reglab/statecodes huggingface dataset:
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0300 - ACADEMIC ASSISTANCE › Section 01K .0321 - COURSES TAKEN AT AGENCY/UNIVERSITY REQUEST

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Because of specific high priority skill needs of the agency/university,
				  employees may be requested by management to take specific courses or degree
				  programs. Under these circumstances, all limitations under the provisions of
				  this policy are waived, except requirements for withholding taxes and
				  FICA.
(b) If courses taken at
				  agency request exceed the credit hour per fiscal year limits of the academic
				  assistance program, then the situation shall be administered under
				  25 NCAC
				  01K .0322 Extended Academic Leave. Courses
				  specified as part of an employee's improvement/development plan are not
				  considered to be at agency request unless approved by the agency/university
				  head or designee.
Authority
					 G.S.
					 126-4;
Eff. September 1,
					 1989;
Amended Eff. December 1, 2003;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0300 - ACADEMIC ASSISTANCE › Section 01K .0322 - EXPIRED - EXTENDED ACADEMIC LEAVE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. September 1,
					 1989;
Amended Eff. December 1, 2003;
Expired Eff.
					 November 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 K - PERSONNEL TRAINING › Section .0300 - ACADEMIC ASSISTANCE › Section 01K .0323 - CERTIFICATION/LICENSING

Current through Register Vol. 39, No. 2, July 15, 2024
Incumbent employees who meet minimum educational and
					 experience requirements and for whom certification/licensing is mandated after
					 employment or is a policy requirement of the employing agency and approved by
					 the agency/university head or their designee are eligible for academic
					 assistance.
Authority
					 G.S.
					 126-4;
Eff. September 1,
					 1989;
Amended Eff. December 1, 2003;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0300 - ACADEMIC ASSISTANCE › Section 01K .0324 - ADMINISTRATION RESPONSIBILITY

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  The Office of State Human Resources is responsible for the interpretation of
				  this Rule, and approval of agency policy and procedures, and all subsequent
				  agency revisions.
(b) Each state
				  agency or university is delegated responsibility for, and authority to,
				  administer the program within the provisions of this Rule. This includes
				  retaining on a fiscal year basis records of academic assistance activity and
				  reporting such information annually to the Office of State Human
				  Resources.
Authority
					 G.S.
					 126-4;
Eff. September 1,
					 1989;
Amended Eff. December 1, 2003;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0400 - USE OF NON STATE GOVERNMENT EDUCATION AND TRAINING SOURCES › Section 01K .0401 - POLICY STATEMENT

Current through Register Vol. 39, No. 2, July 15, 2024
State agencies may enter into agreements or contracts for
					 education and training through non-state sources in accordance with the
					 procedures stated in Regulations .0402 and .0404 of this
					 Section.
Authority
					 G.S.
					 126-4(10); N.C.G.S. c. 143,
					 Article 3C;
Eff. February 1, 1976;
Amended Eff. January
					 1, 1979;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0400 - USE OF NON STATE GOVERNMENT EDUCATION AND TRAINING SOURCES › Section 01K .0402 - DETERMINATION OF NEED FOR TRAINING

Current through Register Vol. 39, No. 2, July 15, 2024
Before utilizing non-state sources for training and
					 development activities, an agency must determine that:
(1) agency employees currently lack the
				  requisite competencies to meet the specified performance need.
(2) education and training is not available
				  within North Carolina state government to meet the agency's need(s); Education
				  and training is not available when:
(a)
				  existing programs in state government will not meet the need;
(b) new programs cannot be cost-effectively
				  established to meet the need;
(c)
				  inquiry has failed to disclose available, cost-effective programs in other
				  state agencies, the Office of State Human Resources, public education, higher
				  education institutions, or elsewhere in state government.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0400 - USE OF NON STATE GOVERNMENT EDUCATION AND TRAINING SOURCES › Section 01K .0403 - SELECTION OF NON-GOVERNMENT SOURCES

