reglab/statecodes huggingface dataset:
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0600 - COMPETITIVE SERVICE › Section 01C .0601 - REPEALED - STANDARDS FOR A MERIT SYSTEM OF PERSONNEL ADMINISTRATION

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 42 USC
					 246(a)(2)(f);
					 42 USC 246(d)(2)(f);
					 42 USC
					 291d(a)(8);
42 USC
					 302(a)(5)(A);
					 42 USC 602(a)(5)(A);
					 42 USC
					 705(a)(3)(A);
42 USC
					 1202(a)(5)(A);
					 42 USC 1352(a)(5)(A);
					 42 USC
					 1382(a)(5)(A);
42 USC
					 1396a(a)(4)(A);
					 42 USC 2674(b)(7);
					 42 USC
					 2684(a)(6);
87
					 Stat. 41; 86 Stat. 92; 42
					 USC 4573(a)(5);
					 42 USC 503(a)(1) and
29 USC
					 49d(b);
					 50 USC app. 2286(a)(4);
					 7 CFR
					 271.1(g);
					 45 CFR 14.5(b)(3)(i);
45 CFR
					 220.49(c);
					 29 CFR 1902.3(h);
					 29 USC
					 35(a)(6);
					 45 CFR 401.12;
29 USC
					 42-1(c)(5);
					 45 CFR 402.7;
Eff.
					 February 1, 1976;
Repealed Eff. October 1,
					 2006.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0600 - COMPETITIVE SERVICE › Section 01C .0602 - REPEALED - POSITIONS UNDER COMPETITIVE SERVICE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-12;
					 42 USC
					 246(a)(2)(f);
					 42 USC 246(d)(2)(f);
42 USC
					 291d(a)(8);
					 42 USC 302(a)(5)(A);
					 42 USC
					 602(a)(5)(A);
42 USC
					 705(a)(3)(A);
					 42 USC 1202(a)(5)(A);
					 42 USC
					 1352(a)(5)(A);
42 USC
					 1382(a)(5)(A);
					 42 USC 1396a(a)(4)(A);
					 42 USC
					 2674(b)(7);
42 USC
					 2684(a)(6);
					 87 Stat. 41; 86 Stat. 92;
					 42 USC
					 4573(a)(5);
42 USC
					 503(a)(1) and
					 29 USC 49d(b); 50 USC app.
					 2286(a)(4);
7 CFR
					 271.1(g);
					 45 CFR 14.5(b)(3)(i);
					 45 CFR
					 220.49(c);
					 29 CFR 1902.3(h);
BLS
					 Grant Application Kit, May 1, 1973, Supplemental Assurance No. 15A;
29 USC
					 35(a)(6) and
					 45 CFR 401.12;
					 29 USC
					 42-1(c)(5) and
					 45 CFR 402.7;
Eff.
					 February 1, 1976;
Amended Eff. October 1, 1980; March 1,
					 1979;
Repealed Eff. January 1,
					 2004.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0700 - SECONDARY EMPLOYMENT › Section 01C .0701 - POLICY

Current through Register Vol. 39, No. 2, July 15, 2024
The employment responsibilities to the state are primary
					 for any employee working full-time; any other employment in which that person
					 chooses to engage is secondary. An employee shall have approval from the agency
					 head before engaging in any secondary employment. The purpose of this approval
					 procedure is to determine that the secondary employment does not have an
					 adverse effect on the primary employment and does not create a conflict of
					 interest. The rules in this Section for secondary employment apply to all
					 employment not covered by the policy on Dual Employment in the North Carolina
					 State Budget Manual.
Authority
					 G.S.
					 126-4;
Eff. August 1,
					 1978;
Amended Eff. October 1, 2004, May 1, 1989;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 28,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0700 - SECONDARY EMPLOYMENT › Section 01C .0702 - AGENCY RESPONSIBILITY

Current through Register Vol. 39, No. 2, July 15, 2024
(a) Secondary
				  employment shall not be permitted when it would:
(1) create either directly or indirectly a
				  conflict of interest with the primary employment;
(2) impair in any way the employee's ability
				  to perform all expected duties, to make decisions and carry out in an objective
				  fashion the responsibilities of the employee's position.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0700 - SECONDARY EMPLOYMENT › Section 01C .0703 - EMPLOYEE RESPONSIBILITY

