Important University Policies

  • Should closing of the University be required due to adverse weather or other emergency conditions, an announcement will be made by the Chancellor or his/her designee. Information will be posted to the website at http://www.ncat.edu. In addition, the A&T Info Line (336-334-7325) will provide information about emergency closings. The University should be closed based on the conditions sited in the adverse weather policy as indicated through media and internet notifications. Media announcements concerning closing of State government offices do NOT apply to the University.
  • Some University operations require employees to report for work to provide critical services during periods of adverse weather or other emergencies. The department head predetermines the “mandatory” employees and gives them notice of the requirement to report to work. Each mandatory employee should receive written notice that his/her position is designated as a mandatory position.
  • For more information: Adverse Weather

  • AggieAlert is the University’s text notification system for emergencies, life-threatening situations and inclement weather. You can opt in or out of SMS messages at any time. If you do not have an unlimited text plan, you may be charged a nominal text messaging fee by your mobile service provider. Information is disseminated through other emergency notifications. If you need to report a campus emergency, please call the University Police Department at 336-334-7675.
  • For more information: AggieAlert!

  • LiveSafe is a free mobile app made available by the University Police Department. LiveSafe is designed to prevent crime and enable better incident response; the LiveSafe technology includes an app for smartphone users that is connected to a cloud-based dashboard. This dashboard is monitored by officials within the University Police Department. The core features include quick tip submittal via text with picture and video attachments (including the option to stay anonymous), live chat with safety officials, fast access to emergency phone numbers that initiate location tracking when called, a comprehensive safety map that pinpoints incidents on or near campus, and a peer-to-peer tool called SafeWalk that allows friends to watch out for each other through location monitoring and group chat. Additionally, app users can receive important broadcast notifications specific to their campus.
  • For more information: LiveSafe Safety

  • Every University employee is listed in the online campus directory (Employee Directory). Soon after your employment begins, basic information about you (such as your name, email address, work location and phone number) is automatically entered in the directory. However, because you are a state employee, your name and work location are expected to be publicly available.

  • Employees will use Aggie Access Online to enter time and leave, and to make changes to personal data, review benefits, and receive your W2. Aggie Access Online can be found on the Faculty & Staff gateway on the University’s website.

  • North Carolina Agricultural and Technical State University is committed to providing a workplace in which all individuals are treated respectfully and equitably. We celebrate diversity that includes, but is not limited to, ability/disability, age, culture, ethnicity, gender, language, race, religion, sexual orientation, and socio-economic status.

  • The University is dedicated to maintaining a drug-free workplace. In accordance with the N.C. A&T Drug-Free Schools and Campus Act, (DAAP). If you report to work under the influence of alcohol or illegal drugs, or use alcohol or illegal drugs on campus, you will be subject to the University’s disciplinary policies, which includes separation from employment. In addition to disciplinary action by the University, drug abuse may be cause for criminal prosecution by government agencies.
  • If you need assistance with substance abuse you are encouraged to seek help through ComPsych Guidance Resources. More information on this program is found later in this handbook under “Employee Assistance Program” in the section “Benefits, Programs, and Recognition.”
  • For more information: DAAP

  • This policy assist members of the University in understanding the harmful effects of illegal drugs and alcohol abuse the compatibility of illegal drugs and the abuse of alcohol with the educational mission of the University; and the consequences of the use, possession or sale of such illegal rugs and the abuse of alcohol, including the violation of applicable laws. This provides information on education, health risks, rehabilitation, sanctions, and dissemination and review.
  • For more information: Drug-Free Schools and Campus Act

  • Members of your immediate family or those you have a familial relationship with (i.e., domestic partner) may be employed with the University provided that such action will not result in you being able to supervise or influence employment decisions involving another member of the immediate family or person in a familial relationship, or vice versa. This includes decisions of employment, transfer, promotion, compensation, or any other related management or personnel considerations.
  • For more information: Employment of Related Persons 