Current through Register Vol. 39, No. 2, July 15, 2024
When there is a choice between outside training sources,
					 the agency shall consider the following factors:
(1) demonstrated effectiveness in similar
				  situations in delivering the particular training;
(2) accessibility of the training source due
				  to geographic proximity and technological capability;
(3) availability of training at the
				  particular time or place it is needed;
(4) comparative cost as determined by the
				  Division of Purchase and Contract Rules;
(5) practicality of necessary administrative
				  arrangements;
(6) significance of
				  the training source's accreditation; and
(7) unique advantages that might result from
				  arrangements with one of several equally acceptable available source.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. March 1, 2005; January 1, 1979;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0400 - USE OF NON STATE GOVERNMENT EDUCATION AND TRAINING SOURCES › Section 01K .0404 - PROCEDURE FOR APPROVAL OF NON STATE SOURCES

Current through Register Vol. 39, No. 2, July 15, 2024
Consistent with
					 01 NCAC
					 05B .0301, should any state agency have a
					 human resource development need that cannot be met by resources within state
					 government, a justification memorandum from the purchasing agency to the State
					 Purchase and Contract must document:
(1) an explanation of how the achievement of
				  the identified human resource development objectives contribute to the goals,
				  and
(2) that no state government
				  institution or agency can cost-effectively meet the educational or training
				  need in a timely manner. This memo shall include a list of the agencies
				  contacted and the responses of each agency.
Authority
					 G.S.
					 126-4;
					 143-64.20;
					 143-64.24;
Eff.
					 February 1, 1976;
Amended Eff. March 1, 2005; January 1,
					 1979;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0500 - APPRENTICESHIP TRAINING › Section 01K .0501 - POLICY STATEMENT

Current through Register Vol. 39, No. 2, July 15, 2024
It is a policy of the State of North Carolina, to promote
					 and encourage the establishment, maintenance and growth of apprenticeship
					 programs to help meet the workforce needs of state government. All such
					 programs shall be administered through and in accordance with policy and
					 standards established by the N.C. Department of Labor in cooperation with the
					 employing agency.
Authority
					 G.S.
					 126-4;
Eff. January 1,
					 1978;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0500 - APPRENTICESHIP TRAINING › Section 01K .0502 - APPOINTMENT PROVISIONS

Current through Register Vol. 39, No. 2, July 15, 2024
All persons entering an apprenticeship program supported by
					 funding from positions subject to the State Human Resources Act shall receive a
					 regular trainee appointment, and shall receive the same employment benefits as
					 other SHRA employees with trainee appointments. Upon successful completion of
					 an apprenticeship program, an apprentice who enters regular state employment
					 shall receive a permanent appointment.
Authority
					 G.S.
					 126-4;
Eff. January 1,
					 1978;
Amended Eff. November 1, 1990; January 1, 1989;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0600 - WORK PLANNING/PERFORMANCE REVIEW › Section 01K .0601-.0602

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. May 1,
					 1978;
Amended Eff. January 1, 1979;
Repealed Eff. April
					 1, 1983.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0600 - WORK PLANNING/PERFORMANCE REVIEW › Section 01K .0603-.0611

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 121-5(b), (c);
					 126-4;
Eff. April 1,
					 1983;
Amended Eff. January 1, 1989;
Repealed Eff.
					 January 1, 1990.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0600 - WORK PLANNING/PERFORMANCE REVIEW › Section 01K .0612 - INTERIM PERFORMANCE MANAGEMENT RULES

Current through Register Vol. 39, No. 2, July 15, 2024
From the effective date of this Rule through December 31,
					 1989, the rules in this Section shall govern performance management, in both
					 the appraisal and compensation areas. Effective January 1, 1990, the
					 Performance Management System in all its phases shall be governed by 25 NCAC,
					 Subchapter 1O, Performance Management System.
Filed as a Temporary
					 Rule Eff. August 24, 1989 for a period of 180 days to expire on February 20,
					 1990;
Authority
					 G.S.
					 126-4;
Eff. January 1,
					 1990.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0600 - WORK PLANNING/PERFORMANCE REVIEW › Section 01K .0613 - FISCAL YEAR 1989/90 PERFORMANCE PAY FUNDS

