reglab/statecodes huggingface dataset:
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1000 - COMPENSATION › Section 01I .1009-.1011

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
					 126-5;
					 126-9;
Eff. February
					 1, 1976;
Amended Eff. January 1, 1989; May 1, 1977;
Repealed Eff. August 3, 1992.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1000 - COMPENSATION › Section 01I .1012-..1013

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. May 1,
					 1977;
Amended Eff. January 1, 1989;
Repealed Eff.
					 August 3, 1992.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1100 - HOURS OF WORK AND OVERTIME PAY › Section 01I .1101 - REPEALED - FAIR LABOR STANDARDS ACT

Current through Register Vol. 39, No. 2, July 15, 2024
Authority Fair Labor
					 Standards Act;
Eff. February 1, 1976;
Repealed Eff.
					 October 1, 1976.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1100 - HOURS OF WORK AND OVERTIME PAY › Section 01I .1102 - REPEALED - EXEMPTIONS

Current through Register Vol. 39, No. 2, July 15, 2024
Authority Fair Labor
					 Standards Act;
Eff. February 1, 1976;
Repealed Eff.
					 November 1, 1979.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1100 - HOURS OF WORK AND OVERTIME PAY › Section 01I .1103 - REPEALED - HOURS OF WORK AND OVERTIME COMPENSATION

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. November 1,
					 1979;
Amended Eff. August 1, 1985;
Repealed Eff. August
					 3, 1992.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1200 - ATTENDANCE AND LEAVE › Section 01I .1201-.1204

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. June 1, 1983; January 1, 1983; May 1, 1980; May
					 1, 1979;
Repealed Eff. August 3,
					 1992.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1200 - ATTENDANCE AND LEAVE › Section 01I .1205 - REPEALED - PETTY LEAVE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Repealed Eff. January 1,
					 1983.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1200 - ATTENDANCE AND LEAVE › Section 01I .1206-.1210

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. January 1, 1989; June 1, 1983; June 1, 1982;
					 December 1, 1980;
Repealed Eff. August 3,
					 1992.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1300 - DISCIPLINARY ACTION: SUSPENSION AND DISMISSAL › Section 01I .1301-.1306

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
					 126-35;
					 126-37;
Eff. February
					 1, 1976;
Amended Eff. November 1, 1977;
Repealed Eff.
					 December 1, 1984.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1300 - DISCIPLINARY ACTION: SUSPENSION AND DISMISSAL › Section 01I .1307-.1314

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
					 126-35;
					 126-37;
					 126-38; Chapter 150B, Article
					 3,;
Eff. December 1, 1984;
Amended Eff. September 1,
					 1989; January 1, 1989; February 1, 1989; August 1, 1985;
Repealed
					 Eff. November 1, 1990.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1300 - DISCIPLINARY ACTION: SUSPENSION AND DISMISSAL › Section 01I .1315 - REPEALED - LOCAL AGENCIES SUBJECT TO SAME RULES AS STATE AGENCIES

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
					 126-35;
					 126-37;
Eff. November
					 1, 1990;
Repealed Eff. August 3,
					 1992.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1400 - ACTIONS BY LOCAL GOVERNING BODY › Section 01I .1401 - REPEALED - SALARY SCHEDULE ESTABLISHMENT

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-11;
					 126-9;
Eff. February
					 1, 1976;
Repealed Eff. July 1,
					 1977.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1400 - ACTIONS BY LOCAL GOVERNING BODY › Section 01I .1402 - REPEALED - ESTABLISHING EQUIVALENT PERSONNEL SYSTEM

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-11;
Eff. February 1,
					 1976;
Amended Eff. December 1, 1983;
Repealed August 3,
					 1992.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1400 - ACTIONS BY LOCAL GOVERNING BODY › Section 01I .1403 - REPEALED - CERTIFICATION: PERSONNEL ADMINISTRATION SYSTEM

