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SHRA to EHRA NON-FACULTY CONVERSION

SHRA Conversion

BACKGROUND

North Carolina Senate Bill 195, also known as UNC Omnibus Bill, became law on July 14, 2023, expanding EHRA Non-Faculty classification authority for the UNC System. The change in statute provides an exemption from most provisions of the State Human Resources Act for all SHRA university employees and positions that are designated as exempt from the minimum wage and overtime compensation provisions of the federal Fair Labor Standards Act (FLSA).

In 2026, under North Carolina General Statute 126‑5(c1)(8), as amended by North Carolina Session Law 2026-42, Section 8.3, the definition of positions eligible for EHRA Non-Faculty classification was further expanded. The updated regulations require that certain professional positions currently classified as SHRA FLSA non-exempt positions (i.e., positions that are subject to the minimum wage and overtime compensation provisions of the federal Fair Labor Standards Act) be converted to EHRA (exempt from the provisions of the State Human Resources Act). SHRA FLSA non-exempt positions that convert to EHRA will remain FLSA non-exempt, meaning those employees will continue to be subject to federal minimum wage and overtime compensation regulations.

The University of North Carolina System Office has identified which position classifications are impacted by this change. Human Resources will provide department-specific information as appropriate.

KEY POINTS

Vacant positions identified for conversion:

Human Resources will notify the appropriate supervisor and Assistant/Coordinator when a vacant SHRA position requires conversion to EHRA prior to recruitment.

Reclassifications of filled positions:

Position description changes resulting in a classification and/or competency level change for eligible SHRA positions with seated incumbents will only be allowable if the incumbent employee chooses to voluntarily convert to EHRA status prior to the implementation of the requested changes. Classification and Compensation will coordinate communication with relevant employees and supervisors in these situations.

Employees in positions identified for conversion to EHRA:

The overall conversion implementation process for eligible UNCW SHRA FLSA non-exempt employees is anticipated to take place in early 2027.

UNCW SHRA FLSA non-exempt employees in eligible position will have the opportunity to voluntarily choose between converting to EHRA status or remaining SHRA for as long as they remain in their current positions. 

  • No employee will be compelled or required to change status. The decision to convert is solely up to the employee. 
  • Employees who elect to remain SHRA but apply for and accept an EHRA position will convert to EHRA. 
  • Employees will have a 30-day election period to determine if they want to remain SHRA or convert to EHRA Non-Faculty. 
  • There is no automatic salary increase entitlement for an employee electing to convert from SHRA to EHRA Non-Faculty status because of this implementation. 

Each eligible employee will be provided information to aid them in the decision-making process, including: 

  • Key differences between SHRA and EHRA policies. 
  • Key differences in benefits, leave programs, and terms and conditions of employment.
  • The identified EHRA professional job classification title for the employee’s position.
  • The EHRA annual salary determined for the employee.
  • Conversion FAQs. 
RESOURCES
WHAT’S NEXT
  • Effective November 1, 2026, all newly created professional positions and vacant SHRA FLSA non-exempt positions covered by these regulations will be posted and filled as EHRA non-faculty. 
  • Effective November 1, 2026, position description changes resulting in a classification and/or competency level change for eligible SHRA FLSA non-exempt positions with seated incumbents will only be allowable if the incumbent employee chooses to voluntarily convert to EHRA status prior to the implementation of the requested changes. Classification and Compensation will coordinate communication with relevant employees and supervisors in these situations.
  • In early 2027, HR will notify eligible employees and managers regarding the conversion options and will provide information sessions, reference materials, and one-to-one consultation.
QUESTIONS

If you have questions about the SHRA Professional to EHRA Non-Faculty Conversion, please contact your assigned* Classification and Compensation Consultant or:

Deborah Spencer, Director of Compensation
Phone: 910.962.2435
Email: spencerd@uncw.edu

* You can find your assigned consultant on this webpage: "Who Do I Call?".