Current through Register Vol. 39, No. 2, July 15, 2024
Funds allocated to provide performance-based pay increases
					 effective July 1, 1989 will not be released to any agency prior to January 1,
					 1990. On January 1, 1990, funds will be released to agencies determined to be
					 in compliance with the work plan/performance review rules in effect prior to
					 January 1, 1990. Funds for fiscal year 1990/91 will be released on and after
					 July 1, 1990 to agencies determined to be in compliance with rules in effect on
					 and after January 1, 1990.
Filed as a Temporary
					 Rule Eff. August 24, 1989 for a period of 180 days to expire on February 20,
					 1990;
Authority
					 G.S.
					 126-4;
Eff. January 1,
					 1990.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0700 - NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM › Section 01K .0701 - NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM ADMINISTRATION

Current through Register Vol. 39, No. 2, July 15, 2024
(a) The State of North Carolina shall provide
				  competency-based training for mid-level managers through the North Carolina
				  Certified Public Manager Program.
(b) The North Carolina Certified Public
				  Manager Program is a joint effort of North Carolina State Government and The
				  University of North Carolina System. The program shall be based in and
				  administered by the Office of State Human Resources.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1982;
Amended Eff. March 1, 2005; December 1, 1995;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0700 - NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM › Section 01K .0702 - NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM PURPOSE

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  The North Carolina Certified Public Manager Program shall provide participants
				  with practical training that will increase their managerial performance in
				  public sector organizations. The ultimate goal is to impact the efficiency and
				  productivity of state government operations.
(b) The focus of the program shall be upon
				  middle managers employed in various state agencies.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1982;
Amended Eff. March 1, 2005; December 1, 1995;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0700 - NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM › Section 01K .0703 - NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM ACCREDITATION

Current through Register Vol. 39, No. 2, July 15, 2024
The North Carolina Certified Public Manager Program shall
					 be conducted in full compliance with the curriculum requirements and program
					 accreditation standards specified by the National Certified Public Manager
					 Program Consortium.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1982;
Amended Eff. March 1, 2005; December 1, 1995; December 1,
					 1984;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0700 - NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM › Section 01K .0704 - REPEALED - PROGRAM CURRICULUM

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1982;
Repealed Eff. December 1,
					 1995.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0700 - NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM › Section 01K .0705 - NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM PARTICIPATION

Current through Register Vol. 39, No. 2, July 15, 2024
(a) The North Carolina Certified Public
				  Manager Program Director shall design and implement a process that allows each
				  agency an equitable opportunity to participate in the North Carolina Public
				  Manager Program. Agency management shall be responsible for initial selection
				  and recommendation of applicants; the Office of State Human Resources shall
				  approve participation for those applicants who meet prerequisite
				  requirements.
(b) The employing
				  agency and the North Carolina Public Manager Program Director shall keep the
				  following records of each participant in the employee's personnel file: the
				  completed application form, agency approval, and program
				  accomplishments.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1982;
Amended Eff. March 1, 2005; December 1, 1995; January 1,
					 1989;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0700 - NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM › Section 01K .0706 - CERTIFICATE OF COMPLETION OF NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM

Current through Register Vol. 39, No. 2, July 15, 2024
A certificate of completion shall be awarded to
					 participants of the North Carolina Certified Public Manager Program upon
					 completion of the program.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1982;
Amended Eff. March 1, 2005;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0700 - NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM › Section 01K .0707 - REPEALED - PRINCIPLES RELEVANT TO CURRICULUM DESIGN

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1982;
Repealed Eff. December 1,
					 1995.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0700 - NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM › Section 01K .0708 - FUNDING FOR NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM

Current through Register Vol. 39, No. 2, July 15, 2024
Unless fully funded by the General Assembly, funds for the
					 operation of the North Carolina Certified Public Manager Program shall be
					 derived from fees charged to agencies with approved participants. Fees shall be
					 based on actual costs of development, instruction, materials and
					 administration.
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1982;
Amended Eff. March 1, 2005; December 1, 1995; December 1,
					 1984;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0700 - NORTH CAROLINA CERTIFIED PUBLIC MANAGER PROGRAM › Section 01K .0709 - REPEALED - FEE SCHEDULE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1982;
Amended Eff. December 1, 1984;
Repealed Eff.
					 March 1, 1989 in accordance with
					 G.S.
					 150B-59(c).
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0800 - MENTORING PROGRAM › Section 01K .0801 - MENTORING PROGRAM ADMINISTRATION

