reglab/statecodes huggingface dataset:
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .0600 - DISCIPLINARY ACTION: SUSPENSION AND DISMISSAL › Section 01J .0617 - DISCRIMINATION AND RETALIATION

Current through Register Vol. 39, No. 2, July 15, 2024
Neither race, religion, color, national origin, sex, age,
					 political affiliation, disability, or genetic information shall be considered
					 in making any decisions about any term or condition of employment for any
					 employees or applicants. Nor shall the fact that an employee or applicant has
					 complained about discrimination or participated in a hearing, proceeding, or
					 investigation of discrimination be considered when making any decisions about
					 any term or condition of employment.
Authority
					 G.S.
					 126-16;
					 126-17;
					 126-13.02;
Temporary
					 Adoption Eff. February 28, 2014;
Temporary Adoption Expired
					 December 12, 2014;
Eff. April 1, 2015;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .0600 - DISCIPLINARY ACTION: SUSPENSION AND DISMISSAL › Section 01J .0618 - EXPIRED - APPEAL OF DENIAL OF VETERAN'S PREFERENCE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority S.L.
					 2013-382, s. 6.1;
Temporary Adoption Eff. February 28,
					 2014;
Temporary Adoption Expired December 12,
					 2014.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .0700 - WELLNESS IMPROVEMENT FOR STATE EMPLOYEES POLICY › Section 01J .0701-.0703

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(10);
Eff.
					 February 1, 1986;
Amended Eff. July 1, 1989; January 1,
					 1989;
Repealed Eff. January 1,
					 2004.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .0800 - GOVERNOR'S AWARD FOR EXCELLENCE › Section 01J .0801-.0802

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(15);
Eff.
					 January 1, 1989;
Amended Eff. December 1, 1995; August 2,
					 1993.
Repealed Eff. October 1,
					 2006.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .0800 - GOVERNOR'S AWARD FOR EXCELLENCE › Section 01J .0803-.0804

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(15);
Eff.
					 January 1, 1989;
Repealed Eff. December 1,
					 1995.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .0800 - GOVERNOR'S AWARD FOR EXCELLENCE › Section 01J .0805 - REPEALED - AGENCY, DEPARTMENT OR UNIVERSITY RESPONSIBILITY

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(15);
Eff.
					 January 1, 1989;
Amended Eff. December 1, 1995;
Repealed Eff. October 1, 2006.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .0800 - GOVERNOR'S AWARD FOR EXCELLENCE › Section 01J .0806 - REPEALED - NUMBER OF NOMINATIONS

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(15);
Eff.
					 January 1, 1989;
Repealed Eff. December 1,
					 1995.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .0800 - GOVERNOR'S AWARD FOR EXCELLENCE › Section 01J .0807 - REPEALED - CRITERIA FOR SELECTION

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(15);
Eff.
					 February 1, 1989;
Repealed Eff. December 1,
					 1995.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .0800 - GOVERNOR'S AWARD FOR EXCELLENCE › Section 01J .0808-.0809

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(15);
Eff.
					 January 1, 1989;
Repealed Eff. December 1,
					 1995.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1000 - STATE EMPLOYEES' ASSISTANCE PROGRAM › Section 01J .1001-.1004

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(10);
Eff.
					 June 1, 1992;
Repealed Eff. August 1,
					 2004.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1000 - STATE EMPLOYEES' ASSISTANCE PROGRAM › Section 01J .1005 - REPEALED - ELIGIBILITY FOR SERVICES

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(10);
					 126-10;
Eff. August
					 3, 1992;
Repealed Eff. August 1,
					 2004.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1000 - STATE EMPLOYEES' ASSISTANCE PROGRAM › Section 01J .1006-.1011

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(10);
Eff.
					 June 1, 1992;
Repealed Eff. August 1,
					 2004.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1000 - STATE EMPLOYEES' ASSISTANCE PROGRAM › Section 01J .1012 - EXPIRED - PURPOSE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(10);
Eff.
					 August 1, 2004;
Expired Eff. September 1, 2016 pursuant to
					 G.S.
					 150B-21.3A.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1100 - UNLAWFUL WORKPLACE HARRASSMENT › Section 01J .1101 - UNLAWFUL WORKPLACE HARASSMENT AND RETALIATION

