reglab/housing_qa huggingface dataset:
NC Gen Stat § 126-14 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 5 - Political Activity of Employees.|§ 126-14 - Promise or threat to obtain political contribution or support.

 126-14. Promise or threat to obtain political contribution or support.(a) It is unlawful for a State employee or a person appointed to State office, other than elective office or office on a board, commission, committee, or council whose function is advisory only, whether or not subject to the North Carolina Human Resources Act, to coerce:(1) a State employee subject to the North Carolina Human Resources Act,(2) a probationary State employee,(3) a temporary State employee, or(4) an applicant for a position subject to the North Carolina Human Resources Actto support or contribute to a political candidate, political committee as defined in G.S. 163-278.6, or political party or to change the party designation of the individual's voter registration by threatening that change in employment status or discipline or preferential personnel treatment will occur with regard to an individual listed in subdivisions (1) through (4) of this subsection.  (a1) It is unlawful for an individual as defined in G.S. 138A-3(70)a. to coerce a person as described in G.S. 138A-32(d)(1), (2), or (3) to support or contribute to a political candidate, a political committee as defined in G.S. 163-278.6, or a political party by threatening discipline or promising preferential treatment with regard to that person's business with the individual's State office or that person's activities regulated by the individual's State office.(b) Any person violating this section shall be guilty of a Class 2 misdemeanor.(c) A State employee subject to the North Carolina Human Resources Act, probationary State employee, or temporary State employee who without probable cause falsely accuses a State employee or a person appointed to State office of violating this section shall be subject to discipline or change in employment status in accordance with the provisions of G.S. 126-35, 126-37, and 126-38 and may, as otherwise provided by law, be subject to criminal penalties for perjury or civil liability for libel, slander, or malicious prosecution.  (1967, c. 821, s. 1; 1985, c. 469, s. 2; 1991, c. 505, s. 1; 1993, c. 539, s. 931; 1994, Ex. Sess., c. 24, s. 14(c); 2010-169, s. 1(a); 2013-382, s. 9.1(c); 2017-6, s. 3; 2018-146, ss. 3.1(a), (b), 6.1.)
NC Gen Stat § 126-14.1 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 5 - Political Activity of Employees.|§ 126-14.1 - Threat to obtain political contribution or support.

 126-14.1. Threat to obtain political contribution or support.(a) It is unlawful for any person to coerce:(1) a State employee subject to the North Carolina Human Resources Act,(2) a probationary State employee,(3) a temporary State employee, or(4) an applicant for a position subject to the North Carolina Human Resources Actto support or contribute to a political candidate, political committee as defined in G.S. 163-278.6, or political party or to change the party designation of his voter registration by explicitly threatening that change in employment status or discipline or preferential personnel treatment will occur with regard to any person listed in subdivisions (1) through (3) of this subsection.  (b) Any person violating this section shall be guilty of a Class 2 misdemeanor.(c) A State employee subject to the North Carolina Human Resources Act, probationary State employee, or temporary State employee, who without probable cause falsely accuses a person of violating this section shall be subject to discipline or change in employment status in accordance with the provisions of G.S. 126-34.02 and may, as otherwise provided by law, be subject to criminal penalties for perjury or civil liability for libel, slander, or malicious prosecution.  (1985, c. 469, s. 3; 1991, c. 505, s. 2; 1993, c. 539, s. 932; 1994, Ex. Sess., c. 24, s. 14(c); 2013-382, ss. 6.3, 9.1(c); 2017-6, s. 3; 2018-146, ss. 3.1(a), (b), 6.1.)
NC Gen Stat § 126-14.2 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 5 - Political Activity of Employees.|§ 126-14.2 - Political hirings limited.

 126-14.2. Political hirings limited.(a) It is the policy of this State that State departments, agencies, and institutions select from the pool of the most qualified persons for State government employment based upon job-related qualifications of applicants for employment using fair and valid selection criteria.(b) All State departments, agencies, and institutions shall select from the pool of the most qualified persons for State government employment without regard to political affiliation or political influence. For the purposes of this section, "qualified persons" shall mean each of the State employees or applicants for initial State employment who:(1) Have timely applied for a position in State government;(2) Have the essential qualifications for that position; and(3) Are determined to be substantially more qualified as compared to other applicants for the position, after applying fair and valid job selection criteria, in accordance with G.S. 126-5(e), G.S. 126-7.1, Articles 6 and 13 of this Chapter, and State personnel policies approved by the State Human Resources Commission.(c) It is a violation of this section if:(1) The complaining State employee or applicant for initial State employment timely applied for the State government position in question;(2) The complaining State employee or applicant for initial State employment was not hired into the position;(3) The complaining State employee or applicant for initial State employment was among the most qualified persons applying for the position as defined in this Chapter;(4) The successful applicant for the position was not among the most qualified persons applying for the position; and(5) The hiring decision was based upon political affiliation or political influence.(d) The provisions of this section shall not apply to positions exempt from this Chapter, except that this section does apply to exempt managerial positions as defined by G.S. 126-5(b)(2).  (1997-520, s. 1; 2013-382, s. 9.1(c); 2014-115, s. 55.3(b); 2015-260, s. 5.3; 2017-57, s. 35.18.)
NC Gen Stat § 126-14.3 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 5 - Political Activity of Employees.|§ 126-14.3 - Open and fair competition.