Current through Register Vol. 39, No. 2, July 15, 2024
(a) The employee
				  shall complete a Secondary Employment Form for any employment that is not
				  covered by the Dual Employment Policy in the North Carolina State Budget
				  Manual.
(b) The employee shall
				  update the Secondary Employment Form whenever there is any change in status or
				  annually whichever occurs first.
Authority
					 G.S.
					 126-4;
Eff. October 1,
					 2004;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 28,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0800 - REQUIREMENTS FOR TELEWORKING PROGRAMS › Section 01C .0801 - PURPOSE

Current through Register Vol. 39, No. 2, July 15, 2024
Teleworking allows agencies to designate employees to work
					 at alternate work locations for all or part of the workweek in order to promote
					 general work efficiencies.
Authority
					 G.S.
					 126-4; S.L. 1999-328;
Temporary
					 Adoption Eff. January 19, 2000;
Temporary Adoption Expired on
					 November 11, 2000;
Eff. April 1, 2001;
Amended Eff.
					 October 1, 2004;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 28,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0800 - REQUIREMENTS FOR TELEWORKING PROGRAMS › Section 01C .0802 - COVERED EMPLOYEES

Current through Register Vol. 39, No. 2, July 15, 2024
Teleworking is available as a work option in every agency
					 for full time and part time classified, temporary and time-limited employees.
					 The decision whether to allow a position or an employee to telework is within
					 management discretion and is not appealable to the State Human Resources
					 Commission.
Authority
					 G.S.
					 126-4; S.L. 1999-328;
Temporary
					 Adoption Eff. January 19, 2000;
Temporary Adoption Expired on
					 November 11, 2000;
Eff. April 1, 2001;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 28, 2014;
Amended Eff.
					 September 1, 2020.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0800 - REQUIREMENTS FOR TELEWORKING PROGRAMS › Section 01C .0803-.0806 - EXPIRED

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4; S.L. 1999-328;
Temporary
					 Adoption Eff. January 19, 2000;
Temporary Adoption Expired on
					 November 11, 2000;
Eff. April 1, 2001;
Amended Eff.
					 October 1, 2004;
Pursuant to
					 G.S.
					 150B-21.3A, rules expired on November 1,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0800 - REQUIREMENTS FOR TELEWORKING PROGRAMS › Section 01C .0807-.0810 - EXPIRED

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4; S.L. 1999-328;
Temporary
					 Adoption Eff. January 19, 2000;
Temporary Adoption Expired on
					 November 11, 2000.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0800 - REQUIREMENTS FOR TELEWORKING PROGRAMS › Section 01C .0811 - EXPIRED - DESIGNATION OF TERMS OF TELEWORKING ARRANGEMENTS

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4; S.L. 1999-328;
Temporary
					 Adoption Eff. January 19, 2000;
Temporary Adoption Expired on
					 November 11, 2000;
Eff. July 18, 2002;
Pursuant to
					 G.S.
					 150B-21.3A, rule expired on November 1,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0800 - REQUIREMENTS FOR TELEWORKING PROGRAMS › Section 01C .0812 - EXPIRED - DESIGNATION OF TERMS OF TELEWORKING ARRANGEMENTS

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4; S.L. 1999-328;
Temporary
					 Adoption Eff. January 19, 2000;
Temporary Adoption Expired on
					 November 11, 2000.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0800 - REQUIREMENTS FOR TELEWORKING PROGRAMS › Section 01C .0813 - TERMINATION OF TELEWORKING ARRANGEMENT

Current through Register Vol. 39, No. 2, July 15, 2024
The agency may terminate the teleworking agreement at its
					 discretion. Termination of a teleworking arrangement by management is not
					 grievable to the State Human Resources Commission under personnel policies. All
					 other grievable rights shall be set forth in the agency
					 policy.
Authority
					 G.S.
					 126-4; S.L. 1999-328;
Temporary
					 Adoption Eff. January 19, 2000;
Temporary Adoption Expired on
					 November 11, 2000;
Eff. July 18, 2002;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 28,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0900 - EMPLOYEE RECOGNITION PROGRAMS › Section 01C .0901 - STATE HUMAN RESOURCES RESPONSIBILITY