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Purpose. The purpose of this Rule is to establish that the State of North
				  Carolina prohibits in any form unlawful workplace harassment, including sexual
				  harassment or retaliation based on opposition to unlawful workplace harassment
				  of state employees or applicants. Every agency with employees subject to the
				  State Human Resources Act shall develop strategies to ensure that work sites
				  are free of unlawful workplace harassment, sexual harassment discrimination and
				  retaliation.
(b) As used in this
				  Rule:
(1) "unlawful workplace harassment"
				  means unsolicited and unwelcome speech or conduct based upon race, religion,
				  color, national origin, sex, age, disability, genetic information, or political
				  affiliation that creates a hostile work environment or under circumstances
				  involving quid pro quo."
(2)
				  "sexual harassment" means unwelcome sexual advances, requests for sexual
				  favors, or other verbal or physical conduct when:
(A) submission to such conduct is made either
				  explicitly or implicitly a term or condition of an individual's employment;
				  or
(B) submission to or rejection
				  of such conduct by an individual is used as the basis for employment decisions
				  affecting such individual; and
(C)
				  the conduct has the purpose or effect of unreasonably interfering with an
				  individual's work performance or creating an intimidating, hostile, or
				  offensive working environment.
(3) "retaliation" means adverse action taken
				  against an individual for filing a discrimination charge; testifying; or
				  participating in any way in an investigation, proceeding, or lawsuit related to
				  discriminatory employment practices based on race, religion, color, national
				  origin, sex, age, disability, political affiliation or genetic information; or
				  because of opposition to employment practices in violation of the unlawful
				  workplace harassment policy.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1200 - EMPLOYEE GRIEVANCES › Section 01J .1201-.1208

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-1.1;
					 126-4(9);
					 126-4(11);
					 126-4(17);
					 126-7.2;
					 126-16;
					 126-17;
					 126-25;
					 126-34.01;
					 126-34.02;
					 126-35;
					 150B-23(a);
Eff. March 1, 2005;
Temporary Repeal Eff. May 23, 2014;
Repealed Eff. April 1, 2015.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1301 - REPEALED - MINIMUM PROCEDURAL REQUIREMENTS

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(9);
					 126-4(10);
					 126-4(17);
					 126-7.2;
					 126-16;
					 126-34.01;
					 126-34.02;
					 126-35;
					 150B-23;
Eff. March
					 1, 2005;
Temporary Repeal Eff. May 23, 2014;
Repealed
					 Eff. April 1, 2015.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1303 - AGENCY AND UNIVERSITY GRIEVANCE REPORTS AND DATA ENTRY

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Every agency and university shall, as requested by the Office of State Human
				  Resources, compile information on employee grievances.
(b) The Office of State Human Resources shall
				  make reports to the State Human Resources Commission as necessary based upon
				  the information supplied in agency reports.
(c) Every agency and university shall
				  maintain all grievance data and enter grievance data by the last business day
				  of the month in the State's HR and Payroll system or other applicable human
				  resources information system.
Authority:
					 G.S.
					 126-4(6),(9);
Temporary Adoption Eff. May 23, 2014;
Eff. April 1,
					 2015;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1305 - OFFICE OF STATE HUMAN RESOURCES REVIEW AND APPROVAL OF FINAL AGENCY DECISION (FAD)

Current through Register Vol. 39, No. 2, July 15, 2024
The Director of the Office of State Human Resources or his
					 or her designee:
(1) shall review
				  every agency or university final agency decision (FAD);
(2) shall establish criteria and standards
				  for the content of a FAD; and
(3)
				  may approve as written or make recommendations for modifications or reversal to
				  the agency.
Authority
					 G.S.
					 126-34.01;
					 126-34.02;
Temporary
					 Adoption Eff. May 23, 2014;
Eff. April 1, 2015;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1307 - FRONT PAY