  • The Environmental Health and Safety Office (EHS) inspects each facility or department periodically and conducts training in all phases of safety, including but not limited to hazard communication, fire safety, hazardous material management, industrial hygiene, safety awareness, and accident prevention. All accidents, injuries, and near misses must be reported as soon as possible to supervision. Each incident is investigated thoroughly to determine cause and prevent recurrences. Every member of the University community shares the responsibility for maintaining a safe and healthful campus environment and reducing or eliminating known hazards. If you recognize an unsafe or unhealthful situation, immediately inform a supervisor. In addition, you are expected to observe all safety rules and ask questions if you are uncertain about potential hazards.
  • For more information: Environmental Health and Safety

  • North Carolina Agricultural and Technical State University seeks to facilitate a welcoming and inclusive environment, which supports the right of every member of the University community to learn and work in an environment that promotes fairness, equity and access to its employment and educational programs free of discrimination. The University recruits, hires, trains, and promotes to all job levels the “most qualified persons” without regard to race, color, gender, religion, national origin, age, sexual orientation, physical or mental disability, status as a disabled or qualified covered veteran, political orientation, or genetic information.
  • If you feel you have been discriminated against because of race, color, religion, national origin, sex, age, sexual orientation, physical or mental disability, protected veteran’s status, political affiliation, or genetic information, please bring the matter to the attention of the Employee Relations/Affirmative Action Officer in the Human Resources Department.
  • For more information: EEO/Affirmative Action Policy Statement

  • This Executive Order requires that state agencies extend workplace protections and modifications to pregnant employees upon request, unless doing so would impose significant burdens or costs. Workplace adjustments will be provided to enable employees to continue to perform job duties while they are pregnant, breastfeeding or affected by other related medical conditions. Adjustments include changes in the work environment or in the way things are customarily done that enable a pregnant state employee to perform their job's essential functions or enjoy equal benefits and privileges of employment.
  • For more information: Executive Order 82/Eligible Pregnant State Employees

  • Management may use flexible work arrangements to meet the needs of both the department and the employee. Departments are encouraged to be as flexible as possible in allowing for alternative work schedules while at the same time ensuring business needs are met. There are three major types of work arrangement flexibility – flexible work hours, flexible work schedules, and flexible work locations.
  • For more information: Flexible Work Arrangements

  • If you are asked to travel in connection with your job, consult with your supervisor to get information on current travel regulations. It may be necessary to use a State vehicle to conduct State business. If you are required to use a personal vehicle to conduct State business, you are normally reimbursed on a per-mile basis. If out-of-town travel is required, you are generally eligible to receive per diem expenses for meals and lodging. Vehicles must always be operated safely, and all traffic and civil laws must be obeyed, including speed limits. Failure to observe these laws may result in disciplinary action. If you are asked to drive a university vehicle and are unable to do so, for any reason, you need to notify your supervisor prior to driving the vehicle. 
  • For more information: University Travel Policy

  • North Carolina Agricultural and Technical State University recognizes the rights of all members of the University community to learn and work in an environment free from unlawful harassment, discrimination, and retaliation. Any unlawful harassment, discrimination, or retaliation against students, employees, or vendors engaged in University business is prohibited. It is the shared responsibility of every member of the University community to strive to create an environment free of unlawful harassment, discrimination, and retaliation.
  • More information: Unlawful Harassment and Discrimination

  • This policy prohibits discrimination and harassment based on sex, sexual orientation, gender, gender identity, and gender expression. This policy also prohibits sexual assault, sexual exploitation, stalking and dating/domestic violence. In addition, this policy addresses retaliation against a person who assists or reports an act that violates this Policy.
  • More information: Sexual Misconduct: Discrimination, Harassment & Sexual Assault

  • Title IX of the Education Amendments Act of 1972 provides that no person in the United States shall, based on sex, be excluded from participation in, be denied the benefits of or be subjected to discrimination under any education program or activity receiving financial assistance. Sexual harassment involving a student or employee may be a violation of Title IX and should be reported immediately to the university’s Title IX Coordinator at 336-334-7862.
  • For more information: Title IX