Current through Register Vol. 39, No. 2, July 15, 2024
The Office of State Human Resources shall establish
					 Employee Recognition Programs. Agencies shall establish and maintain employee
					 recognition programs that, at a minimum, recognize employee excellence, years
					 of dedicated service, and other employee recognition. Agencies shall develop a
					 plan for employee recognition programs that includes administration in an
					 equitable manner and incorporates how the program will be communicated to
					 employees statewide.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. December 1, 1995;
Recodified from
					 25 NCAC
					 01J .0401 Eff. December 29, 2003;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 28,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .0900 - EMPLOYEE RECOGNITION PROGRAMS › Section 01C .0902-.0903

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(10);
Eff.
					 February 1, 1976;
Amended Eff. July 1, 1983;
Temporary
					 Amendment Eff. January 1, 1989 for a Period of 180 Days to Expire on June 29,
					 1989;
Amended Eff. December 1, 1995; May 1, 1989; March 1,
					 1989;
Rule .0902 was recodified from
					 25 NCAC
					 01J .0404 Eff. December 29, 2003;
Rule .0903 was recodified from
					 25 NCAC
					 01J .0406 Eff. December 29, 2003;
Amended Eff. October 1, 2006;
Repealed Eff. April 1,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .1000 - SEPARATION › Section 01C .1001 - DEFINED

Current through Register Vol. 39, No. 2, July 15, 2024
Separation from state service occurs when an employee
					 leaves the payroll for reasons listed in this Section or upon death. Policies
					 stated in this Section, except for leave provisions, do not apply to employees
					 in positions designated exempt pursuant to
					 G.S.
					 126-5(c).
Authority
					 G.S.
					 126-4;
					 126-5(c);
Eff. February 1, 1976;
Amended Eff. May 1, 1989; October 1,
					 1977;
Recodified from
					 25 NCAC
					 01D .0501 Eff. December 29, 2003;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 28,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .1000 - SEPARATION › Section 01C .1002 - RESIGNATION

Current through Register Vol. 39, No. 2, July 15, 2024
An employee may terminate his services with the state by
					 submitting a resignation to the appointing authority. Employees shall be paid
					 in a lump sum for accumulated vacation leave.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Recodified from
					 25 NCAC
					 01D .0502 Eff. December 29, 2003;
Amended Eff. October 1, 2004, November 1, 1988; February 1, 1983;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 28,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .1000 - SEPARATION › Section 01C .1003 - RETIREMENT

Current through Register Vol. 39, No. 2, July 15, 2024
An employee may retire when he is eligible and applies for
					 immediate retirement benefits from the Teachers' and State Employees'
					 Retirement System or the Law Enforcement Officers' Benefit and Retirement Fund.
					 Employees are paid in a lump sum for accumulated vacation
					 leave.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. November 1, 1988; February 1, 1983;
Recodified from
					 25 NCAC
					 01D .0503 Eff. December 29, 2003;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 28,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .1000 - SEPARATION › Section 01C .1004 - REDUCTION IN FORCE

Current through Register Vol. 39, No. 2, July 15, 2024
(a) A State
				  government agency may separate an employee whenever it is necessary due to
				  shortage of funds or work, abolishment of a position, or other material change
				  in duties or organization. Retention of employees in classes affected shall be
				  based on systematic consideration of all the following factors: type of
				  appointment, relative efficiency, actual or potential adverse impact on the
				  diversity of the workforce, and length of service. No temporary or probationary
				  State employee as defined in
				  G.S.
				  126-1.1 shall be retained where an employee
				  with a permanent appointment shall be separated in the same or related
				  class.
(b) Agency Responsibilities:
(1) Each agency shall develop written
				  guidelines for reduction in force that meets its particular needs with
				  potential reductions being considered on a fair and systematic basis in
				  accordance with factors listed in Paragraph (a) of this Rule. Each agency's
				  guidelines shall be reviewed and approved by the Office of State Human
				  Resources and filed with the Office of State Human Resources as a public
				  record; and
(2) The employing
				  agency shall notify the employee in writing of separation as soon as possible
				  and in any case not less than 30 calendar days prior to the effective date of
				  separation. The written notification shall include the reasons for the
				  reduction in force, expected date of separation, the employee's eligibility for
				  priority reemployment consideration, applicable appeal rights, and other
				  benefits described in the agency's reduction in force guidelines.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .1000 - SEPARATION › Section 01C .1005 - DISMISSAL