Current through Register Vol. 39, No. 2, July 15, 2024
In grievances:
(1)
				  Front pay may be awarded in all cases in which front pay is warranted by
				  law.
(2) "Front pay" is the payment
				  to an employee above his or her regular salary, the excess amount representing
				  the difference between the employee's salary in his or her current position and
				  a higher salary determined to be appropriate due to a finding of
				  discrimination.
(3) Front pay may
				  also result from an order of reinstatement to a position of a particular level
				  that the agency is unable to accommodate at the time of the order. Front pay
				  shall be paid for such period as the agency is unable to hire, promote, or
				  reinstate the employee to a position at the appropriate level and as warranted
				  by law.
(4) Front pay shall
				  terminate upon acceptance or rejection of a position to which the employee has
				  been determined to be entitled.
(5)
				  Front pay shall be available as a remedy in cases involving hiring, promotion,
				  demotion, or dismissal.
(6) Front
				  pay shall be payable under the same conditions as back pay except that the only
				  deductions from front pay shall be for usual and regular deductions for State
				  and federal withholding taxes and the employee's retirement contribution. There
				  may also be a deduction for other employment earnings, whether paid by the
				  State or another employer, so as to avoid unjust enrichment of the
				  grievant.
(7) Shift pay and holiday
				  premium pay shall not be available on front pay.
Authority
					 G.S.
					 126-4(9);
					 126-34.01;
					 126-34.02;
Temporary
					 Adoption Eff. May 23, 2014;
Eff. April 1, 2015;
Readopted Eff. April 1, 2018.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1308 - LEAVE

Current through Register Vol. 39, No. 2, July 15, 2024
(a) An employee shall be credited on
				  reinstatement with all vacation leave that would have been earned except for
				  the interruption in employment.
(b)
				  An employee shall be credited on reinstatement with all sick leave that would
				  have been earned except for the interruption in employment.
(c) The decision as to whether or not to
				  allow the reinstated employee to purchase back the vacation leave paid out in a
				  lump sum at dismissal is within the discretion of the agency. A failure to
				  allow such repurchase is not grievable.
(d) Employees reinstated from dismissal shall
				  have their former balance of sick leave at dismissal reinstated.
Authority
					 G.S.
					 126-4(9);
					 126-34.01;
					 126-34.02;
Temporary
					 Adoption Eff. February 28, 2014;
Temporary Adoption Expired
					 December 12, 2014;
Eff. April 1, 2015;
Readopted Eff.
					 April 1, 2018.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1309 - HEALTH INSURANCE

Current through Register Vol. 39, No. 2, July 15, 2024
Employees reinstated from dismissal shall be entitled to
					 either retroactive coverage under the State Health Plan or to reimbursement up
					 to the amount the state contributes for employee only coverage. The employee
					 shall have the right to elect between these two choices, provided that if the
					 employee elects reimbursement, the employee may do so only if the employee had
					 secured alternate health insurance coverage during the period of interruption
					 of employment. The employee shall not be reimbursed for the cost of coverage of
					 dependents or spouse during the period between dismissal and reinstatement, but
					 the employee may choose to purchase that retroactive coverage. It is the
					 responsibility of the employee to provide proof of insurance or insured
					 expenses incurred during the period of unemployment.
Authority
					 G.S.
					 126-4(9);
					 126-34.01;
					 126-34.02;
Temporary
					 Adoption Eff. February 28, 2014;
Temporary Adoption Expired
					 December 12, 2014;
Eff. April 1, 2015;
Readopted Eff.
					 April 1, 2018.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1310 - INTEREST

Current through Register Vol. 39, No. 2, July 15, 2024
The State shall not pay interest on any back pay
					 award.
Authority
					 G.S.
					 126-4(9);
					 126-34.01;
					 126-34.02;
Temporary
					 Adoption Eff. May 23, 2014;
Eff. April 1, 2015;
Readopted Eff. April 1, 2018.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1311 - REINSTATEMENT

Current through Register Vol. 39, No. 2, July 15, 2024
When an employee who was dismissed or demoted is
					 reinstated, the employee shall return to employment in the same position, or a
					 similar position at management's option, at the same salary grade or salary
					 grade equivalency that the employee was employed prior to dismissal. The agency
					 may reinstate an employee to a similar position assigned to a duty station that
					 is in a different location than the prior assigned duty station. If the new
					 duty station is 50 miles or more from the prior assigned duty station, then the
					 agency may choose to pay moving and relocation expenses in accordance with
					 Section 6.6 of the State Budget Manual located on the Office of State Budget
					 and Management website and may be viewed for free at
https://www.osbm.nc.gov/state-budget-manual
,which
					 is hereby incorporated by reference including any subsequent amendments and
					 editions.
Authority
					 G.S.
					 126-4(9);
					 126-34.01;
					 126-34.02;
Temporary
					 Adoption Eff. February 28, 2014;
Temporary Adoption Expired
					 December 12, 2014;
Eff. April 1, 2015;
Readopted Eff.
					 April 1, 2018.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1312 - CAUSES FOR REINSTATEMENT