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4; Federal Standards for a Merit System
					 of Personnel Administration;
Eff. August 1, 1980;
Repealed Eff. August 3, 1992.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1400 - ACTIONS BY LOCAL GOVERNING BODY › Section 01I .1404 - REPEALED - REQUIREMENTS FOR EQUIVALENT PERSONNEL SYSTEM

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-11; Federal Standards for A Merit System
					 of Personnel Administration;
Eff. February 1, 1981;
Amended Eff. October 1, 1983; June 1, 1983;
Repealed Eff. November
					 1, 1988.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1400 - ACTIONS BY LOCAL GOVERNING BODY › Section 01I .1405-.1413

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-11; Federal Standards for a Merit System
					 of Personnel Administration;
Eff. October 1, 1983;
Amended Eff. January 1, 1989;
Repealed Eff. August 3,
					 1992.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1500 - FORMS › Section 01I .1501-.1508

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. January 1, 1989;
Repealed Eff.
					 August 3, 1992.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1600 - PERSONNEL ADVISORY SERVICE TO LOCAL GOVERNMENT › Section 01I .1601-.1602

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-10;
Eff. February 1,
					 1976;
Amended Eff. January 1, 1989; April 1, 1981;
Repealed Eff. August 3, 1992.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1600 - PERSONNEL ADVISORY SERVICE TO LOCAL GOVERNMENT › Section 01I .1603 - REPEALED - CHARGES

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-10;
Eff. August 1,
					 1977;
Amended Eff. April 1, 1981;
Repealed Eff. August
					 3, 1992.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1700 - LOCAL GOVERNMENT EMPLOYMENT POLICIES › Section 01I .1701 - APPLICABILITY

Current through Register Vol. 39, No. 2, July 15, 2024
State law (N.C.G.S. Chapter 126, "The State Human Resources
					 Act") provides for the establishment of a system of personnel administration
					 applicable to certain local employees paid entirely or in part from federal
					 funds. Local governing boards are authorized by G.S. 126 to establish personnel
					 systems which will fully comply with the applicable federal standards and then
					 may remove such employees from the state system to their own
					 system.
Authority
					 G.S.
					 126-1;
					 126-11;
Eff. August
					 3, 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1700 - LOCAL GOVERNMENT EMPLOYMENT POLICIES › Section 01I .1702 - EMPLOYMENT OF RELATIVES

Current through Register Vol. 39, No. 2, July 15, 2024
(a) The term
				  "immediate family" includes wife, husband, mother, father, brother, sister,
				  son, daughter, grandmother, grandfather, grandson and granddaughter. Also
				  included are the step-, half- and in-law relationships based on the listing in
				  this Rule.
(b) Members of an
				  immediate family shall not be employed within the same agency if the employment
				  results in one member supervising another member of the employee's immediate
				  family, or if one member will occupy a position that has influence over another
				  member's employment, promotion, salary administration, or other related
				  management or personnel considerations. This includes employment on a
				  permanent, temporary, or contractual basis.
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20, 2016;
Amended Eff.
					 September 1, 2019.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1700 - LOCAL GOVERNMENT EMPLOYMENT POLICIES › Section 01I .1703 - CONFLICTING EMPLOYMENT

Current through Register Vol. 39, No. 2, July 15, 2024
No employee shall hold any office or have other employment
					 which may conflict with his employment in an agency which is subject to the
					 State Human Resources Act. Determination of conflict shall be made by the
					 agency director.
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1700 - LOCAL GOVERNMENT EMPLOYMENT POLICIES › Section 01I .1704 - PERSONNEL RECORDS AND REPORTS