 126-14.3. Open and fair competition.The State Human Resources Commission shall adopt rules or policies to:(1) Assure recruitment, selection, and hiring procedures that encourage open and fair competition for positions in State government employment and that encourage the hiring of a diverse State government workforce.(2) Assure the proper and thorough advertisement of job openings in State government employment and lengthen, as appropriate, the period for submitting applications for State government employment.(3) Require that a closing date shall be posted for each job opening, unless an exception for critical classifications has been approved by the State Human Resources Commission.(4) Require that timely written notice shall be provided to each unsuccessful applicant for State employment who is in the pool of the most qualified applicants for a position, as defined by G.S. 126-14.2(b).(5) Assure that State departments, agencies, and institutions follow similar selection processes when hiring State employees in accordance with this Chapter.(6) Assure that State supervisory and management personnel, and personnel professionals, receive adequate training and continuing education to carry out the State's policy of hiring from among the most qualified persons.(7) Establish a monitoring system to measure the effectiveness of State agency personnel procedures to promote fairness and reduce adverse impact on all demographic groups in the State government workforce.(8) Otherwise implement the State's policy of nonpolitical hiring practices in accordance with this Chapter.  (1997-520, s. 1; 2013-382, s. 9.1(c).)
NC Gen Stat § 126-15 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 5 - Political Activity of Employees.|§ 126-15 - Disciplinary action for violation of Article.

 126-15. Disciplinary action for violation of Article.Failure to comply with this Article is grounds for disciplinary action which, in case of deliberate or repeated violation, may include dismissal or removal from office. (1967, c. 821, s. 1.)
NC Gen Stat § 126-16 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 6 - Equal Employment and Compensation Opportunity; Assisting in Obtaining State Employment.|§ 126-16 - Equal opportunity for employment and compensation by State departments and agencies and local political subdivisions.

 126-16. Equal opportunity for employment and compensation by State departments and agencies and local political subdivisions.All State agencies, departments, and institutions and all local political subdivisions of North Carolina shall give equal opportunity for employment and compensation, without regard to race, religion, color, national origin, sex, age, disability, or genetic information to all persons otherwise qualified.  (1971, c. 823; 1975, c. 158; 1977, c. 866, s. 7; 1979, c. 862, s. 3; 1983 (Reg. Sess., 1984), c. 1116, s. 111; 1985, c. 571, s. 2; 1991, c. 65, s. 6; 2013-382, s. 7.1.)
NC Gen Stat § 126-16.1 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 6 - Equal Employment and Compensation Opportunity; Assisting in Obtaining State Employment.|§ 126-16.1 - Equal employment opportunity training.

 126-16.1. Equal employment opportunity training.Each State agency, department, and institution and The University of North Carolina shall enroll each newly appointed supervisor or manager within one year of appointment in the Equal Employment Opportunity training offered or approved by the Office of State Human Resources.  (1991, c. 416, s. 1; 2013-382, ss. 7.2, 9.1(c).)
NC Gen Stat § 126-17 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 6 - Equal Employment and Compensation Opportunity; Assisting in Obtaining State Employment.|§ 126-17 - Retaliation by State departments and agencies and local political subdivisions.

 126-17. Retaliation by State departments and agencies and local political subdivisions.No State department, agency, or local political subdivision of North Carolina shall retaliate against an employee for protesting alleged violations of G.S. 126-16. (1977, c. 866, s. 8.)
NC Gen Stat § 126-18 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 6 - Equal Employment and Compensation Opportunity; Assisting in Obtaining State Employment.|§ 126-18 - Compensation for assisting person in obtaining State employment barred; exception.