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  The State of North Carolina shall provide mentorship programs for state
				  employees. Each state agency may elect to establish a Mentoring
				  Program.
(b) The program shall be
				  based in the Office of State Human Resources with each agency being responsible
				  for the establishment and management of a mentoring program to meet its
				  organizational needs.
(c) If the
				  agency elects to establish a Mentoring Program, a copy of the agency's
				  Mentoring Program and its guidelines shall be submitted to the Office of State
				  Human Resources.
Authority
					 G.S.
					 126-4;
Eff. June 1,
					 2005;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0800 - MENTORING PROGRAM › Section 01K .0802 - MENTORING PROGRAM PURPOSE

Current through Register Vol. 39, No. 2, July 15, 2024
The Mentoring Program is intended to enhance an employee's
					 career development by partnering the employee with an experienced employee who
					 will coach, teach, and guide the employee's career path.
Authority
					 G.S.
					 126-4;
Eff. June 1,
					 2005;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0800 - MENTORING PROGRAM › Section 01K .0803 - MENTORING PROGRAM CURRICULUM

Current through Register Vol. 39, No. 2, July 15, 2024
The curriculum for the Mentoring Program shall be based
					 upon the agency's guidelines.
Authority
					 G.S.
					 126-4;
Eff. June 1,
					 2005;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0800 - MENTORING PROGRAM › Section 01K .0804 - MENTORING PROGRAM PARTICIPATION

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  The selection process for participants in the Mentoring Program shall be based
				  upon the agency's guidelines.
(b)
				  The Mentoring Program shall be open to all employees without any form of
				  discrimination in terms of participation because of race, color, religion, sex,
				  national origin, age, or disability.
Authority
					 G.S.
					 126-4;
Eff. July 1,
					 2005;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0800 - MENTORING PROGRAM › Section 01K .0805 - FUNDING FOR MENTORING PROGRAM

Current through Register Vol. 39, No. 2, July 15, 2024
The agency shall provide resources for operation of its
					 Mentoring Program.
Authority
					 G.S.
					 126-4;
Eff. July 1,
					 2005;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0100 - EQUAL EMPLOYMENT OPPORTUNITY PLANS AND PROGRAMS › Section 01L .0101 - DUTIES OF SECTION

Current through Register Vol. 39, No. 2, July 15, 2024
The Office of State Human Resources shall develop and
					 administer a program to ensure that employees are provided with equal
					 employment opportunities at all occupational levels.
Authority
					 G.S.
					 126-4;
					 126-16;
					 126-19;
Eff. October
					 1, 1977;
Amended Eff. December 2, 1995; November 1,
					 1987;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0100 - EQUAL EMPLOYMENT OPPORTUNITY PLANS AND PROGRAMS › Section 01L .0102 - PURPOSE

Current through Register Vol. 39, No. 2, July 15, 2024
(a) Agencies and
				  universities of the State of North Carolina shall provide all current employees
				  and applicants for state employment with equal employment opportunities,
				  without discrimination on the basis of race, color, religion, national origin,
				  sex, age, genetic information, or disabling condition as defined by G.S. 168A
				  or disability as defined by the Americans With Disabilities Act, as amended.
				  All personnel policies, practices and programs shall be administered and
				  implemented in a non-discriminatory manner by all state agencies and
				  universities.
(b) Each agency and
				  university shall adopt and implement an equal employment opportunity plan in
				  order to:
(1) assure that all personnel
				  policies and practices relevant to total employment in state government will
				  guarantee and preserve equal employment opportunities for all applicants and
				  employees; and
(2) assure diversity
				  of the state's workforce at all occupational levels.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0100 - EQUAL EMPLOYMENT OPPORTUNITY PLANS AND PROGRAMS › Section 01L .0103 - PROGRAM IMPLEMENTATION: STATE LEVEL

Current through Register Vol. 39, No. 2, July 15, 2024
(a) The
				  Office of State Human Resources shall develop and implement a State Equal
				  Employment Opportunity Plan to promote equal employment opportunity to include,
				  but not be limited to, a policy statement and the following elements:
(1) recruitment,
(2) disciplinary processes,
(3) selection processes,
(4) hiring,
(5) promotion,
(6) training,
(7) compensation and benefits,
(8) performance appraisal,
(9) reduction-in-force,
(10) harassment prevention,
(11) evaluation mechanism,
(12) reporting mechanism,
(13) transfer or separation, and
(14) grievance procedures.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0100 - EQUAL EMPLOYMENT OPPORTUNITY PLANS AND PROGRAMS › Section 01L .0104 - PROGRAM IMPLEMENTATION: AGENCY AND UNIVERSITY LEVEL