Current through Register Vol. 39, No. 2, July 15, 2024
Such personnel records as are necessary for the proper
					 administration of a personnel service system and related programs will be
					 maintained. Periodic reports will be prepared as necessary to indicate
					 compliance with applicable state and local requirements and the federal and
					 state standards:
(1) Personnel
				  Records. Each agency shall maintain a service record for each employee
				  including name, position title, organization unit, all changes in status,
				  performance evaluations and other information considered pertinent.
(2) Payroll Records. An accurate copy of the
				  payroll of each local social services, public health, mental health and civil
				  preparedness unit shall be submitted to the agency, personnel and/or budget
				  offices within two weeks following each payroll period. The payroll information
				  shall be used in reviewing conformity by local units to establish rules and
				  regulations.
Authority
					 G.S.
					 126-4; 153-A-98; Standards for a Merit System
					 of Personnel Administration;
Eff. August 3, 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1800 - GENERAL PROVISIONS › Section 01I .1801 - AUTHORITY FOR CLASSIFICATION PLAN

Current through Register Vol. 39, No. 2, July 15, 2024
(a) The State
				  Human Resources Director is authorized to allocate and reallocate individual
				  positions consistent with the basic established classification and pay
				  plan.
(b) The State Human Resources
				  Director is authorized to modify the classification plan for local government
				  positions subject to Chapter 126 of the North Carolina General Statutes pending
				  final approval of the State Human Resources Commission and the
				  Governor.
Authority
					 G.S.
					 126-3;
					 126-4(1);
					 126-5(a);
Eff. August 3, 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1800 - GENERAL PROVISIONS › Section 01I .1802 - POLICY ON ESTABLISHING MINIMUM QUALIFICATION STANDARDS

Current through Register Vol. 39, No. 2, July 15, 2024
(a) It shall be the policy of the state to
				  establish job-related minimum qualification standards wherever they are
				  practical for each class of work in the position classification plan. The
				  standards will be based on the required skills, knowledges and abilities common
				  to each classification. The qualification standards and job-related skills,
				  knowledges and abilities shall serve as guides for the selection and placement
				  of individuals.
(b) The training
				  and experience statements serve as indicators of the possession of identical
				  skills, knowledges and abilities and as guides to primary sources of
				  recruitment; reasonable substitutions of formal education and job-related
				  experience, one for the other, will be made. The State Human Resources
				  Commission recognizes that a specific quantity of formal education or number of
				  years experience does not always guarantee possession of the identified skills,
				  knowledges and abilities for every position in a class. Qualifications
				  necessary to perform successfully may be attained in a variety of combinations.
				  Management is responsible for determining specific job-related qualifications
				  that are an addition to minimum standards. Management shall be responsible for
				  any adverse effects resulting from the use of selection standards that have not
				  been established or approved by the State Human Resources Director.
(c) The State Human Resources Director is
				  authorized to modify training and experience requirements for established
				  classifications consistent with this policy and to report such changes to the
				  Board.
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1800 - GENERAL PROVISIONS › Section 01I .1803 - EXPIRED - CLASSIFICATION METHOD

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Expired Eff. September 1, 2016 pursuant to
					 G.S.
					 150B-21.3A.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1800 - GENERAL PROVISIONS › Section 01I .1804 - ALLOCATION OF POSITIONS TO CLASSIFICATION PLAN

Current through Register Vol. 39, No. 2, July 15, 2024
Every covered position in local government shall be
					 allocated to an appropriate class in the classification plan. The allocation of
					 a position is its assignment to a class containing all positions which are
					 sufficiently similar in duty assignments to justify common treatment in
					 selection, compensation and other employment processes. A class may consist of
					 a single unique position or of many like positions.
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1800 - GENERAL PROVISIONS › Section 01I .1805 - PROVISIONS FOR TENTATIVE TEMPORARY CLASSIFICATION

Current through Register Vol. 39, No. 2, July 15, 2024
The State Human Resources Director is authorized to
					 establish temporary classifications with tentative pay grades when insufficient
					 market compensation information is available to make permanent classification
					 and pay recommendations to the State Human Resources Commission. When
					 sufficient market compensation information is available, the Director will make
					 a recommendation to the State Human Resources Commission that will incorporate
					 the temporary classification and pay into the permanent classification plan and
					 pay plan. Such temporary classifications shall be administered according to all
					 applicable rules approved by the State Human Resources
					 Commission.
Authority
					 G.S.
					 126-3(8);126-4;
Eff. August 3,
					 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20, 2016;
Amended Eff.
					 September 1, 2019.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1800 - GENERAL PROVISIONS › Section 01I .1806 - NEW AND ADDITIONAL PERMANENT: FULL OR PART TIME POSITIONS