Current through Register Vol. 39, No. 2, July 15, 2024
Dismissal is involuntary separation for cause and should be
					 made in accordance with the provisions of the policy on disciplinary action,
					 suspension and dismissal (see
					 25 NCAC
					 01J, Section .0600, DISCIPLINARY ACTION:
					 SUSPENSION AND DISMISSAL). Employees who are dismissed are paid in a lump sum
					 for accumulated annual leave.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. January 1, 1989;
Recodified from
					 25 NCAC
					 01D .0505 Eff. December 29, 2003;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 28,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .1000 - SEPARATION › Section 01C .1006 - VOLUNTARY RESIGNATION WITHOUT NOTICE

Current through Register Vol. 39, No. 2, July 15, 2024
An employee who is absent from work and does not contact
					 the employer for three consecutive scheduled workdays may be separated from
					 employment as a voluntary resignation. The separation creates no right of
					 grievance or appeal pursuant to the State Human Resources Act (G.S. Chapter
					 126). A factor to be considered when determining whether the employee should be
					 deemed to have voluntarily resigned is the employee's culpability in failing to
					 contact his or her employer.
Authority
					 G.S.
					 126-4(7a);
Eff.
					 November 1, 1989;
Recodified from
					 25 NCAC
					 01D .0518 Eff. December 29, 2003;
Amended Eff. September 1, 2004;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 28,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .1000 - SEPARATION › Section 01C .1007 - SEPARATION

Current through Register Vol. 39, No. 2, July 15, 2024
(a) An employee may
				  be separated when:
(1) the employee is
				  unavailable for work, meaning that all applicable leave credits and leave
				  benefits have been exhausted and agency management does not grant leave without
				  pay, as defined in
				  25 NCAC
				  01E .1101, the employee is unable to return
				  to all of the position's essential duties as set forth in the employee's job
				  description or designated work schedule due to a medical condition or the
				  vagueness of a medical prognosis, and the employee and agency are unable to
				  reach agreement on a return to work arrangement that meets both the needs of
				  the agency and the employee's condition;
(2) notwithstanding any unexhausted
				  applicable leave credits and leave benefits, the employee is unable to return
				  to all of the position's essential duties as set forth in the employee's job
				  description or designated work schedule due to a court order, due to a loss of
				  required credentials, due to a loss of other required certification, or due to
				  other extenuating circumstances that render the employee unable to perform the
				  position's essential duties as set forth in the employee's job description or
				  designated work schedule, and the employee and the agency are unable to reach
				  agreement on a return to work arrangement that meets both the needs of the
				  agency and the employee's situation; or
(3) notwithstanding any unexhausted
				  applicable leave credits and leave benefits, when an employee is on workers'
				  compensation leave of absence, or when an employee is working with temporary or
				  permanent work restrictions due to a work-related injury, and the employee is
				  unable to return to all of the position's essential duties as set forth in the
				  employee's job description or designated work schedule due to a medical
				  condition or the vagueness of a medical prognosis, and the employee and the
				  agency are unable to reach agreement on a return to work arrangement that meets
				  both the needs of the agency and the employee's medical condition, a separation
				  may occur on the earliest of the following dates:
(A) after the employee has reached maximum
				  medical improvement for the work related injury for which the employee is on
				  workers' compensation leave of absence and the agency is unable to accommodate
				  the employee's permanent work restrictions related to such injury; or
(B) 12 months after the date of the
				  employee's work related injury.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .1000 - SEPARATION › Section 01C .1008 - APPOINTMENT ENDED

Current through Register Vol. 39, No. 2, July 15, 2024
An "Appointment Ended" separation occurs when an employee
					 who is exempt pursuant to
					 G.S.
					 126-5 is separated for reasons other than
					 cause. These separations may occur whenever the Agency Head or the Governor
					 determines that the services of the employee are no longer
					 needed.
Authority
					 G.S.
					 126-4;
					 126-5;
Eff. March 1,
					 1996;
Recodified from
					 25 NCAC
					 01D .0520 Eff. December 29, 2003;
Amended Eff. October 1, 2004;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 28,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter C - PERSONNEL ADMINISTRATION › Section .1000 - SEPARATION › Section 01C .1009 - SEPARATION: PAYMENT OF VACATION LEAVE