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Each state agency head and University Chancellor shall develop and implement an
				  agency or university equal employment opportunity program and plan.
(b) Each state agency and university shall
				  submit a plan by March 1 of each year to the Office of State Human Resources
				  for review, technical assistance and approval by the Director of State Human
				  Resources. The Plan and program shall be approved if they comply with the
				  requirements in this Rule.
(c) Each
				  state agency's and university's equal employment opportunity plan and program
				  shall include the following elements:
(1) The
				  State EEO policy and an EEO policy statement applicable to the agency or
				  university. The policy shall:
(A) commit the
				  agency or university to equal employment opportunity;
(B) prohibit discrimination and provide equal
				  employment opportunity to applicants and employees without regard to race,
				  color, national origin, religion, creed, sex, age, the genetic information, or
				  disability;
(C) list applicable
				  laws, regulations and guidelines pertaining to EEO compliance including Title
				  VII of the Civil Rights Act of 1964, as amended; the Equal Pay Act of 1963; the
				  Age Discrimination in Employment Act of 1968, as amended; Executive Order
				  11246, as amended; the Rehabilitation Act of 1973; the Civil Rights Restoration
				  Act of 1988; the Americans with Disabilities Act of 1990, as amended; the Civil
				  Rights Act of 1991; Genetic Information Nondiscrimination Act of 2008;
				  G.S.
				  126-16; as amended; and other state EEO and
				  anti-discrimination laws or statutes;
(D) prohibit retaliatory actions against
				  employees who file a complaint or charge of employment discrimination, testify,
				  assist or participate in any manner in a hearing, proceeding or investigation
				  of employment discrimination;
(E)
				  commit the agency or university to non-discriminatory practices in recruitment,
				  selection, hiring, promotion, compensation, performance appraisal, disciplinary
				  and grievance procedures, separations, and reduction in force;
(F) describe provisions for providing
				  reasonable accommodation for persons with disabilities;
(G) prevent harassment, including sexual
				  harassment;
(H) describe the
				  accountability of agency head or chancellor, managers, supervisors and others
				  for EEO compliance;
(I) provide for
				  monitoring and evaluating the plan and program effectiveness; and
(J) include the signature of the agency head
				  or the chancellor and date;
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0100 - EQUAL EMPLOYMENT OPPORTUNITY PLANS AND PROGRAMS › Section 01L .0105 - REPEALED - PROGRAM PLAN REVIEW

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(10);
					 126-16;
Eff. October
					 1, 1977;
Amended Eff. November 1, 1988; November 1, 1987; October
					 1, 1984; October 1, 1980;
Repealed Eff. December 2,
					 1995.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0100 - EQUAL EMPLOYMENT OPPORTUNITY PLANS AND PROGRAMS › Section 01L .0106 - REPEALED - REPORTS

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
					 126-16;
Eff. October
					 1, 1978;
Repealed Eff. December 2,
					 1995.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0200 - ACQUIRED IMMUNE DEFICIENCY SYNDROME (AIDS) IN THE WORKPLACE › Section 01L .0201 - EDUCATION AND TRAINING

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. November 1,
					 1990;
Amended Eff. March 1, 1992;
Recodified to
					 25 NCAC
					 01N .0301 Eff. December 29,
					 2003.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0200 - ACQUIRED IMMUNE DEFICIENCY SYNDROME (AIDS) IN THE WORKPLACE › Section 01L .0202 - BASIC EDUCATION AND TRAINING COMPONENT

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. November 1,
					 1990;
Amended Eff. March 1, 1992; May 1, 1991;
Recodified to
					 25 NCAC
					 01N .0302 Eff. December 29,
					 2003.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0200 - ACQUIRED IMMUNE DEFICIENCY SYNDROME (AIDS) IN THE WORKPLACE › Section 01L .0203 - ADVANCED EDUCATION AND TRAINING COMPONENT