 126-18. Compensation for assisting person in obtaining State employment barred; exception.It shall be unlawful for any person, firm or corporation to collect, accept or receive any compensation, consideration or thing of value for obtaining on behalf of any other person, or aiding or assisting any other person in obtaining employment with the State of North Carolina; provided, however, any person, firm, or corporation that is duly licensed and supervised by the North Carolina Department of Labor as a private employment service acting in the normal course of business, may collect such regular and customary fees for services rendered pursuant to a written contract when such fees are paid by someone other than the State of North Carolina; however, any person, firm, or corporation collecting fees for this service must have been licensed by the North Carolina Department of Labor for a period of not less than one year.Any person, firm or corporation collecting fees for this service must make a monthly report to the Department of Labor listing the name of the person, firm or corporation collecting fees and the person for whom a job was found, the nature and purpose of the job obtained, and the fee collected by the person, firm or corporation collecting the fee. Violation of this section shall constitute a Class 1 misdemeanor. (1977, c. 397, s. 1; 1993, c. 539, s. 933; 1994, Ex. Sess., c. 24, s. 14(c).)
NC Gen Stat § 126-19 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 6 - Equal Employment and Compensation Opportunity; Assisting in Obtaining State Employment.|§ 126-19 - Equal employment opportunity plans; reports; maintenance of services by Director of the Office of State Human Resources.

 126-19. Equal employment opportunity plans; reports; maintenance of services by Director of the Office of State Human Resources.(a) Each member of the Council of State under G.S. 143A-11, each of the principal departments enumerated in G.S. 143B-6, The University of North Carolina, the judicial branch, and the legislative branch, shall develop and submit on an annual basis an Equal Employment Opportunity plan which shall include goals and programs that provide positive measures to assure equitable and fair representation of North Carolina's citizens. The plans developed by the judicial branch and by the Legislative Services Office on behalf of the legislative branch shall be submitted to the General Assembly on or before June 1 of each year. All other such plans shall be submitted to the Director of the Office of State Human Resources for review and approval on or before March 1, of each year.(b) Repealed by Session Laws 2013-382, s. 7.3, effective August 21, 2013.(c) The Director of the Office of State Human Resources will provide services of Equal Employment Opportunity technical assistance, training, oversight, monitoring, evaluation, support programs, and reporting to assure that State government's work force is diverse at all occupational levels. These services shall be provided by qualified personnel.  (1991 (Reg. Sess., 1992) c. 919, ss. 2-4; 2013-382, ss. 7.3, 9.1(c).)
NC Gen Stat § 126-22 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 7 - The Privacy of State Employee Personnel Records.|§ 126-22 - Personnel files not subject to inspection under § 132-6.

 126-22. Personnel files not subject to inspection under 132-6.(a) Except as provided in G.S. 126-23 and G.S. 126-24, personnel files of State employees shall not be subject to inspection and examination as authorized by G.S. 132-6.(b) For purposes of this Article the following definitions apply:(1) "Employee" means any current State employee, former State employee, or applicant for State employment.(2) "Employer" means any State department, university, division, bureau, commission, council, or other agency subject to Article 7 of this Chapter.(3) "Personnel file" means any employment-related or personal information gathered by an employer or by the Office of State Human Resources. Employment-related information contained in a personnel file includes information related to an individual's application, selection, promotion, demotion, transfer, leave, salary, contract for employment, benefits, suspension, performance evaluation, disciplinary actions, and termination. Personal information contained in a personnel file includes an individual's home address, social security number, medical history, personal financial data, marital status, dependents, and beneficiaries.(4) "Record" means the personnel information that each employer is required to maintain in accordance with G.S. 126-23.(c) Personnel files of former State employees who have been separated from State employment for 10 or more years may be open to inspection and examination except for papers and documents relating to demotions and to disciplinary actions resulting in the dismissal of the employee. Retirement files maintained by the Retirement Systems Division of the Department of State Treasurer shall be made public pursuant to G.S. 128-33.1 and G.S. 135-6.1.(d) Repealed by Session Laws 2016-108, s. 2(d), effective July 22, 2016.  (1975, c. 257, s. 1; 1977, c. 866, s. 9; 2007-508, s. 4.5; 2008-194, s. 11(a); 2013-382, s. 9.1(c); 2016-108, s. 2(d).)
NC Gen Stat § 126-25 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 7 - The Privacy of State Employee Personnel Records.|§ 126-25 - Remedies of employee objecting to material in file.

 126-25. Remedies of employee objecting to material in file.(a) An employee, former employee, or applicant for employment who objects to material in the employee's file may place in his or her file a written statement relating to the material the employee considers to be inaccurate or misleading.(b) An employee, former employee, or applicant for employment who objects to material in the employee's file because he or she considers it inaccurate or misleading may seek the removal of such material from the file in accordance with a grievance procedure approved by the State Human Resources Commission. If the agency determines that material in the employee's file is inaccurate or misleading, the agency shall remove or amend the inaccurate material to ensure that the file is accurate. Nothing in this subsection shall be construed to permit an employee to appeal the contents of a performance appraisal or written disciplinary action.  (1975, c. 257, s. 1; c. 667, s. 2; 1977, c. 866, s. 11; 1985, c. 638; 2013-382, s. 7.4; 2014-115, s. 55.3(c).)
NC Gen Stat § 126-26 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 7 - The Privacy of State Employee Personnel Records.|§ 126-26 - Rules and regulations.