Current through Register Vol. 39, No. 2, July 15, 2024
Reinstatement from dismissal, suspension, or demotion may
					 be ordered only upon a finding of lack of just cause as set forth in Rule .0604
					 of this Subchapter; discrimination, harassment, or retaliation prohibited by
					 G.S.
					 126-16 and
					 G.S.
					 126-34.02; or that an employee was dismissed,
					 suspended, or demoted in violation of
					 G.S.
					 126-34.02 because he or she was a
					 whistleblower. For the purpose of this Rule, and in addition to those matters
					 listed in Rule .0604 of this Subchapter, failure to issue the required number
					 and kind of warnings or other disciplinary actions prior to dismissal for
					 unsatisfactory job performance shall constitute a lack of just
					 cause.
Authority
					 G.S.
					 126-4(9);
					 126-16;
					 126-34.02;
					 126-35;
Temporary
					 Adoption Eff. May 23, 2014;
Eff. April 1, 2015:
Readopted Eff. April 1, 2018.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1313 - SUSPENSION WITHOUT PAY

Current through Register Vol. 39, No. 2, July 15, 2024
For grievances filed on or after August 21, 2013, back pay
					 shall be ordered in those cases in which it is determined that a suspension
					 without pay lacked substantivejust cause or was an act of discrimination,
					 harassment, or retaliation prohibited by
					 G.S.
					 126-16 or
					 G.S.
					 126-34.02; or violated
					 G.S.
					 126-34.02 because the employee was found to
					 be whistleblower under Article 14 of Chapter 126 of the General
					 Statutes.
Authority
					 G.S.
					 126-4(6);
					 126-16;
					 126-34.02;
					 126-35;
Temporary
					 Adoption Eff. May 23, 2014;
Eff. April 1, 2015;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1314 - DISCRIMINATION, HARASSMENT, OR RETALIATION

Current through Register Vol. 39, No. 2, July 15, 2024
Back pay, transfer, promotion, or other appropriate
					 remedies, including corrective remedies, may be ordered where discrimination,
					 harassment, or retaliation in violation of
					 G.S.
					 126-16 or
					 G.S.
					 126-34.02 is found.
Authority
					 G.S.
					 126-4(9);
					 126-16; 126.34.01;
					 126-34.02;
Temporary Adoption Eff. May 23, 2014;
Eff.
					 April 1, 2015;
Readopted Eff. April 1,
					 2018.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1315 - VOLUNTARY PROGRAMS OR BENEFITS

Current through Register Vol. 39, No. 2, July 15, 2024
Voluntary programs and benefits are the choice of the
					 employee and the employee's financial responsibility. Voluntary benefits and
					 programs include 401K programs, voluntary health and life insurance programs,
					 or deferred compensation. Voluntary programs and benefits shall not be
					 addressed by any remedy under these Rules or G.S. 126. To the extent that
					 retroactive coverage or membership shall be available, the grievant is
					 responsible for initiating any necessary action against any third party to
					 obtain such benefits.
Authority
					 G.S.
					 126-4(9);
					 126-34.02;
Temporary
					 Adoption Eff. May 23, 2014;
Eff. April 1, 2015;
Readopted Eff. April 1, 2018.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1316 - REMEDIES FOR PROCEDURAL VIOLATIONS

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Failure to give written notice of applicable appeal rights in connection with a
				  dismissal, demotion, or suspension without pay shall be deemed a procedural
				  violation. The sole remedy for this violation shall be an extension of the time
				  in which to file an appeal. The extension shall be from the date of the
				  procedural violation to no more than 30 calendar days from the date the
				  employee is given written notice of applicable appeal rights.
(b) Failure to give specific reasons for
				  dismissal, demotion, or suspension without pay shall be deemed a procedural
				  violation. Back pay, attorney's fees, or both may be awarded for this
				  violation. Back pay or attorney's fees, or both may be awarded for such a
				  period of time as is appropriate under the law, considering all the
				  circumstances.
(c) Failure to
				  conduct a pre-dismissal conference shall be deemed a procedural violation. The
				  remedy for this violation shall require that the employee be granted back pay
				  from the date of the dismissal until a date determined appropriate in light of
				  the purpose of pre-dismissal conferences, which is to provide notice to the
				  employee and an opportunity to be heard. Reinstatement shall not be a remedy
				  for lack of a pre-dismissal conference.
Authority
					 G.S.
					 126-4(9);
					 126-34.02;
					 126-35;
Temporary
					 Adoption Eff. May 23, 2014;
Eff. April 1, 2015;
Readopted Eff. April 1, 2018.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1317 - REMEDIES: SALARY ADJUSTMENTS