Current through Register Vol. 39, No. 2, July 15, 2024
Payment for vacation leave shall be in accordance with
					 25 NCAC
					 01E .0210.
Authority
					 G.S.
					 28A-25-6;
					 126-4;
Eff. February
					 1, 1976;
Amended Eff. March 1, 1989, December 1, 1988, January 1,
					 1983;
Temporary Amendment Eff. January 1, 1989, for a Period of 180
					 Days to Expire June 29, 1989;
Amended Eff. July 1,
					 1995;
Recodified from
					 25 NCAC
					 01E .0210 Eff. December 29, 2003;
Amended Eff. December 1, 2008; October 1, 2004;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 28,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0101 - COMPENSATION PLAN

Current through Register Vol. 39, No. 2, July 15, 2024
The State Human Resources Commission shall maintain a
					 compensation plan by providing a salary rate structure or structures adequate
					 to appropriately compensate all positions subject to the State Human Resources
					 Act. This structure or structures may be revised in response to labor market
					 trends and to legislative actions affecting salaries; provided that such action
					 is dependent on the availability of funds. "Appropriate compensation" shall
					 mean compensation that encourages exceptional performance and maintains labor
					 market competitiveness within the limits of financial
					 resources.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. January 1, 1990;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. December 20, 2015;
Amended Eff.
					 April 1, 2017.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0102 - SALARY STRUCTURES

Current through Register Vol. 39, No. 2, July 15, 2024
(a) The salary
				  structures in the compensation plan maintained pursuant to Rule .0101 of this
				  Section shall include all positions subject to the State Human Resources Act.
				  Each such position shall be assigned to a pay grade with an associated salary
				  range based on similar employment in the defined labor market. Each pay grade
				  shall be assigned a minimum, midpoint, and maximum salary rate that is
				  competitive with rates in the external labor market, consistent with the
				  state's ability to pay and the hierarchy within state government employment.
				  The minimum and maximum salary rates shall be the lowest and highest salary
				  rates paid for a job assigned to that pay grade.
(b) Based on labor market demands, salary
				  rates for some classifications may be approved above the standard rates. When a
				  higher salary range (i.e., both the minimums and maximums are raised) is needed
				  to recruit employees to certain areas of the state, the higher range(s) will be
				  known as geographic differentials. When only the entry rates (and not the
				  maximums) need to be higher, the higher rates will be known as special entry
				  rates. Special entry rates may be approved on a geographic basis
				  also.
(c) When geographic
				  differentials are in effect, all salary administration policies are applied as
				  if the classification were at the higher grade. Provisions for applying special
				  entry rates are included in each policy.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. January 1, 1990;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. December 20, 2015;
Amended Eff.
					 April 1, 2017.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0103 - EXPIRED - STATE SALARY SCHEDULE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(2);
					 150B-14(c);
Eff. September 1, 1976;
Amended Eff. January 1, 1990; October 1,
					 1984; June 1, 1984; September 1, 1983;
Expired Eff. January 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 D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0104 - REPEALED - APPENDICES TO STATE SALARY SCHEDULE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. December 1, 1983; October 1, 1983; September 1,
					 1983; August 1, 1983;
Repealed Eff. December 1,
					 1984.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0105 - PAY STATUS

Current through Register Vol. 39, No. 2, July 15, 2024
(a) An employee
				  shall be deemed to be in pay status when working, when on paid leave, when
				  exhausting vacation or sick leave, or when on workers' compensation leave. Lump
				  sum payment of vacation leave upon separation shall not constitute paid leave
				  status.
(b) An employee shall not
				  be deemed to be in pay status after the last day of work if separated because
				  of resignation, dismissal, death, retirement, reduction in force, or in
				  accordance with any rule.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. October 1, 1983; July 1, 1983;
Temporary Amendment Eff. January 1, 1989 for a Period of 180 Days to Expire on
					 June 29, 1989;
Amended Eff. March 1, 1989;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. December 20, 2015;
Amended Eff.
					 April 1, 2017.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0106 - TOTAL COMPENSATION AND TOTAL EMPLOYMENT

Current through Register Vol. 39, No. 2, July 15, 2024
An employee being paid for full-time employment shall not
					 receive additional compensation for additional work performed for the state
					 except as provided under the dual employment policy and under the overtime
					 policies. Under the dual employment policy, an agency may secure the services
					 of an employee in another agency on a part-time, consulting or contractual
					 basis when the demand for an employee with special skills and abilities is
					 required for efficient operation of a program.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. December 20,
					 2015.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0107 - REPEALED - CROSS HIRING

