Dual employment occurs when one State agency or university secures the services of a current employee of another State agency or university on a part-time, consulting, or contractual basis. This policy is applicable only in situations involving one (1) employee and two (2) agencies. Note: This policy does not apply to public school or community college system employees. Employees in these systems are not considered State employees (for Dual Employment regulations).
Independent contractor status is contingent upon the degree of control and/or independence evident/exercised in the relationship between worker and employer. Workers designated as independent contractors are compensated via direct pay requests processed through Accounts Payable. For more information regarding this topic please review the Independent Contractor Checklist and the IC rules of thumb.
Secondary employment occurs when a current State employee accepts an additional offer of employment, external to the State system. An employee must seek and receive, supervisory and HR approval, before engaging in any secondary employment. The purpose of this approval process is to ensure that any additional employment does not harm the primary employment and that there is no resulting conflict of interest(s).
To download the secondary employment form, click here.
Supplemental employment occurs when a current State employee accepts an additional offer of employment within his or her current agency or university. An employee must seek, and receive, supervisory approval, before engaging in any supplemental employment. The purpose of this approval process is to ensure that any additional employment does not harm the primary source of employment. Note: This policy is applicable only in situations involving one (1) employee and dual roles within the same agency or university. To download the supplemental employment form, click here. In addition, EHRA Non-Faculty employees must complete the Conflict of Interest and Comment form under policy 102.2.
Many divisions at UNC Charlotte engage volunteers to do work for the University. These volunteers are a valuable resource for the University. However, volunteers are not considered University employees and do not enjoy many of the protections of employees, such as Worker’s Compensation and the State Personnel Act. It is important that each volunteer understands the protections afforded, as well as the limits of those protections afforded while volunteering for the University. In addition, it is important that each volunteer understands their obligations, such as compliance with University policies. Therefore, every University volunteer should sign a Volunteer Agreement Form.