Current through Register Vol. 39, No. 2, July 15, 2024
(a) No
				  department, agency, or university may use within-grade or within-range salary
				  adjustments as a method of resolving any grievance, contested case, or lawsuit
				  without advance notice to the Office of State Human Resources and the written
				  approval of the State Human Resources Director.
(b) Any within-grade or within-range salary
				  adjustment proposed to be approved by the State Human Resources Director shall
				  be in compliance with existing salary administration policies (see
				  25 NCAC
				  01D .0100 et. seq.) or have prior approval as
				  an exception to or waiver from the policies in accordance with
				  25 NCAC
				  01A .0104.
Authority
					 G.S.
					 126-4(2);
					 126-34.01;
					 126-34.02;
Temporary
					 Adoption Eff. May 23, 2014;
Eff. April 1, 2015;
Pursuant to
					 G.S.
					 150B-21.3A, rule is necessary without
					 substantive public interest Eff. August 20,
					 2016.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1318 - CERTAIN REMEDIES NOT AVAILABLE

Current through Register Vol. 39, No. 2, July 15, 2024
The following remedies shall not be awarded in appeals
					 under G.S. 126:
(1)
				  compensatory;
(2) punitive, except
				  as allowed under
				  G.S.
				  126-87;
(3) exemplary; or
(4) other special damages.
The only available relief is back pay, front pay, or other
					 omitted benefits, along with attorney's fees in certain cases.
Authority
					 G.S.
					 126-4(9);
					 126-34.02;
Temporary
					 Adoption Eff. May 23, 2014;
Eff. April 1, 2015:
Readopted Eff. April 1, 2018.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1319 - SITUATIONS IN WHICH ATTORNEY'S FEES MAY BE AWARDED

Current through Register Vol. 39, No. 2, July 15, 2024
Attorney's fees may be awarded only in the following
					 situations:
(1) the grievant is
				  reinstated;
(2) the grievant is
				  awarded back pay from either a demotion or a dismissal, without regard to
				  whether the grievant has been reinstated; or
(3) the grievant prevails in a whistleblower
				  grievance.
Authority
					 G.S.
					 126-4(11);
					 126-34.02;
Temporary
					 Adoption Eff. May 23, 2014;
Eff. April 1, 2015;
Readopted Eff. April 1, 2018.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1300 - EMPLOYEE APPEALS AND GRIEVANCE PROCESS › Section 01J .1320 - ATTORNEY'S FEES MAY BE AWARDED AS A RESULT OF A SETTLEMENT

Current through Register Vol. 39, No. 2, July 15, 2024
Attorney's fees may be paid as the result of a settlement
					 in the grievance procedure, provided such fees are explicitly incorporated as a
					 part of a settlement agreement signed by both parties.
Authority
					 G.S.
					 126-4(11);
					 126-34.01;
					 126-34.02;
Temporary
					 Adoption Eff. May 23, 2014;
Eff. April 1, 2015;
Readopted Eff. April 1, 2018.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1400 - EMPLOYEE MEDIATION AND GRIEVANCE PROCESS › Section 01J .1401-.1407

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(1);
					 126-4(6);
					 126-4(7);
					 126-4(9);
					 126-4(10);
					 126-4(17);
					 126-16;
					 126-34;
					 126-34.1;
					 126-34.2;
					 126-35;
					 126-36;
					 126-37;
					 126-38;
					 150B-23; S.L.
					 2013-382;
Eff. March 1, 2005;
Temporary Repeal Eff. May
					 23, 2014;
Repealed Eff. April 1,
					 2015.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1400 - EMPLOYEE MEDIATION AND GRIEVANCE PROCESS › Section 01J .1408-.1410

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(6);
					 126-4(9);
					 126-4(10);
					 126-34-01;
					 126-34.02;
Eff. March
					 1, 2005;
Temporary Repeal Eff. May 23, 2014;
Repealed
					 Eff. April 1, 2015.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter J - EMPLOYEE RELATIONS › Section .1400 - EMPLOYEE MEDIATION AND GRIEVANCE PROCESS › Section 01J .1411-.1412