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Repealed Eff. July 1, 2012.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0108 - REPEALED - AVAILABILITY OF FUNDS

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Repealed Eff. January 1,
					 1990.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0109 - REPEALED - COMPENSATION FOR POSITIONS EXEMPT EXCEPT AS TO SALARY

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
					 126-5(b)(3);
Eff. July 1, 1977;
Repealed Eff. October 1,
					 1977.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0110 - REPEALED - POLICY

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1985;
Repealed Eff. March 1,
					 1988.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0111 - TECHNICAL ADJUSTMENTS TO THE PAY PLAN

Current through Register Vol. 39, No. 2, July 15, 2024
(a) Technical
				  adjustments to the pay plan are refinements to the pay system approved by the
				  State Human Resources Commission that include, but are not limited to, such
				  actions as establishing special pay plans, renumbering salary ranges, changing
				  the length of salary ranges, and adding or deleting salary ranges. This type of
				  change is not directly related to current labor market fluctuations, and
				  therefore is not defined as a Salary Range Revision. Neither are technical
				  changes related to position classification changes, and therefore are not
				  Reallocations.
(b) Technical
				  adjustments to the pay plan do not create entitlement or authorization to
				  change individual employee salaries.
Authority
					 G.S.
					 126-4;
Eff. January 1,
					 1991;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. December 20,
					 2015.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0112 - TOTAL STATE SERVICE DEFINED

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Total state service shall mean the time of full-time or part-time (half-time or
				  over) employment of an employee with a permanent, probationary, or time-limited
				  appointment, whether subject to or exempt from the State Human Resources Act.
				  If an employee is in pay status, on authorized military leave in accordance
				  with 25
				  NCAC 01E .0800, or on workers' compensation
				  leave for at least one-half of the regularly scheduled workdays and holidays in
				  a pay period, credit toward total state service shall be given for the entire
				  pay period.
(b) If an employee's
				  work schedule is less than 12 months and the employee works all the months
				  scheduled, such as a school year, credit toward total state service shall be
				  given for the full year; however, if the employee works less than the scheduled
				  time, credit toward total state service shall be given on a month-for-month
				  basis for the actual months worked.
(c) Credit toward total state service shall
				  be given for:
(1) Employment with other
				  governmental units which are now North Carolina State agencies, such as county
				  highway maintenance forces, War Manpower Commission, and judicial
				  system;
(2) Employment with the
				  North Carolina county agricultural extension service;
(3) Employment with the Community College
				  system and the public school system of North Carolina;
(4) Employment with a local mental health,
				  public health, social services, or emergency management agency in North
				  Carolina if such employment is subject to the State Human Resources Act;
				  and
(5) Employment with the General
				  Assembly of North Carolina, except for participants in the Legislative Intern
				  Program and pages, including all of the time, both permanent and temporary, of
				  the employees and the full legislative terms of the members.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0113 - PAYMENT OF SALARY TO EMPLOYEES

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Every state agency shall pay every employee all wages earned and accruing to
				  that employee on the regular payday for that agency. If the date of separation
				  precludes payment on the regularly scheduled payday, then payment shall be made
				  as soon as possible, but not later than the next scheduled payday. This Rule
				  shall not be construed to require agencies to compensate FLSA exempt employees
				  for compensatory time earned and accrued in accordance with
				  25 NCAC
				  01E .1006.
(b) Employees who separate from employment
				  with the state shall be paid all salary due no later than the next scheduled
				  payday. If the date of separation precludes payment on that date, then payment
				  shall be made in accordance with Rule .2201 of this Section.
(c) No money shall be withheld from a final
				  payment to a separated employee except for reasons set forth in this Rule or as
				  otherwise provided for by law or the rules of the Office of State
				  Budget.
(d) The employing agency
				  may withhold money from a final salary payment to a separated employee to
				  recover the cost of state property, equipment, uniforms, tools or other items
				  owned by the state and not returned to the employing agency by the separated
				  employee.
(e) The employing agency
				  shall withhold money from a final salary payment to a separated employee to pay
				  for overdrawn vacation or sick leave or other financial obligation to the
				  employing agency arising out of the employment relationship outstanding at the
				  time of the employee's separation.
(f) Failure by the separated employee to
				  perform one or more job responsibilities or other work-related acts prior to
				  separation shall not be cause for withholding of any salary due to the employee
				  at separation.
(g) An employee
				  shall be notified in advance in writing of any deductions to be made from his
				  final payment of salary pursuant to this Rule. The notice shall specify what
				  amounts are being deducted, and the reasons for the deductions.
(h) Provisions of this Section shall be
				  posted prominently at least in every agency and university personnel office and
				  elsewhere as the employing agency deems necessary.
Authority
					 G.S.
					 126-4(10);
Eff.
					 November 1, 1989;
Recodified from
					 25 NCAC
					 01D .2201-01D
					 .2203 Eff. December 29, 2003;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. December 20,
					 2015.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0114 - BREAK IN SERVICE

