Faculty Central

A relationship when two individuals voluntarily engage in a romantic partnership

The Office of Equal Opportunity will oversee the development, approval and monitoring of a conflict management plan to avoid a policy violation.

Upon hire (new employee) or academic enrollment (student), or a change in an individual’s status, an individual has a duty to disclose the conflict of interest by contacting the Office of Equal Opportunity. Failure to disclose in a timely manner shall constitute a violation of this policy.

Responsibility that includes, but is not limited to, teaching a course; directing an independent study, thesis, or dissertation; participating on a graduate advisory committee; employing a teaching or research assistant; making decisions regarding grades, honors, or degrees; considering disciplinary action for a student; or any other action that assesses, determines, or influences academic performance, progress, or potential.

A decision that includes, but is not limited to, one relating to the search, selection, or appointment of an individual to employment; establishing the terms and conditions of employment; determining compensation; evaluating work performance; voting for or otherwise considering reappointment, promotion, or tenure; issuing disciplinary action; or any other action that assesses, determines, or influences work performance, career progress, or other employment status.

A relationship between two related persons Anyone living in the same household or whose relationship is so closely identified with another as to suggest a conflict

Prohibited conduct includes improper relationships with students, sharing authority for employment decisions for an employee with whom the individual has an amorous or familial relationship, requiring or requesting a subordinate student or employee to perform a task or duty that is unrelated to the student’s academic program or to the employee’s job responsibilities and that would be of personal benefit to the University employee

Violations of POL 04.20.06 will be subject to disciplinary action up to and including dismissal

Contact the Office for Equal Opportunity: https://equalopportunity.ncsu.edu/ Employee Relations – Human Resources: https://er.hr.ncsu.edu/ Office of General Counsel: https://generalcounsel.ncsu.edu/

The NC State Phased Retirement Program (PRP) provides the opportunity for eligible full-time tenured faculty members, who meet certain age and service conditions, to retire and change from full-time to half-time employment at the university for three (3) fiscal years. Upon entering the PRP, a faculty member relinquishes their permanent tenure in exchange for a three (3) fiscal year fixed-term contract.

The Executive Vice Chancellor and Provost will inform, by September 1st preceding each PRP year, those tenured faculty who, according to institutional data, appear to meet the age and service requirements for PRP eligibility as of the following August 1st. It is an individual faculty member’s responsibility to ensure that NC State has all information necessary to determine their eligibility regarding years of service at NC State, service within either TSERS and/or a UNC System ORP, and date of b

A faculty member participating in the PRP may seek to renegotiate their work plan duties with their department head.

An eligible faculty member who is considering applying for admission to the PRP must meet with their department head and negotiate the terms for half-time employment The full range of faculty activities should be considered in these negotiations. The assigned duties during the PRP should be consistent with the skills and abilities of the faculty member and the objective needs of the department.

A PRP participant signs a three (3) fiscal year contract, maintains their academic (9-month) or fiscal year (12-month) appointment length and works a half-time (50%) workload within it, PRP participant is paid 50% of the full-time base salary paid to the participant immediately prior to entering the PRP, PRP participants may earn summer salary (9-month faculty) and additional compensation (9- and 12-month faculty).

A faculty member electing to participate in the PRP has the right under the ADEA to revoke the Agreement and the Release any time within seven (7) calendar days of the date both documents are fully executed by all parties