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4(9);
					 126-4(10);
					 126-34.1(a);
					 S.L. 2013-382;
Eff. March 1, 2005;
Temporary Repeal
					 Eff. May 23, 2014;
Repealed Eff. April 1,
					 2015.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0100 - GENERAL PROVISIONS › Section 01K .0101 - REPEALED - AUTHORITY

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. January 1, 1979;
Repealed Eff.
					 November 1, 1988.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0100 - GENERAL PROVISIONS › Section 01K .0102 - REPEALED - ORGANIZATION

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Repealed Eff. December 1,
					 1978.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0100 - GENERAL PROVISIONS › Section 01K .0103 - REPEALED - POLICY ON TRAINING OF STATE EMPLOYEES

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Repealed Eff. January 1,
					 1979.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0100 - GENERAL PROVISIONS › Section 01K .0104 - STATE HUMAN RESOURCE DEVELOPMENT POLICY

Current through Register Vol. 39, No. 2, July 15, 2024
It is the policy of the State of North Carolina to provide
					 training and development for its employees designed to:
(1) improve productivity, effectiveness, and
				  efficiency of government service by enhancement of employee
				  performance;
(2) help employees
				  develop competencies so that they might become better qualified to perform the
				  duties of their present jobs and advance to more responsible positions;
				  and
(3) develop managers and
				  supervisors capable of designing and implementing effective systems for the
				  accomplishment of each state agency's goals.
Authority
					 G.S.
					 126-4;
Eff. January 1,
					 1979;
Amended Eff. April 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 .0100 - GENERAL PROVISIONS › Section 01K .0105 - CENTERS OF RESPONSIBILITY

Current through Register Vol. 39, No. 2, July 15, 2024
(a)
				  Adequate training and development of state employees shall be accomplished
				  through the combined efforts of employees, supervisors on the job, departmental
				  management, and the Office of State Human Resources in cooperation with the
				  state's institutions of higher education.
(b) Human resource development programs shall
				  recognize the following roles:
(1) Employees.
				  State employees at all levels ultimately retain an obligation to advance their
				  own careers by pursuing appropriate opportunities for development and
				  education.
(2) Managers and
				  Supervisors. Managers and supervisors have the initial responsibility for
				  ensuring access to job-related training and development for their employees. In
				  fulfilling this responsibility, managers and supervisors shall identify the
				  individual training needs of their employees and work with employees to prepare
				  and effect plans for their development.
(3) State Agencies. State agencies are
				  responsible for planning, budgeting, implementing and evaluating training for
				  employees consistent with organizational needs and state policy. In addition,
				  each agency shall work closely with other agencies and the Office of State
				  Human Resources to promote the use of interagency training programs and
				  resources wherever possible.
(4)
				  Office of State Human Resources. The Office of State Human Resources shall be
				  responsible for statewide planning, coordination and review of human resource
				  development programs, as well as for direct delivery of some specified
				  interagency training
(5) State
				  Universities, the Community College System, and Public Instruction. The Office
				  of State Human Resources and state agencies are responsible for utilizing the
				  state's universities, Community College System, and public instruction to the
				  fullest degree possible in securing professional, management, and vocational
				  education to meet their human resource development needs.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0100 - GENERAL PROVISIONS › Section 01K .0106 - COST OF TRAINING

Current through Register Vol. 39, No. 2, July 15, 2024
(a) If training is
				  specifically required by an agency, full costs of salary, tuition, travel, and
				  subsistence shall be borne by the agency.
(b) Education deemed beneficial to both the
				  employee and the agency may be eligible for the state's Academic Assistance
				  Program (25 NCAC 01K .0300).
Authority
					 G.S.
					 126-4;
Eff. January 1,
					 1979;
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 .0200 - LEARNING AND DEVELOPMENT CENTER › Section 01K .0201-.0208

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
					 150A-10;
Eff.
					 February 1, 1976;
Repealed Eff. January 1,
					 1979.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0200 - LEARNING AND DEVELOPMENT CENTER › Section 01K .0209 - OFFICE OF STATE HUMAN RESOURCES LEARNING AND ORGANIZATIONAL DEVELOPMENT TEAM PURPOSE