Current through Register Vol. 39, No. 2, July 15, 2024
The duties of a budgeted position must be defined and the
					 position must be assigned to an official classification in the salary
					 plan.
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1900 - RECRUITMENT AND SELECTION › Section 01I .1901 - EXPIRED - RECRUITMENT

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Expired Eff. September 1, 2016 pursuant to
					 G.S.
					 150B-21.3A.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1900 - RECRUITMENT AND SELECTION › Section 01I .1902 - POSTING AND ANNOUNCEMENT OF VACANCIES

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Vacant positions to be filled shall be posted by the agency having the
				  vacancy.
(b) Vacancies that will be
				  filled from within the agency workforce shall have an application period of not
				  less than seven calendar days. These vacancies will be posted in an area known
				  to employees in an announcement that includes, at minimum the title, salary
				  range, duties, knowledge and skill requirements, minimum training and
				  experience standard, closing date, and contact person for each position to be
				  filled. Posting is not required when an agency head determines it will not
				  openly recruit based upon a business need for vacancies:
(1) that are committed to a budget
				  reduction;
(2) used to avoid a
				  reduction in force;
(3) used for
				  disciplinary transfers or demotions;
(4) to be filled by transfer of an employee
				  to avoid the threat of bodily harm;
(5) that must be filled immediately to
				  prevent work stoppage in constant demand situations, or to protect the public
				  health, safety, or security;
(6) to
				  be filled by a legally binding settlement agreement;
(7) to be filled in accordance with a
				  pre-existing written agency workforce plan; or
(8) that must be filled immediately because
				  of a widespread outbreak of a serious communicable disease.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1900 - RECRUITMENT AND SELECTION › Section 01I .1903 - APPLICANT INFORMATION AND APPLICATION

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Persons applying for a local vacancy must complete and submit the application
				  form designated by the hiring authority. Local agencies are not required to
				  accept applications for a position that is not vacant.
(b) Each agency shall be responsible for
				  evaluating the accuracy of statements made in an application and may seek
				  job-related evidence of the applicant's suitability for employment.
(c) An applicant shall be disqualified if he
				  or she:
(1) lacks any of the preliminary
				  qualifications established for the class of the position being applied
				  for;
(2) has made a false statement
				  of material fact in the application process;
(3) fails to submit a completed application
				  within the prescribed time limits;
(4) lacks the physical or mental ability to
				  perform the essential functions of the position even with reasonable
				  accommodation.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1900 - RECRUITMENT AND SELECTION › Section 01I .1904 - EXPIRED - VETERAN'S PREFERENCE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Expired Eff. September 1, 2016 pursuant to
					 G.S.
					 150B-21.3A.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .1900 - RECRUITMENT AND SELECTION › Section 01I .1905 - SELECTION

Current through Register Vol. 39, No. 2, July 15, 2024
(a) Selection of
				  Applicants:
(1) As set forth in
				  G.S.
				  126-14, using fair and valid selection
				  criteria, the agency shall review the credentials of each applicant in order to
				  determine who possesses the minimum qualifications including selective
				  criteria. "Selective criteria" shall be defined as additional minimum
				  qualifications identified by the agency. From those applicants who meet the
				  minimum qualifications, a pool of the most qualified candidates shall be
				  identified by the agency. The pool of most qualified candidates shall be those
				  individuals determined to be substantially more qualified than other
				  applicants. The individual selected for the position shall be from among the
				  most qualified applicants.
(2)
				  Selection procedures and methods shall be validly related to the duties and
				  responsibilities of the vacancy to be filled.
(3) Agencies shall select from the pool of
				  the most qualified persons to fill vacant positions.
(4) The agency shall provide written notice
				  of non-selection to all unsuccessful candidates in the most qualified
				  pool.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2000 - APPOINTMENT AND SEPARATION › Section 01I .2001 - EXPIRED - APPOINTMENT