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. November 1,
					 1990;
Amended Eff. June 1, 1992; March 1, 1992; May 1,
					 1991;
Recodified to
					 25 NCAC
					 01N .0303 Eff. December 29,
					 2003.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0200 - ACQUIRED IMMUNE DEFICIENCY SYNDROME (AIDS) IN THE WORKPLACE › Section 01L .0204 - ANTI DISCRIMINATION

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
					 130A-148C(i);
					 168A-3(9);
Eff. November 1, 1990;
Recodified to
					 25 NCAC
					 01N .0304 Eff. December 29,
					 2003.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0200 - ACQUIRED IMMUNE DEFICIENCY SYNDROME (AIDS) IN THE WORKPLACE › Section 01L .0205 - TESTING AND EXAMINATION

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. November 1,
					 1990;
Recodified to
					 25 NCAC
					 01N .0305 Eff. December 29,
					 2003.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0200 - ACQUIRED IMMUNE DEFICIENCY SYNDROME (AIDS) IN THE WORKPLACE › Section 01L .0206 - CONFIDENTIALITY

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. November 1,
					 1990;
Recodified to
					 25 NCAC
					 01N .0306 Eff. December 29,
					 2003.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0200 - ACQUIRED IMMUNE DEFICIENCY SYNDROME (AIDS) IN THE WORKPLACE › Section 01L .0207 - COMPLAINTS AND DISCIPLINE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. November 1,
					 1990;
Recodified to
					 25 NCAC
					 01N .0307 Eff. December 29,
					 2003.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0300 - EQUAL EMPLOYMENT OPPORTUNITY INSTITUTE › Section 01L .0302 - PARTICIPATION AND PURPOSE

Current through Register Vol. 39, No. 2, July 15, 2024
Supervisors and managers hired, promoted or appointed on or
					 after July 1, 1991 shall participate in the EEOI. Supervisors and managers
					 appointed before July 1, 1991 are encouraged to participate in the EEOI.
					 Agencies, departments and universities shall not be authorized to conduct or
					 contract for substitute training to replace EEOI. The purpose of the EEOI is
					 to:
(1) address and discuss the
				  history and evolution of equal employment opportunity concepts and
				  principles;
(2) assist managers and
				  supervisors in incorporating their equal employment opportunity
				  responsibilities with other management responsibilities;
(3) expose managers and supervisors to
				  workplace equity and fairness issues; and
(4) review and discuss accepted management
				  practices for valuing and managing diversity in the workplace.
Authority
					 G.S.
					 126-16.1;
Eff. January 1,
					 1992;
Amended Eff. November 1, 2004;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0300 - EQUAL EMPLOYMENT OPPORTUNITY INSTITUTE › Section 01L .0303 - RESPONSIBILITIES: AGENCIES

Current through Register Vol. 39, No. 2, July 15, 2024
(a) It
				  is the responsibility of each state agency, department, and university
				  (hereafter named agency) to enroll each supervisor or manager appointed on or
				  after July 1, 1991 in the EEOI. The enrollment shall be within one year of
				  initial appointment.
(b) Each
				  agency shall be responsible for providing its prorata share of the cost for
				  supplies and resource materials.
(c) Agencies shall be responsible for
				  verifying candidate eligibility reports.
(d) Agencies may enroll incumbent managers
				  and supervisors to participate in the EEOI when space is available.
(e) Agencies may incorporate in their new
				  employee orientation program a module of instruction designed to familiarize
				  new employees with the agency's commitment to equal employment
				  opportunity.
Authority
					 G.S.
					 126-16.1;
Eff. January 1,
					 1992;
Amended Eff. November 1, 2004;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0300 - EQUAL EMPLOYMENT OPPORTUNITY INSTITUTE › Section 01L .0304 - RESPONSIBILITIES: MANAGERS AND SUPERVISORS

Current through Register Vol. 39, No. 2, July 15, 2024
Managers and supervisors shall attend and complete the EEOI
					 in the prescribed time frame.
Authority
					 G.S.
					 126-16.1;
Eff. January 1,
					 1992;
Amended Eff. January 1, 2005;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. October 4,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0300 - EQUAL EMPLOYMENT OPPORTUNITY INSTITUTE › Section 01L .0305 - REPEALED - RESPONSIBILITIES: OFFICE OF STATE PERSONNEL