Current through Register Vol. 39, No. 2, July 15, 2024
A break in service shall be deemed to occur when an
					 employee is not in pay status, as defined in
					 25 NCAC
					 01D .0105, for more than 31 calendar days.
					 Periods of leave without pay, as defined in
					 25 NCAC
					 01E .1100, shall not constitute a break in
					 service.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Temporary Amendment Eff. January 1, 1989 for a Period of 180
					 Days to Expire on June 29, 1989;
Amended Eff. March 1,
					 1989;
Recodified from
					 25 NCAC
					 01D .1003 Eff. December 29, 2003;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. December 20, 2015;
Amended Eff.
					 April 1, 2017.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0115 - SUPPLEMENTAL SALARY

Current through Register Vol. 39, No. 2, July 15, 2024
(a) Supplemental
				  salary is any compensation from an affiliated public charity, foundation or
				  other private source paid to a state employee for services that are part of the
				  employee's regular job and is in addition to the employee's base salary paid by
				  the state and any other compensation authorized by this Chapter.
(b) Receipt of supplements shall be subject
				  to the approval of the agency head with final approval by the State Human
				  Resources Commission. Requests shall be submitted to the Office of State Human
				  Resources and shall include documentation of relevant labor market information
				  and any other information that the agency head believes justifies a salary
				  supplement. The documentation shall also include why the payment of the
				  supplement will not result in any conflict of interest. In the absence of a
				  conflict of interest, the State Human Resources Commission shall base its
				  decision on documented labor market information submitted by the agency and any
				  additional information of prevailing practices in the applicable labor market
				  supplied by the Office of State Human Resources.
(c) Salary supplements in existence on the
				  effective date of this Rule shall be submitted for review and approval within
				  90 days.
(d) Any proposed changes
				  in the amount of a salary supplement shall be resubmitted to the Office of
				  State Human Resources with documented labor market information and shall be
				  subject to final approval by the State Human Resources Commission. The State
				  Human Resources Commission shall base its decision on documented labor market
				  information submitted by the agency and any additional information of
				  prevailing practices in the applicable labor market supplied by the Office of
				  State Human Resources.
Authority
					 G.S.
					 126-4;
Eff. September 1,
					 2006;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. December 20,
					 2015.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0100 - ADMINISTRATION OF THE PAY PLAN › Section 01D .0116 - EXPIRED - SIGN-ON BONUS

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4; S.L. 2008-107, s.
					 26.12B.(a);
Eff. March 1, 2009;
Expired Eff. January 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 D - COMPENSATION › Section .0200 - EMPLOYEE SUGGESTION SYSTEM › Section 01D .0201 - INITIAL EMPLOYMENT