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Expired Eff. September 1, 2016 pursuant to
					 G.S.
					 150B-21.3A.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2000 - APPOINTMENT AND SEPARATION › Section 01I .2002 - TYPES OF APPOINTMENTS AND DURATION

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Probationary Appointment: The probationary period is an essential extension of
				  the selection process and provides the time for effective adjustment of the new
				  employee or elimination of those whose performance will not meet acceptable
				  standards. Probationary appointments are administered as follows:
(1) The agency shall require a probationary
				  period for:
(A) Individuals receiving original
				  appointments to permanent positions;
(B) Employees accepting a position in a
				  different agency in the same county or in another county that is subject to
				  G.S. Chapter 126. This applies to those who have already achieved career
				  status; and
(C) Individuals being
				  rehired following a 31 day break in service may be required to serve a
				  probationary period as set out in Subparagraph (2).
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2000 - APPOINTMENT AND SEPARATION › Section 01I .2003 - PROMOTION

Current through Register Vol. 39, No. 2, July 15, 2024
(a) Promotion is an
				  advancement from one position to another with a higher salary grade.
(b) Selection for promotion shall be based
				  upon demonstrated capacity and quality of services. If a promotion results from
				  movement to another position, the candidate must possess the minimum training
				  and experience for the classification. If the promotion results from the
				  present position being reallocated to a higher classification, the employee may
				  be promoted by the local government agency through waiver of the stated
				  training and experience requirements.
(c) An employee in a work-against appointment
				  cannot be promoted, upon reallocation of his or her position, by waiver of
				  training and experience requirements until he or she has served at least one
				  year in the work-against class or until qualified for the new class. The
				  incumbent in a work-against situation must be promoted as soon as he or she
				  meets the qualifications for the higher class or the position must be
				  reallocated to the lower class.
(d)
				  An employee in probationary or trainee status may be promoted to another
				  position in a higher classification if the person is qualified for such an
				  appointment. The employee's probationary period shall continue for the duration
				  defined in
				  G.S.
				  126-1.1.
(e) An employee in probationary status
				  occupying a position at the time it is reallocated upward may be promoted to
				  the new class if the person possesses the minimum training and experience
				  requirements; if not qualified, the employee shall remain at the former level
				  working against the higher classification or be separated. If promoted during
				  the probationary period, the employee shall continue in probationary status
				  until the duration defined in
				  G.S.
				  126-1.1 has been satisfied, beginning with
				  the initial probationary appointment.
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20, 2016;
Amended Eff.
					 September 1, 2019.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2000 - APPOINTMENT AND SEPARATION › Section 01I .2004 - DEMOTION OR REASSIGNMENT

Current through Register Vol. 39, No. 2, July 15, 2024
Demotion or reassignment is a change in status resulting
					 from assignment of a position to a lower classification level. It may result
					 from the choice of the employee, reallocation of a position, inefficiency in
					 performance, unacceptable conduct, reduction-in-force, or better utilization of
					 individual resources. If the change results from inefficiency in performance or
					 as a disciplinary action, the action is considered a demotion. If the change
					 results from a mutually agreed upon arrangement, the action is considered a
					 reassignment. When an employee in permanent, probationary or trainee status is
					 demoted, it is expected that he will possess the minimum qualifications
					 required for the new class at the respective level of
					 appointment.
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2100 - COMPENSATION › Section 01I .2101 - COMPENSATION PLAN