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-16.1;
Eff. January 1,
					 1992;
Repealed Eff. January 1,
					 2005.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0300 - EQUAL EMPLOYMENT OPPORTUNITY INSTITUTE › Section 01L .0306 - ADMINISTRATION: DEFINITIONS

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  "Supervisory positions" are defined as positions in which the majority of the
				  work performed is directing the work of other positions. These employees have
				  the authority to assign work and to evaluate work; to hire employees; to
				  discipline or dismiss employees; or have significant input into such
				  actions.
(b) "Managerial positions"
				  are defined as positions which manage established divisions or subdivisions of
				  a department, agency or university. These employees direct the work of one or
				  more supervisors and have the authority to hire, reward, discipline, or
				  discharge employees. These employees may also provide suggestions for changes
				  in policy to senior executives with policy-making authority.
(c) "Executive managerial" positions are
				  defined as policy making positions. Employees in these positions are
				  agency/department heads, university chancellors, deputies, assistants,
				  vice-chancellors, and other policy makers. The employees in executive
				  managerial positions are usually appointed or elected. For the purposes of this
				  policy, the definition of supervisors, managers, and executives also includes
				  the setting of performance expectations, conducting performance appraisal
				  conferences and evaluating performance.
(d) "Incumbent Executives, Managers and
				  Supervisors" are defined as executive managers and supervisors hired or
				  appointed into positions prior to July 1, 1991.
(e) "EEOI Candidates" are defined as:
(1) Managers and supervisors hired on or
				  after July 1, 1991 and who may or may not have served in a management role in
				  state government.
(2) Incumbent
				  executives, managers and supervisors hired or appointed into current positions
				  prior to July 1, 1991.
(3)
				  Incumbent executives, managers and supervisors promoted/appointed to a
				  different management position on or after July 1, 1991.
(4) Executive level managers who are hired or
				  appointed with or without executive level experience in state government on or
				  after July 1, 1991.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0300 - EQUAL EMPLOYMENT OPPORTUNITY INSTITUTE › Section 01L .0307 - REPEALED - COURSE SCHEDULING AND SITE SELECTIONS

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-16.1;
Eff. January 1,
					 1992;
Repealed Eff. November 1,
					 2004.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter L - EQUAL OPPORTUNITY › Section .0400 - PERSONS WITH A DISABILITY › Section 01L .0401 - SPECIAL PROVISIONS RELATIVE TO PERSONS WITH A DISABILITY

Current through Register Vol. 39, No. 2, July 15, 2024
(a) The definitions in
				  G.S.
				  168A-3 apply to this Rule.
(b) Equal employment opportunity for persons
				  with a disability includes the making of a reasonable accommodation to the
				  known physical limitations of a qualified applicant or employee who would be
				  able to perform the essential duties of the job if such accommodation is made.
				  This may include:
(1) making facilities used
				  by employees accessible to and usable by such person;
(2) job restructuring (reassigning
				  non-essential duties or using part-time or modified work schedules);
(3) acquisition or modification of equipment
				  or devices;
(4) provision of
				  readers or interpreters; or other similar actions.
Agencies shall make such adjustments for the known
					 limitations of otherwise qualified applicants and employees with a disability
					 unless it can be demonstrated that a particular adjustment or alteration would
					 impose an undue hardship on the operation of the agency.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter M - INTERCHANGE OF GOVERNMENTAL EMPLOYEES › Section 01M .0101 - POLICY

Current through Register Vol. 39, No. 2, July 15, 2024
The interchange of governmental employees program allows for
				  governmental agencies at all levels to borrow from or loan to another
				  governmental agency personnel who have special skills and knowledges useful in
				  resolving problems of the receiving agency.
Authority N.C.G.S. c.
				  126, Article 10;
Eff. January 1, 1978;
Pursuant to
				  G.S.
				  150B-21.3A, rule is necessary without
				  substantive public interest Eff. October 4,
				  2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter M - INTERCHANGE OF GOVERNMENTAL EMPLOYEES › Section 01M .0102 - REPEALED - FILING OF APPLICATIONS

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
				  G.S.
				  126-52;
Eff. January 1,
				  1978;
Repealed Eff. November 1,
				  1988.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter M - INTERCHANGE OF GOVERNMENTAL EMPLOYEES › Section 01M .0103 - DEFINITIONS