  • Workplace Violence includes, but is not limited to, intimidation, bullying, stalking, threats, physical attack, domestic violence in the workplace, or property damage, and includes acts of violence committed by university employees, students, customers, relatives, acquaintances or strangers against University employees in the workplace. Workplace violence also includes the use, possession, or threat to use a weapon contrary to law; and a misuse of authority vested in any employee of the State of North Carolina in such a way that it violates this policy. A supervisor managing subordinate employees’ job performance is not bullying or intimidating. Any act of violence, including personally abusive words or phrases which are likely to provoke an immediate and violent reaction, is prohibited and may result in disciplinary action.

  • It is the policy of The University of North Carolina that the grievance process exists to allow for prompt, fair and orderly resolution of disputes arising out of employment without fear of reprisal and to resolve workplace issues efficiently and effectively.
  • A grievance or complaint must be filed within 15 calendar days of the alleged event or action that is the basis of the grievance. Any grievance or complaint that alleges unlawful discrimination, harassment or retaliation shall be addressed and completed through the University Equal Employment Opportunity (EEO) Informal Inquiry process before being considered in the formal internal grievance process. All other grievable issues must first be discussed with the immediate or other appropriate supervisor in the employee’s chain of command or other appropriate personnel or agency or University that has jurisdiction regarding the alleged event or action that is the basis of the grievance prior to filing a formal grievance. Disciplinary action grievances as well as non-disciplinary separation due to unavailability shall proceed directly to the formal internal grievance process.
  • For more information: SHRA Employee Grievance Policy

  • State employees are expected to meet performance standards and conduct themselves appropriately. The SHRA Disciplinary Action policy is intended to provide tools for addressing employee conduct and performance issues in a reasonable, consistent, and effective manner. Any disciplinary action issued in accordance with this policy must be for just cause under one or more of the three following reasons:
    1. unsatisfactory job performance; or
    2. unacceptable personal conduct; or
    3. grossly inefficient job performance.
  • The categories are not mutually exclusive, as certain actions by employees may fall into more than one category, depending upon the facts of each case. No disciplinary action shall be invalid solely because the disciplinary action is labeled incorrectly.
  • For more information: SHRA Disciplinary Action Policy

  • This policy applies to all permanent positions Exempt from the State Personnel Act (EHRA positions) that are not considered faculty positions. The positions covered by this policy fall into one of the following categories: Senior Academic and Administrative Officer-Tier I (SAAO-Tier I), Senior Academic and Administrative Officer-Tier II (SAAO-Tier II) or EHRA Professional (Instructional or Research).
  • Senior Academic and Administrative Officer Tier-I positions include the Chancellor [N.C.G.S. 116-11(4)]; vice chancellors, provosts, deans, and directors of major administrative, educational, research and public services activities designated by the Board of Governors [N.C.G.S. 116-11(5)].
  • Senior Academic and Administrative Officer Tier-II positions include administrative positions that have been designated and approved by the President. EHRA Professional positions include employees designated as EHRA non-faculty Instructional or Research according to definitions approved by the Board of Governors and available at UNC System Office. Every appointment to an EHRA non-faculty position shall be made by the Chancellor or Chancellor’s designee by means of a letter of appointment. Every letter of appointment to a covered position shall include the title of the position, the initial salary, provision for periodic review of compensation, provision for funding contingencies if applicable, the annual leave entitlement of the employee, notice that the employment is either for a stated definite term or is an “employment at will” subject to continuation or discontinuation at the discretion of the Chancellor; and notice that the employment is subject to these policies as adopted and as they may be periodically revised, and a copy of these policies shall be attached to the letter of appointment. These policies provide information regarding appointments, reappointments, discontinuation of employment, and grievance process.
  • For more information: Employment Policies for EHRA Non-Faculty