Current through Register Vol. 39, No. 2, July 15, 2024
(a) The
				  compensation plan shall include a schedule of salary ranges and rules for
				  salary administration. Within basic policies and rules established by the State
				  Human Resources Commission, local jurisdictions may establish and administer
				  compensation plans which provide a level of pay based upon financial ability,
				  fiscal policy, and local prevailing rates.
(b) A compensation plan shall be maintained
				  which provides a salary rate structure or structures adequate to appropriately
				  compensate all positions subject to the State Human Resources Act. This
				  structure may be revised in composition, or the total structure moved upward or
				  downward, in response to labor market trends and to legislative actions
				  affecting salaries; such action is dependent on the availability of
				  funds.
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2100 - COMPENSATION › Section 01I .2102 - ESTABLISHMENT OF SALARY SCHEDULE

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Local jurisdictions shall establish and administer salary schedules which meet
				  basic approval requirements of the State Human Resources Commission as follows:
(1) The schedule must consist of series of
				  salary ranges with minimum, maximum, and intermediate rates of pay.
(2) There must be a vertical increase between
				  consecutive salary ranges within the schedule.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2100 - COMPENSATION › Section 01I .2103 - SALARY RATES

Current through Register Vol. 39, No. 2, July 15, 2024
(a) New
				  Appointments. The entrance salary rate for an employee shall be at the minimum
				  of the range or at a salary rate within the salary range assigned to the class
				  unless an employee is hired in a trainee appointment. Discretion should be
				  exercised by boards of county commissioners or their designees on new
				  appointments salaries above the minimum of the range to avoid creating salary
				  inequities within the jurisdiction.
(b) Promotion. When a promotion occurs, the
				  employee's salary shall be increased, if it is below the new minimum, to at
				  least the minimum rate of the salary range assigned to the class to which the
				  employee is promoted. If an employee's current salary is already above the new
				  minimum salary rate, his salary may be adjusted upward or left unchanged at the
				  discretion of local management, provided that the adjusted salary does not
				  exceed the maximum of the assigned salary range. If the salary falls between
				  steps in the salary range, it may be adjusted to the next higher step in the
				  range.
(c) Demotion. When an
				  employee's current salary falls above the maximum of the range for the lower
				  class, his salary may remain the same until general schedule adjustments or
				  range revisions bring it back within the lower range or may the salary be
				  reduced to any step in the lower salary range, as long as the reduced salary
				  does not fall below the minimum salary rate of that range. If the employee's
				  current salary falls between steps in the lower range, it may be reduced to the
				  next lower step.
(d) Salary
				  Adjustments; Salary Plan Revisions. When the salary rates in the salary plan
				  are changed or a class is moved to a higher or lower salary grade, the
				  following adjustments shall be made in incumbents' salary rates:
(1) When it is an upward revision and the
				  employee's current salary is less than the minimum salary rate of the salary
				  range for the classification, the employee's salary shall be adjusted to at
				  least the minimum of the range. If the employee's salary is already at or above
				  the new minimum of the range, management may elect to increase the salary to
				  another step within the range. An employee's salary may not, however, exceed
				  the maximum of the range.
(2) If
				  there is a downward revision, management may elect to reduce each employee's
				  salary rate by a corresponding amount or allow the salary rates to remain the
				  same.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2100 - COMPENSATION › Section 01I .2104 - EXPIRED - PAY STATUS

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Expired Eff. September 1, 2016 pursuant to
					 G.S.
					 150B-21.3A.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2100 - COMPENSATION › Section 01I .2105 - REPEALED - OTHER PAY

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
					 126-5;
					 126-9;
Eff. August 3,
					 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20, 2016;
Repealed Eff.
					 September 1, 2019.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2100 - COMPENSATION › Section 01I .2106 - ASSIGNMENT OF CLASSES WITHIN SALARY SCHEDULE

