- Emergency Loan Fund Policy (ELF)
- EHRA - Affirmative Action Plan
- Grievance Policy and Procedures (PDF)
- Reduction-In-Force Policies
- SHRA - Affirmative Action Plan (PDF, 210 KB)
- Smoking on University Property
- Disciplinary Actions, Suspension and Dismissal (PDF, 143 KB)
Unlawful Workplace Harassment
The policy of the State of North Carolina is that no State employee may engage in conduct that falls under the definition of unlawful workplace harassment. Unlawful workplace harassment is unwelcomed or unsolicited speech or conduct based upon race, sex, creed, religion, national origin, age, color, or handicapping condition as defined by G.S. 168A-3 that creates a hostile work environment or circumstances involving quid pro quo. Read the complete Unlawful Workplace Harassment policy by clicking on the link on the right.
Illegal Drugs and Abuse of Alcohol
Illegal or abusive use of drugs or alcohol by University of North Carolina employees can adversely affect the educational environment and interfere with maximum achievement of personal, social, and educational goals.
As part of UNC's awareness of possible drug and alcohol abuse in society, policies have been adopted on the use of alcohol and drugs. Pursuant to the direction of the Board of Governors, the University of North Carolina adopted a policy on illegal drugs.
UNC's policy provides that all employees are responsible as citizens for knowing about and complying with the provisions of any federal or North Carolina law that makes it a crime to possess, sell, deliver, or manufacture any drug. It is imperative that you take the time to read and understand these policy statements. Violation of these policies could jeopardize your job.
As a precondition for receiving any federally funded grants or contracts, UNC is required to certify that it is providing a drug-free workplace. Any employee reporting to work under the influence of alcohol or illegal drugs or using alcohol or illegal drugs on the job is subject to appropriate disciplinary action. In addition to the University of North Carolina policy on illegal drugs, UNC is required to adhere to all federal policies. As a condition of employment, any employee engaged under a federal grant or contract must notify UNC of any criminal drug conviction for a violation occurring in the workplace no later than five days after such conviction. It is extremely important that you are aware of the policies on illegal drugs and alcohol, which have been implemented by the federal government and by UNC's governing body, as well as being knowledgeable about the counseling and rehabilitation services available to you. Information regarding counseling and rehabilitative resources within the university is available from Human Resources and the Employee Assistance Program through UNC Health Care System.
Maintaining an alcohol and drug-free workplace will benefit us all. The university hopes that through our education and referral efforts we will be able to institute an effective means of dealing with the problem of substance abuse. Employees who are experiencing problems with substance or alcohol abuse, either themselves or through their families, are encouraged to contact resources within the university or use other resources such as family physicians, county mental health centers, and Alcoholics or Narcotics Anonymous.
Service Award Program
To express its appreciation to its valued employees, the State has adopted a policy of recognizing continued dedicated service through a program of service awards. The program provides
- A management tool to recognize ongoing employee dedication and a means to reinforce, acknowledge and retain employee commitment during the first years with the State and at critical milestones.
- Award choices which reflect employees'' tastes, needs, and lifestyles.
The Appalachian State University Service Awards Program recognizes employees' total State service in increments of five years throughout retirement. For each five-year increment, the program offers a collection of other items (as adopted by the program on a biannual basis) from which eligible recipients may select. The value of the award increases in proportion to tenure.
Full or Part-time (20 hours+) Permanent Employee
Total State Service Defined
Total State Service - the time of full-time or part-time (20 hours or more) permanent, trainee, probationary or time-limited permanent appointments, whether subject or exempt from the State Personnel Act.
If an employee so appointed is in pay status for one-half or more of the regularly scheduled workdays and holidays in a pay period or is on authorized military leave or workers' compensation leave, credit shall be given for the entire pay period.
Credit toward total State service shall also be given for the following:
- Employment with other governmental units which are not State agencies. (Example: county highway maintenance forces, War Manpower Commission, Judicial System).
- Authorized military leave from any of the governmental units for which service credit is granted provided the employee is reinstated within the time limits outlined in the State Military Leave policies.
- Employment with the county Agricultural Extension Service; Community College system and the public school system of North Carolina, with the provision that a school year is equivalent to one full year.
- Employment with a local Mental Health, Public Health, Social Services, or Emergency Management agency in North Carolina if such employment is subject to the State Personnel Act.
- Employment with the General Assembly (except for participants in the Legislative Intern Program and Pages). All of the time, both permanent and temporary, of the employees will be counted; and the full legislative terms of the members
Appalachian State University presents an annual service awards luncheon to recognize and celebrate Staff service to the University and participates in the State of North Carolina Service Awards gift program. Special gifts are provided for 25 and 30 year service recipients.
Workplace Violence Policy
The workplace violence policy applies to the conduct of an employee while functioning in the course and scope of employment as well as off-duty violent conduct that has a potential adverse impact on an employee's ability to perform the assigned duties and responsibilities. Workplace violence includes, but is not limited to, intimidation, threats, physical attack, domestic violence or property damage and includes acts of violence committed by State employees, clients, customers, relatives, acquaintances or strangers against State employees in the workplace.
Read the entire workplace violence policy by clicking on the link below.