Current through Register Vol. 39, No. 2, July 15, 2024
(a) A new hire is
				  the initial employment of an individual to a position in State government. A
				  new hire shall possess the minimum qualifications for the position, or their
				  equivalent, as set forth in the class specification. A new hire shall begin
				  work on any scheduled workday in a pay period. When the first day of a pay
				  period does not fall on a workday and the new hire begins work on the first
				  workday of a pay period, the date to begin work shall be shown as the first day
				  of the pay period.
(b) An employee
				  entering into state service in a permanent or time-limited position shall be
				  given a probationary appointment in accordance with
				  G.S.
				  126-1.1. The probationary appointment period
				  shall serve as an extension of the selection process to determine whether the
				  person meets satisfactory performance standards for the work for which
				  employed. The employee shall earn all the benefits of an employee with a
				  permanent appointment during this probationary period.
(c) The conditions of the probationary
				  appointment shall be conveyed to the applicant prior to appointment. During the
				  probationary period, the supervisor shall work with the employee in coaching
				  and assisting the employee to achieve a satisfactory performance level;
				  progress of the employee shall be reviewed during documented feedback
				  discussions between the employee and the supervisor in accordance with
				  25 NCAC
				  01O .0207.
(d) Following the probationary period, the
				  employee shall be given a permanent appointment when the supervisor, in
				  consultation with other appropriate administrators, determines the employee's
				  performance indicated capability to become a satisfactory performer and merits
				  retention in the position. If the employee's performance indicates that the
				  employee is not suited for the position and does not meet acceptable
				  performance standards, the employee shall be separated from that position.
				  Employees may be separated during a probationary appointment for causes related
				  to performance of duties or unacceptable personal conduct.
Authority
					 G.S.
					 126-1.1;
					 126-4;
					 126-34.01;
					 126-34.02;
Eff.
					 February 1, 1976;
Amended Eff. August 1, 1995; December 1, 1988;
					 January 1, 1979; December 1, 1978;
Temporary Amendment Eff. May 23,
					 2014;
Amended Eff. April 1, 2015;
Readopted Eff. April
					 1, 2017.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0200 - EMPLOYEE SUGGESTION SYSTEM › Section 01D .0202-.0204

Current through Register Vol. 39, No. 2, July 15, 2024
Filed as a Temporary
					 Amendment Eff. January 1, 1989 for a Period of 180 Days to Expire on June 29,
					 1989;
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. May 1, 1989; March 1, 1989; November 1, 1988;
					 June 1, 1983;
Repealed Eff. January 1,
					 1990.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0200 - EMPLOYEE SUGGESTION SYSTEM › Section 01D .0205 - EXPIRED - EFFECTIVE DATE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Filed as a Temporary Amendment Eff. January 1, 1989 for a
					 Period of 180 Days to Expire June 29, 1989;
Amended Eff. August 1,
					 1995; March 1, 1994; March 1, 1989;
Expired Eff. January 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 D - COMPENSATION › Section .0200 - EMPLOYEE SUGGESTION SYSTEM › Section 01D .0206 - REPEALED - PERFORMANCE INCREASE ANNIVERSARY DATE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. August 1, 1982; July 1, 1980; August 1,
					 1978;
Repealed Eff. March 1,
					 1989.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0200 - EMPLOYEE SUGGESTION SYSTEM › Section 01D .0207-.0210 - EXPIRED

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Filed as a Temporary
					 Amendment Eff. January 1, 1989 for a Period of 180 Days to Expire June 29,
					 1989;
Eff. February 1, 1976;
Amended Eff. August 1,
					 1995; January 1, 1990; March 1, 1989; January 1, 1989; July 1, 1980; August 1,
					 1978;
Expired Eff. January 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 D - COMPENSATION › Section .0200 - EMPLOYEE SUGGESTION SYSTEM › Section 01D .0211-.0213 - EXPIRED

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
					 126-4(2);
Eff. January 1, 1990;
Amended Eff. August 1, 1995; March 1, 1994;
					 September 1, 1991; January 1, 1991;
Expired Eff. January 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 D - COMPENSATION › Section .0300 - PROMOTION › Section 01D .0301 - PROMOTION

Current through Register Vol. 39, No. 2, July 15, 2024
(a) Promotion is an
				  advancement from one position to another with a higher pay grade as described
				  in 25
				  NCAC 01D .0102, within the same pay plan, or
				  an advancement from one position to another with a higher market rate in a
				  different pay plan. For a promotion, an employee shall possess at least the
				  minimum qualifications for the position, or their equivalent, as set forth in
				  the class specification. "Market rate" means the average market value for a
				  particular job.
(b) When it is
				  practical and feasible, a vacancy shall be filled from among eligible
				  employees; a vacancy shall be filled by an applying employee if required by
				  25 NCAC
				  01H .0801.
Authority
					 G.S.
					 126-4;
					 126-7.1;
Eff.
					 February 1, 1976;
Amended Eff. December 1, 1993; July 1,
					 1989;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. December 20, 2015;
Amended Eff.
					 April 1, 2017.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter D - COMPENSATION › Section .0300 - PROMOTION › Section 01D .0302 - REPEALED - SALARY RATE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. July 1, 1989; January 1, 1989; December 1, 1984;
					 April 1, 1984;
Repealed Eff. January 1,
					 1990.