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Within an approved salary schedule, local jurisdictions may determine salary
				  range assignments for competitive service classes. The following basic
				  requirements shall be adhered to in making salary range assignments:
(1) The use of appropriate class
				  relationships based upon differences in the difficulty and responsibility of
				  the work. In this regard, the relative difference between and among classes in
				  a class series, and between significantly related classes within an
				  occupational grouping, must be maintained as reflected by the official
				  classification plan. Exception requests may occasionally arise as a matter of
				  local fiscal policy. Such requests, accompanied by supporting data and staff
				  recommendation, will be presented to the State Human Resources Commission for
				  approval;
(2) Each class will
				  retain the same salary range assignment in its use in all subject programs of
				  the jurisdiction;
(3) The current
				  salary of each employee, except under specific circumstances included in the
				  approved rules for salary administration, must fall between the minimum and
				  maximum steps of the salary range of the class to which his position is
				  assigned;
(4) A final factor to be
				  used in making salary range assignments is consideration of the local financial
				  ability and fiscal policy.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2100 - COMPENSATION › Section 01I .2107 - PROCEDURES FOR SUBMISSION AND APPROVAL

Current through Register Vol. 39, No. 2, July 15, 2024
(a) By
				  the beginning date of each fiscal year and at times of any change during
				  interim periods, a designated or modified salary schedule, and a list of salary
				  range assignments to classes will be submitted to the State Human Resources
				  Director. The State Human Resources Director shall review the proposed schedule
				  and salary range assignments, determine that approval requirements have been
				  met and certify jurisdictions meeting these requirements to the State Human
				  Resources Commission. The State Human Resources Commission will then review and
				  either grant or withhold approval of the proposed plan in each case. In cases
				  where opposition to a proposed plan is unresolved locally, the State Human
				  Resources Commission will hear the opposing arguments in public session prior
				  to making a final decision.
(b) An
				  approved salary schedule and salary range assignment plan must be in effect
				  within a jurisdiction at all times.
Authority
					 G.S.
					 126-4;
					 122C-156(a);
Eff. August 3, 1992;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2100 - COMPENSATION › Section 01I .2108 - COMPENSATION OF AREA MENTAL HEALTH DIRECTORS

Current through Register Vol. 39, No. 2, July 15, 2024
(a) The
				  salary of an Area Mental Health Director shall be established by the area board
				  of the Local Management Entity and shall be within the salary range recommended
				  for Area Mental Health Directors by the Office of State Human Resources and
				  approved by the State Human Resources Commission.
(b) Each director's salary shall be based
				  upon labor market data from counties within the Local Management Entity. The
				  salary may not be less than the minimum of the range, nor more than the maximum
				  of the range established for Area Mental Health Directors under this
				  Rule.
(c) Area boards may request
				  an adjustment to the salary range for Area Mental Health Directors from the
				  State Human Resources Commission in accordance with
				  G.S.
				  122C-121(a1).
Authority
					 G.S.
					 126-4;
					 122C-156(a);
Eff. May 1, 2008;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2200 - HOURS OF WORK AND OVERTIME COMPENSATION › Section 01I .2201 - EXPIRED - HOURS OF WORK AND OVERTIME COMPENSATION

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. August 3,
					 1992;
Expired Eff. September 1, 2016 pursuant to
					 G.S.
					 150B-21.3A.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2300 - DISCIPLINARY ACTION: SUSPENSION, DISMISSAL AND APPEALS › Section 01I .2301 - JUST CAUSE FOR DISCIPLINARY ACTION

Current through Register Vol. 39, No. 2, July 15, 2024
(a) Any
				  employee, regardless of occupation, position, or profession may be warned,
				  demoted, suspended or dismissed by the appointing authority. Such actions may
				  be taken against employees with career status as defined in
				  G.S.
				  126-1.1 only for just cause. The degree and
				  type of action taken shall be based upon the judgment of the appointing
				  authority in accordance with the provisions of this Rule. When just cause
				  exists the only disciplinary actions provided for under this Section are:
(1) Written warning;
(2) Disciplinary suspension without
				  pay;
(3) Demotion; and
(4) Dismissal.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2300 - DISCIPLINARY ACTION: SUSPENSION, DISMISSAL AND APPEALS › Section 01I .2302 - DISMISSAL FOR UNSATISFACTORY PERFORMANCE OF DUTIES

