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It explains market-rate salary increase benchmarks for competitiveness, and clarifies employer obligations under ACA including the roles of ALEs, ESRP, and healthcare exchanges. The document also covers reporting requirements for IRS 1095-C and 1095-B forms, and provides definitions for affirmative action and multiple appointment types: permanent, probationary, time-limited, and temporary.",{"@graph":63,"@context":122},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":51,"@type":70,"position":76},"https://docshare.wps.com/template/general/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/office-of-state-human-resources-and-unc-system-office-terminology-terms-and-definitions/301371/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/office-of-state-human-resources-and-unc-system-office-terminology-terms-and-definitions/301371.png","ImageObject",442,249,{"name":88,"@type":89},"Patrick","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-09-22","2026-09-19",true,{"@type":98,"interactionType":99,"userInteractionCount":79},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114,118],{"name":105,"@type":106,"acceptedAnswer":107},"What does the 90% market rate benchmark mean for proposed total salary increases?","Question",{"text":108,"@type":109},"The UNC System HR view treats 90% of the established market rate as a defensible proposed total salary for competitiveness. Increases above 90% may be allowed if supported by a strong salary argument with quantifiable market evidence and comparable peer salaries and/or special skills and experience.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"When are 1095-C and 1095-B forms required?",{"text":113,"@type":109},"1095-C filing is required for employers with 50 or more Full Time Equivalents (FTEs) on average during the prior year, reporting offers of coverage for each full-time employee. 1095-B filing is required for self-insured employers with less than 50 FTEs on average, reporting coverage for employees and dependents.",{"name":115,"@type":106,"acceptedAnswer":116},"What is required of an ALE under the Affordable Care Act and what happens if standards are not met?",{"text":117,"@type":109},"An ALE with 50 or more Fulltime Equivalents must offer affordable health coverage meeting minimum effective coverage and minimum value standards to qualified full-time employees. If the ALE fails to offer (or does not choose to offer) coverage meeting these standards for at least 95% of qualified full-time employees—or if an employee qualifies for a government subsidy via the exchange—the ALE is subject to an Employee Shared Responsibility Payment (ESRP).",{"name":119,"@type":106,"acceptedAnswer":120},"How do permanent, probationary, time-limited, and temporary appointments differ?",{"text":121,"@type":109},"A permanent appointment is for a permanently established position where retention is expected on a permanent basis and is issued after probationary requirements are satisfied (or after a time-limited appointment extends beyond three years). Probationary appointments require a period to evaluate performance and may last 12 months. Time-limited appointments have limited duration and can become permanent after retention beyond three years. Temporary appointments are for a limited term normally not to exceed three to six months and cannot exceed 11 consecutive months, with stated exceptions.","https://schema.org",{"og:url":78,"og:type":124,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":126,"canonical":78},"index,follow",{"doc_id":128,"site_id":56},301371,1789781448,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":88,"user_avatar":133,"doc_module":9,"category_id":50,"category_name":51,"doc_title":59,"doc_description":61,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":76,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":45,"language":139,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":61,"update_tm":129,"read_time":143},549758146520,"https://ap-avatar.wpscdn.com/avatar/80002397d8c0411e94?_k=1775819394049821470","Office of State Human Resources and UNC System Office Terminology  \nOffice of State Human Resources and UNC System Office Terminology  \n90% Market for SHRA Increases: UNC System HR generally views 90% of the established market rate as a defensible proposed total salary for competitiveness into new career progressions. Increases that are above 90% of the established market rate will be considered but should include a strong salary argument with quantifiable data on market, comparable peer salaries, and/or special skills and experience.  \n1095 C tax form: The filing of 1095-C forms is required by the Internal Revenue Service (IRS) for employers with 50 or more Full Time Equivalents (FTEs) on average during the prior year. A 1095-C is filed for each full-time employee who worked for the employer during the year, indicating all offers of coverage in Part II of the form. All employers utilizing the State Health Plan are self-insured.  \nThe filing of 1095-B forms is required for self-insured employers with less than 50 FTEs on average during the prior year. All coverage provided for employees and their dependents must be reported via the 1095-B forms for these employers.  \nAffordable Care Act (ACA) : The ACA requires every employer with 50 or more Fulltime Equivalents, referred to as an Applicable Large Employer or an ALE, to offer affordable health coverage to Qualified Fulltime Employees. This coverage offering must meet or exceed minimum effective coverage and minimum value standards.  \nIf an ALE fails to offer or chooses not to offer affordable coverage meeting these standards to at least 95% of their qualified full-time employees, they are subject to paying an Employee Shared Responsibility Payment (ESRP) . Or, if a full-time employee successfully meets the criteria to obtain coverage via the healthcare exchange ( [healthcare.gov](healthcare.gov)) and successfully qualifies for a government subsidy, the ALE would also be subject to an ESRP.  \nAffirmative Action: Affirmative action is defined as a set of procedures designed to; eliminate unlawful discrimination among applicants, remedy the results of such prior discrimination, and prevent such discrimination in the future. Applicants may be seeking admission to an educational program or looking for professional employment. In modern American jurisprudence, it typically imposes remedies against discrimination on the basis of (at the very least) race, creed, color, and national origin.  \nAppointments: An appointment is the approval or certification of an applicant or employee to perform the duties and responsibilities of an established position subject to the provisions of the State Human Resources Act. The selection and appointment of all personnel into classified state service shall be made by the head of the agency subject to final approval of the State  \nOffice of State Human Resources and UNC System Office Terminology  \nHuman Resources Director. The following are the types of employee appointments: Probationary, Permanent, Time-Limited, and Temporary  \n- Permanent Appointment: A permanent appointment is an appointment to a permanently established position when the incumbent is expected to be retained in the position on a permanent basis. A permanent appointment shall be given when the requirements of the probationary period have been satisfied, or a time-limited appointment extends beyond three years of continuous employment in the sametime-limited position.  \n- Probationary: Individuals receiving initial appointments to permanent positions must serve a probationary period. The probationary period is an extension of the selection process, and provides the time the new employee needs to achieve performance at or above the expectations of the job or to be separated if performance does not meet acceptable standards. Individuals who are reemploying to a permanent position after a separation shall also serve a probationary period. The probationary period shall be  \n12 months of ei","cbCaiakx6huF8OqC","https://ap.wps.com/l/cbCaiakx6huF8OqC","pdf",328678,"English","# Key Salary Increase Terms\n## 90% market rate benchmark\n# Employer Health Coverage and Reporting\n## ACA and ALE obligations\n## ESRP triggers\n## 1095-C filing requirements\n## 1095-B filing requirements\n# Legal and Employment Concepts\n## Affirmative action definition\n# Employee Appointment Types\n## Permanent appointment\n## Probationary period\n## Time-limited appointment\n## Temporary appointment\n## Exceptions to temporary limits","[{\"question\":\"What does the 90% market rate benchmark mean for proposed total salary increases?\",\"answer\":\"The UNC System HR view treats 90% of the established market rate as a defensible proposed total salary for competitiveness. Increases above 90% may be allowed if supported by a strong salary argument with quantifiable market evidence and comparable peer salaries and/or special skills and experience.\"},{\"question\":\"When are 1095-C and 1095-B forms required?\",\"answer\":\"1095-C filing is required for employers with 50 or more Full Time Equivalents (FTEs) on average during the prior year, reporting offers of coverage for each full-time employee. 1095-B filing is required for self-insured employers with less than 50 FTEs on average, reporting coverage for employees and dependents.\"},{\"question\":\"What is required of an ALE under the Affordable Care Act and what happens if standards are not met?\",\"answer\":\"An ALE with 50 or more Fulltime Equivalents must offer affordable health coverage meeting minimum effective coverage and minimum value standards to qualified full-time employees. If the ALE fails to offer (or does not choose to offer) coverage meeting these standards for at least 95% of qualified full-time employees—or if an employee qualifies for a government subsidy via the exchange—the ALE is subject to an Employee Shared Responsibility Payment (ESRP).\"},{\"question\":\"How do permanent, probationary, time-limited, and temporary appointments differ?\",\"answer\":\"A permanent appointment is for a permanently established position where retention is expected on a permanent basis and is issued after probationary requirements are satisfied (or after a time-limited appointment extends beyond three years). Probationary appointments require a period to evaluate performance and may last 12 months. Time-limited appointments have limited duration and can become permanent after retention beyond three years. Temporary appointments are for a limited term normally not to exceed three to six months and cannot exceed 11 consecutive months, with stated exceptions.\"}]","Office of State Human Resources and UNC System Office Terminology - Terms and Definitions | PDF",7]