SHRA Employees

Policy 602.2

Policy and Procedure Statements

Hiring

When a staff (SPA) position becomes vacant, the supervisor must follow established organizational lines to the appropriate Vice Chancellor or Chancellor for approval. Once the approval has been obtained and communicated to Human Resource Services, the position may be posted. The following policies pertain to the hiring process:

• Acting Promotion
• Employment of Relatives (Nepotism)
• Priority Reemployment Consideration for RIF Employees
• Priority Reemployment for Employees Removed for Violation of G.S. 126-14.2 2-16
• Priority Reemployment for Policy-Making/Confidential & Exempt Managerial Employees
• Priority Referral System
• Promotional Priority
• Recruitment and Posting of Vacancies
• Selection of Applicants
• Veteran's Preference 2-29

Terminating Employment

Definition - University employment is terminated by resignation, reduction in force, dismissal, retirement, or death. When a permanent or temporary staff employee terminates University employment for any of these reasons, Human Resource Services must be notified.

If an employee terminates employment by resignation, he or she must give written notice to the immediate supervisor. The resignation notice should include:

• The effective date of separation
• The reason(s) for separation

The employee is expected to give a two week notice prior to the last day of work.

Prepare Separation Notice for Staff Employees

Procedure Steps - Complete Separation Notice for Staff Employees, and send to Human Resource Services as soon as possible after separation or the intent of separation becomes known.

• Fill out Separation Notice.
• Record any vacation leave to be taken before the last day of work. If after the form has been completed a change occurs in this number, notify Human Resource Services immediately. This must be done no later than the 19th of each month.
• Give exact reasons for employee's separation. This is especially important in light of unemployment insurance which has been effective on all University employees since July 1, 1972.
• Evaluate the employee as accurately as possible; this information is used in answering inquiries from other employers and for possible "rehire" purposes.
• If separation is due to a resignation, attach the employee's resignation memo to the completed form.

Schedule Employee for Exit Interview

Each employee is required to have an exit interview with Human Resource Services before the last date of employment. Schedule an appointment for the separating employee with Human Resource Services for sometime during the last week of employment.

Additional References - See also:

Human Resource Services, Policy Statement 17, Separation From Service