Current through Register Vol. 39, No. 2, July 15, 2024
(a) Unsatisfactory Job Performance is
				  work-related performance that fails to meet job requirements as specified in
				  the job description, work plan, or as directed by the management of the work
				  unit or agency.
(b) Agencies shall
				  apply this Rule consistent with the requirements of
				  25 NCAC
				  01J .0605.
(c) In order to be dismissed for a current
				  incident of unsatisfactory job performance, an employee must first receive at
				  least two prior disciplinary actions. First, one or more written warnings,
				  followed by a warning or other disciplinary action that notifies the employee
				  that failure to make the required performance improvements may result in
				  dismissal.
(d) Prior to the
				  decision to dismiss an employee, the agency director or designated management
				  representative must conduct a pre-disciplinary conference with the employee in
				  accordance with the procedural requirements of Rule .2308 of this
				  Section.
(e) An employee who is
				  dismissed must receive written notice of the specific reasons for the dismissal
				  as well as notice of any applicable appeal rights.
(f) Failure to give specific written reasons
				  for the dismissal, failure to give written notice of applicable appeal rights,
				  or failure to conduct a pre-disciplinary conference constitute procedural
				  violations with remedies as provided for in
				  25 NCAC
				  01J .1316. Time limits for filing a grievance
				  do not start until the employee receives written notice of any applicable
				  appeal rights.
Authority
					 G.S.
					 126-4;
					 126-35;
Eff. August
					 3, 1992;
Amended Eff. April 1, 2001; December 1, 1995;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20, 2016;
Amended Eff.
					 September 1, 2019.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2300 - DISCIPLINARY ACTION: SUSPENSION, DISMISSAL AND APPEALS › Section 01I .2303 - DISMISSAL FOR GROSSLY INEFFICIENT JOB PERFORMANCE

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Grossly inefficient job performance is a type of unacceptable personal conduct
				  and means the employee fails to perform job requirements as specified in the
				  job description, work plan, or as directed by the management of the work unit
				  or agency and that failure results in:
(1)
				  death or serious harm or the creation of the potential for death or serious
				  harm, to a client(s), an employee(s), members of the public or to a person(s)
				  over whom the employee has responsibility; or
(2) the loss of or damage to agency property
				  or funds that result in a serious impact on the agency or work unit.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter I - SERVICE TO LOCAL GOVERNMENT › Section .2300 - DISCIPLINARY ACTION: SUSPENSION, DISMISSAL AND APPEALS › Section 01I .2304 - DISMISSAL FOR UNACCEPTABLE PERSONAL CONDUCT

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Employees may be dismissed for a current incident of unacceptable personal
				  conduct without any prior active disciplinary actions. For unacceptable
				  personal conduct, any level of discipline may be imposed without
				  warning.
(b) Unacceptable personal
				  conduct means:
(1) conduct on or off the job
				  that is related to the employee's job duties and responsibilities for which no
				  reasonable person should expect to receive prior warning;
(2) conduct that constitutes violation of
				  State or federal law;
(3)
				  conviction of a felony that is detrimental to or impacts the employee's service
				  to the agency;
(4) the willful
				  violation of work rules;
(5)
				  conduct unbecoming an employee that is detrimental to the agency's
				  service;
(6) the abuse of
				  client(s), patient(s), or a person(s) over whom the employee has charge or to
				  whom the employee has a responsibility, or of an animal owned or in the custody
				  of the agency;
(7) falsification of
				  an employment application or other employment documentation;
(8) insubordination that is the willful
				  failure or refusal to carry out an order from an authorized
				  supervisor;
(9) absence from work
				  after all authorized leave credits and benefits have been exhausted;
				  or
(10) failure to maintain or
				  obtain credentials or certifications.