As part of the 2017 Appropriations Act, the North Carolina General Assembly expanded the exemptions under the North Carolina Human Resources Act (“EHRA”) to include University information technology professional positions. This change in law means that applicable positions will become EHRA Non‐Faculty positions subject the University’s human resources policies rather than those under the NC Human Resources Act (“SHRA”). The University sought this flexibility with respect to certain compensation and leave factors, to be more competitive within the context of a highly competitive IT labor market.
This page has been created to provide additional information regarding affected positions and our campus timeline and process for implementing the change. The page also includes links to guidance documents developed and provided by the UNC System Human Resources Office.
Who is covered?
Individual employees currently in SHRA information technology classifications that are FLSA exempt (those salaried and not subject to overtime) will be offered an opportunity to convert from SHRA to EHRA non‐faculty status. Any SHRA FLSA non‐exempt employees (those paid hourly and subject to overtime) are not affected by this change and will not change to EHRA. The FLSA exempt IT employees who do not choose to convert to EHRA status will continue as SHRA employees. Affected employees will have the option to convert to EHRA status or to stay SHRA for as long as they remain in their current positions. No employee is required to change their status. All newly created or vacated FLSA-exempt SHRA IT positions must be posted and filled as EHRA non-faculty as of December 1, 2018. Employees who elect to remain SHRA but apply for EHRA positions will convert to EHRA if they accept the new positions.
UNC System campuses were provided the option of completing this conversion during the current fiscal year or next fiscal year. We have elected to make the conversion during the second half of the current fiscal year, to be completed by June 30, 2019. The Office of Human Resources will work with leadership in affected departments during the remainder of this calendar year to complete the following:
Review the FLSA status of all positions currently in IT classifications to confirm all positions subject to the conversion.
Determine the appropriate classification for each affected position within the new EHRA classification structure.
Post all applicable vacancies as EHRA Non-Faculty positions.
Prepare information for affected individual employees to use in making their personal elections.
- The Office of Human Resources (HR) will create a master list of all employees currently listed in an IT classification.
- HR will review each position for application of FLSA exemption criteria and work with departments to confirm the FLSA status of each position.
- Working with departments, HR will determine the appropriate classifcation for each affected position within the new EHRA IT classification structure developed by the UNC System.
- HR will prepare a conversion packet for each eligible employee, which will include an election form and complete information regarding the implications of their election decision.
- Working with departments, HR will convert applicable positions that become vacant to EHRA status prior to posting. In many cases, this has been happening already but will be standardized practice to fully comply with the December 1, 2018 requirement.
- Each affected employee will be provided with their individualized conversion packet.
- Affected employees will have 90 days to consider, discuss and make their individual elections.
- Employees electing to convert from SHRA to EHRA status will be transitioned to the new status prior to July 1, 2019.