Current through Register Vol. 39, No. 2, July 15, 2024
The following definitions shall apply throughout this
				  Subchapter:
(1) sending agency -- any
				governmental agency included under this policy which sends an employee to
				another governmental agency;
(2)
				receiving agency -- any governmental agency included under this policy which
				receives an employee of another governmental agency;
(3) assigned employee -- an employee of a
				sending agency who is assigned or detailed to a receiving agency as part of the
				employee's regular duties with the sending agency;
(4) employee on leave -- an employee on leave
				of absence without pay from a sending agency who becomes an employee of a
				receiving agency while on leave from the sending agency.
Authority
				  G.S.
				  126-52;
Eff. January 1,
				  1978;
Pursuant to
				  G.S.
				  150B-21.3A, rule is necessary without
				  substantive public interest Eff. October 4,
				  2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter M - INTERCHANGE OF GOVERNMENTAL EMPLOYEES › Section 01M .0104 - ESTABLISHING AN AGREEMENT

Current through Register Vol. 39, No. 2, July 15, 2024
(a) All
				interchanges must be negotiated with the employee, the sending agency, and the
				receiving agency. A written agreement stating the responsibilities of all
				parties involved shall be submitted to the State Human Resources Director for
				approval; approval must be received prior to the effective date of the
				agreement. If a federal agency is involved, a copy of the federal form,
				"Assignment Agreement, Optional Form 69" may be submitted; a statement must be
				attached indicating if the employee's same salary and employee benefits are to
				be maintained during the interchange. If a federal agency is not involved, the
				state agreement form should be submitted.
(b) The minimum period of assignment will be
				one month; however, employees may be assigned or on leave for a maximum period
				of two years. Any travel expenses for the employee involved in an interchange
				shall be borne by the receiving agency.
Authority
				  G.S.
				  126-58;
Eff. January 1,
				  1978;
Amended Eff. August 1, 1979; May 1, 1978;
Pursuant to
				  G.S.
				  150B-21.3A, rule is necessary without
				  substantive public interest Eff. October 4,
				  2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter M - INTERCHANGE OF GOVERNMENTAL EMPLOYEES › Section 01M .0105 - EXPIRED - COMPENSATION

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
				  G.S.
				  126-58;
Eff. January 1,
				  1978;
Amended Eff. August 1, 1979;
Expired Eff.
				  November 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 M - INTERCHANGE OF GOVERNMENTAL EMPLOYEES › Section 01M .0106 - TERMINATION

Current through Register Vol. 39, No. 2, July 15, 2024
The temporary assignment of an employee may be terminated
				  by:
(1) the termination date specified
				on the agreement,
(2) mutual
				agreement between the sending and receiving agencies.
Authority
				  G.S.
				  126-56;
Eff. January 1,
				  1978;
Pursuant to
				  G.S.
				  150B-21.3A, rule is necessary without
				  substantive public interest Eff. October 4,
				  2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter N - WORKPLACE ENVIRONMENT AND HEALTH › Section .0100 - STATE EMPLOYEES WORKPLACE REQUIREMENTS PROGRAM FOR SAFETY AND HEALTH › Section 01N .0101 - REPEALED - PURPOSE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 95-148;
					 126-4(5),(10);
					 Executive Order No. 6;
Eff. December 1, 1985;
Amended
					 Eff. January 1, 1989;
Repealed Eff. February 1,
					 1993.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter N - WORKPLACE ENVIRONMENT AND HEALTH › Section .0100 - STATE EMPLOYEES WORKPLACE REQUIREMENTS PROGRAM FOR SAFETY AND HEALTH › Section 01N .0102 - REPEALED - POLICY

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 95-148;
					 126-4(5)(10);
					 Executive Order No. 6;
Eff. December 1, 1985;
Repealed
					 Eff. November 1, 1988.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter N - WORKPLACE ENVIRONMENT AND HEALTH › Section .0100 - STATE EMPLOYEES WORKPLACE REQUIREMENTS PROGRAM FOR SAFETY AND HEALTH › Section 01N .0103 - REPEALED - PROGRAM REQUIREMENTS

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 95-148;
					 126-4(5)(10);
					 Executive Order No. 6;
Eff. December 1, 1985;
Repealed
					 Eff. May 1, 1989.