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 G NCSU 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.

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 or to Office of Equal Opportunity within 180 days. 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 ing Computer Use Policy