 126-26. Rules and regulations.The State Human Resources Commission shall prescribe such rules and regulations as it deems necessary to implement the provisions of this Article.  (1975, c. 257, s. 1; c. 667, s. 2; 2013-382, s. 9.1(c).)
NC Gen Stat § 126-27 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 7 - The Privacy of State Employee Personnel Records.|§ 126-27 - Penalty for permitting access to confidential file by unauthorized person.

 126-27. Penalty for permitting access to confidential file by unauthorized person.Any public official or employee who shall knowingly and willfully permit any person to have access to or custody or possession of any portion of a personnel file designated as confidential by this Article, unless such person is one specifically authorized by G.S. 126-24 to have access thereto for inspection and examination, shall be guilty of a Class 3 misdemeanor and upon conviction shall only be fined in the discretion of the court but not in excess of five hundred dollars ($500.00). (1975, c. 257, s. 1; 1993, c. 539, s. 934; 1994, Ex. Sess., c. 24, s. 14(c).)
NC Gen Stat § 126-28 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 7 - The Privacy of State Employee Personnel Records.|§ 126-28 - Penalty for examining, copying, etc., confidential file without authority.

 126-28. Penalty for examining, copying, etc., confidential file without authority.Any person, not specifically authorized by G.S. 126-24 to have access to a personnel file designated as confidential by this Article, who shall knowingly and willfully examine in its official filing place, remove or copy any portion of a confidential personnel file shall be guilty of a Class 3 misdemeanor and upon conviction shall only be fined in the discretion of the court but not in excess of five hundred dollars ($500.00). (1975, c. 257, s. 1; 1993, c. 539, s. 935; 1994, Ex. Sess., c. 24, s. 14(c).)
NC Gen Stat § 126-29 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 7 - The Privacy of State Employee Personnel Records.|§ 126-29 - Access to material in file for agency hearing.

 126-29. Access to material in file for agency hearing.A party to a quasi-judicial hearing of a State agency subject to Article 7 of this Chapter, or a State agency subject to Article 7 of this Chapter which is conducting a quasi-judicial hearing, may have access to relevant material in personnel files and may introduce copies of such material or information based on such material as evidence in the hearing either upon consent of the employee, former employee, or applicant for employment or upon subpoena properly issued by the agency either upon request of a party or on its own motion. Nothing in this Article shall impose liability on any agent or officer of the State for compliance with this provision, notwithstanding any other provision of this Article. (1977, c. 866, s. 12; 1987, c. 320, s. 5.)
NC Gen Stat § 126-30 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 7 - The Privacy of State Employee Personnel Records.|§ 126-30 - Fraudulent disclosure and willful nondisclosure on application for State employment; penalties.

 126-30. Fraudulent disclosure and willful nondisclosure on application for State employment; penalties.(a) Any employee who knowingly and willfully discloses false or misleading information, or conceals dishonorable military service; or conceals prior employment history or other requested information, either of which are significantly related to job responsibilities on an application for State employment may be subjected to disciplinary action up to and including immediate dismissal from employment. Dismissal shall be mandatory where the applicant discloses false or misleading information in order to meet position qualifications. Application forms for State employment shall include a statement informing applicants of the consequences of such fraudulent disclosure or lack of disclosure.(b) The employing authority within each department, university, board, or commission, shall verify the status of credentials and the accuracy of statements contained in the application of each new employee within 90 days from the date of the employees employment. Failure to verify the application shall not bar action under subsection (a) above.(c) The State Human Resources Commission shall issue rules and procedures to implement this section for all departments, agencies and institutions which are not exempted from the North Carolina Human Resources Act under G.S 126-5(c1). Each agency, department and institution which is exempted under G.S. 126-5(c1) shall issue regulations to implement this section pursuant to the rulemaking procedures applicable to it.  (1987, c. 666, s. 1; 2013-382, s. 9.1(c).)
NC Gen Stat § 126-34.01 (2021)
2021 North Carolina General Statutes|Chapter 126 - North Carolina Human Resources Act|Article 8 - Employee Appeals of Grievances and Disciplinary Action.|§ 126-34.01 - Grievance; resolution.

 126-34.01. Grievance; resolution.Any State employee having a grievance arising out of or due to the employee's employment shall first discuss the problem or grievance with the employee's supervisor, unless the problem or grievance is with the supervisor. Then the employee shall follow the grievance procedure approved by the State Human Resources Commission. The proposed agency final decision shall not be issued nor become final until reviewed and approved by the Office of State Human Resources. The agency grievance procedure and Office of State Human Resources review shall be completed within 90 days from the date the grievance is filed.  (2013-382, ss. 6.1, 9.1(c).)