Human Resources

EHRA Conversion for Information Technology (IT) Professionals

January 25, 2019

What is the EHRA converstion for IT professionals?

As part of the 2017 Appropriations Act, the North Carolina General Assembly expanded the exemptions under the North Carolina Human Resources Act (“EHRA non‐faculty” or “EHRA”) to include University information technology professional positions. This change in the law means that these positions will become EHRA non‐faculty positions under the University’s human resources policies rather than be subject to the NC Human Resources Act (“SHRA”). 

The University System sought this flexibility with respect to certain compensation and leave issues to be more competitive within the context of a highly competitive IT labor market

What does this mean?

  • Approximately 60 positions at UNCW are banded in an IT career band and are FLSA exempt. Those employees classified as FLSA exempt will have the option to convert to EHRA status or remain SHRA for as long as they remain in their current positions. No employee will be compelled or required to change status.

  • Employees will have 3 opportunities to convert to EHRA status. There will be one election period each year for three years beginning FY 2019-2020, and in FY 2020-2021 and FY 2021-2022.

  • Each employee will be provided with information to assist them in the decision-making process, including information about key differences between SHRA and EHRA policies, benefits and terms and conditions of employment; the EHRA IT professional job classification and conversion FAQs.

  • All newly created or vacated FLSA-exempt SHRA IT positions must be posted and filled as EHRA non-faculty as of December 1, 2018. Employees who elect to remain SHRA but apply for EHRA positions will convert to EHRA if they accept the new positions

What are my resources?

*Please note: The only employees who can switch to the ORP at this time are those who have not previously been given that option. For example, employees hired in an SHRA role on or after October 1, 2013, were given an option to choose between the two retirement programs when they were hired; thus, those employees would not now be eligible to switch to the ORP.

Next Steps

  • Position descriptions are being updated by leadership and the employee so HR and EHRA IT Workgroup can review and map to the appropriate EHRA IT classification.

  • The employee will receive information in the spring to summer of 2019.

  • Anticipated effective date is July 1, 2019

Please email questions to