss overall performance, including strengths and opportunities for improvements, and personal development plans with all direct reports. Employees who are performing below expectations are given a performance development plan outlining what is needed to improve their performance.
  • If your job performance or personal conduct is considered unsatisfactory or unlikely to meet acceptable standards while you are on probation, you may be dismissed from employment without regard to the State’s policies regarding disciplinary action.
  • More information: Appointment Types and Career Status

  • While the University has certain requirements for all employees, each department has the ability to put specific work rules and procedures in place that relate to the departments specific business needs. Your supervisor will inform you of any departmental requirements that affect your position. These departmental requirements may include completing certain training, signing a departmental confidentiality form, working a specific schedule, and other legitimate business requirements. If you have questions, talk with your supervisor.


  • While performing your job duties, you may be exposed to information considered confidential in nature. You are expected to maintain the privacy of such information and adhere to proper confidentiality safeguards. If you are unsure about whether certain information is considered confidential, please consult with your supervisor.

  • All employees are eligible to purchase a meal plan. For more information visit the Dinning Services Department website: Dining Services

  • A Banner Identification Number (BID) is assigned to every employee during their new employee orientation. The BID is your individual identification number and is used wherever possible instead of your Social Security Number. The BID is used to gain access to various electronic resources on campus.

  • The Aggie OneCard is the official North Carolina A&T State University identification card. This permits you to gain access to card-controlled buildings/offices (based on permitted use) and use other services that are available to staff. All employees may obtain their card from the Aggie OneCard Center located in the New Student Center 8:00 a.m. to 5:00 p.m. Monday through Friday. To receive an Aggie OneCard, a valid government photo ID such as a driver’s license or passport is required.
  • For more information: Aggie OneCard Center

  • The N.C. A&T Media Report is a weekly digital newsletter that is communicated to the campus every Monday. The newsletter provides recent highlights and other media coverage that pertains to the University so that employees are well informed.

  • The University announcements are published twice weekly for the faculty, staff and students at the University. It contains monthly university events and activities.

  • The University Mail Center handles official University mail, including delivery of incoming U.S. mail, pick-up and processing of outgoing U.S. mail, and distribution of inter-office (campus) mail. Outgoing U.S. mail departs from the campus daily at 5:00 p.m. To guarantee pick up, all mail should be submitted to the University Mail Center located on the lower level of Brown Hall on Laurel Street prior to 3:30 p.m. Hours are 9:00 a.m. to 5:00 p.m.

  • Local and/or national media representatives may be seen on campus regarding university business or issues. If contacted by a media representative, please direct them to the University Media Relations Director, Office of University Relations.

  • Parking and Transportation Services manages the university’s parking resources by providing campus access to the campus community, visitors, and guests. All parking rules and regulations are in effect at all times. Any vehicle that is on property owned, leased or operated by the University requires a valid N.C. A&T parking permit and the vehicle must be registered to the respective permit. Once purchased, you must park according to your decal in properly marked spaces. To purchase a permit, log on to with your One ID Login (without If you are full-time staff, you may have the permit deducted from your pay.
  • For more information: Parking and Transportation Service

  • The University offers a Zipcar car sharing program on campus. This transportation option is available 24 hours a day, seven days a week for students, faculty, and staff ages 18 and older. The Zipcars have designated parking spots for pick-up and return located in the campus lot outside the parking deck and Aggie Dome.
  • For more information: Zipcar

  • All permanent employees will be paid on a monthly basis, which occurs on the last business day of the month. Temporary employees who submit their time every two weeks will be paid bi-weekly.
  • Employees will receive direct deposit email notifications. The notification email is password protected. To open your direct deposit email notification, use the first four letters of your last name combined with the last four numbers of your Banner ID.

  • You are free to become informed, and vote as you wish, on all political issues. However, as a State employee, you may not:
    1. Take an active part in managing a campaign, campaign for political office, or otherwise engage in political activity while on duty.
    2. Use your authority or position or use State funds, supplies, or vehicles to secure support for or to oppose any candidate, party, or issue in a partisan election.
    3. Promise rewards, threaten loss of job, or coerce any State employee to support or contribute to any political issue, candidate, or party.
  • Violations may be grounds for disciplinary action, which may include dismissal in cases of deliberate or repeated violation.

  • With respect to his/her own candidacy for election to public office or to any other person's candidacy for election to public office, no University employee shall:
  1. Use University funds, services, supplies, vehicles, or other property to support or oppose the candidacy of any person for elective public office.
  2. Make any promise of preferential treatment (or actually confer such preference) or make any threat of detrimental treatment (or actually impose such detriment) to any person, with respect to any condition or incident of employment over which the employee has authority, control, or influence, for purposes of inducing support of or opposition to any candidate for elective public office.

  • Employment responsibilities to the University are primary for any employee working full-time. Any other employment in which that person chooses to engage is secondary. Secondary employment shall not be permitted when it would create either directly or indirectly a conflict of interest with the primary employment or impair in any way the employee’s ability to perform all expected duties, to make decisions and carry out in an objective fashion the responsibilities of the employee’s position. An employee shall have the approval of the agency head or designee before engaging in any secondary employment. The purpose of the approval procedure is to determine that the secondary employment does not have an adverse effect on the primary employment and does not create a conflict of interest. Approval for secondary employment may be withdrawn at any time if it is determined that secondary employment has an adverse impact on primary employment.
  • For more information: Secondary Employment

  • The Staff Senate is a representative group of permanent employees, subject to the SHRA and non-teaching employees, exempt from the EHRA. Representatives are elected by their peers. The Senate identifies and addresses SHRA and EHRA non-faculty employee’s ideas, issues, interests, and concerns relative to employment benefits and policies and procedures. It also promotes and facilitates communication and participation in decisions and activities affecting staff and encourages a sense of community among all university employees.

  • SEANC is the South's leading state employees' association. They work to gain respect in the legislature for hardworking state employees and valuable retirees who dedicated their careers to state service. Benefits include a full-time lobbyist, insurance, and member discounts with savings at more than 3,000 businesses across the state and nation!
  • For more information: SEANC

  • The Aggie Advantage Program is designed to save N.C. A&T faculty and staff money on products and services locally and nationally. The discounts are organized into categories that best represent the university’s offerings. All permanent employees EHRA and SHRA, (part time and full time) are eligible to participate in the discount program. Exceptions may be made on a discount by discount basis. Retirees of the university are also eligible to participate in the discount program.
  • For more information Aggie Advantage