Current through Register Vol. 39, No. 2, July 15, 2024
The Office of State Human Resources Learning and
					 Organizational Development Team shall provide policy direction, programs, and
					 supportive services to assist in improving the performance of state agencies
					 and employees.
Authority
					 G.S.
					 126-4;
Eff. January 1,
					 1979;
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 .0200 - LEARNING AND DEVELOPMENT CENTER › Section 01K .0210 - OFFICE OF STATE HUMAN RESOURCES LEARNING AND ORGANIZATIONAL DEVELOPMENT TEAM OBJECTIVES

Current through Register Vol. 39, No. 2, July 15, 2024
The Office of State Human Resources Learning and
					 Organizational Development Team shall:
(1) recommend policy and procedures to the
				  State Human Resources Commission concerning the state's system of human
				  resource development, educational leave, academic assistance, and the use of
				  non-state resources for training;
(2) plan, coordinate, monitor and evaluate
				  effectiveness of state government human resource development in cooperation
				  with agencies, state universities, and the Community College System;
(3) provide programs and services that most
				  cost-effectively enhance organizational and individual performance when
				  operated at the central level in state government. These programs and services
				  include organizational improvement consultation, management and supervisory
				  development, and clerical office skills training as well as human resource
				  management and professional development initiatives.
Authority
					 G.S.
					 126-4;
Eff. January 1,
					 1979;
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 .0200 - LEARNING AND DEVELOPMENT CENTER › Section 01K .0211 - REPEALED - PROGRAMS

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. January 1,
					 1979;
Repealed Eff. March 1,
					 2005.
North Carolina Administrative Code › Title 25 - STATE HUMAN RESOURCES › Chapter 01 - OFFICE OF STATE HUMAN RESOURCES › Subchapter K - PERSONNEL TRAINING › Section .0200 - LEARNING AND DEVELOPMENT CENTER › Section 01K .0212 - OFFICE OF STATE HUMAN RESOURCES LEARNING AND DEVELOPMENT FACILITIES

Current through Register Vol. 39, No. 2, July 15, 2024
The North Carolina State Learning and Development Center's
					 facilities at 101 West Peace Street in Raleigh shall be provided for use on a
					 reservation basis by all state agencies from 8:00 a.m. to 5:00 p.m. Monday
					 through Friday, excluding holidays. Room fees, based upon maximum occupancy,
					 shall be charged to defray facility operation costs, including parking and use
					 of available and reserved audiovisual equipment. Daily room fees are as
					 follows: Mountain Room - twenty dollars ($20.00); Coastal Room - twenty dollars
					 ($20.00); Piedmont Room - thirty dollars ($30.00); Commission Room - fifty
					 dollars ($50.00). Rooms may be rented for up to four hours or any fraction of
					 four hours for one-half the daily fee.
Authority
					 G.S.
					 126-4;
Eff. January 1,
					 1979;
Amended Eff. April 1, 2005, 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 .0200 - LEARNING AND DEVELOPMENT CENTER › Section 01K .0213 - REPEALED - FEES

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. January 1,
					 1979;
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 .0200 - LEARNING AND DEVELOPMENT CENTER › Section 01K .0214 - REPEALED - LOCATION AND HOURS OF OPERATION

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
					 150A-10;
Eff.
					 January 1, 1979;
Repealed Eff. March 1,
					 2005.
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 .0301-.0302

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. February 1,
					 1976;
Amended Eff. January 1, 1979; June 1, 1977; March 1,
					 1977;
Repealed Eff. September 1,
					 1989.
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 .0303-.0310

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. January 1,
					 1979;
Amended Eff. August 1, 1979;
Repealed Eff.
					 September 1, 1989.
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 .0311 - PURPOSE

Current through Register Vol. 39, No. 2, July 15, 2024
The academic assistance program shall provide reimbursement
					 of academic costs if funds are available at the agency/university level, and
					 time off the job with pay if the course is available only during working hours.
					 If funds are not available to provide reimbursement, the agency may choose to
					 give only time off.
Authority
					 G.S.
					 126-4;
Eff. September 1,
					 1989;
Amended Eff January 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 K - PERSONNEL TRAINING › Section .0300 - ACADEMIC ASSISTANCE › Section 01K .0312 - ELIGIBILITY

Current through Register Vol. 39, No. 2, July 15, 2024
(a) Full-time or
				  part-time employees who have a permanent appointment shall be eligible for the
				  Academic Assistance Program. Trainees may be determined as eligible by
				  management after satisfactory performance for a period of not less than three
				  months.
(b) Eligible Sources.
				  Academic courses/degrees from accredited community colleges, colleges,
				  universities via traditional classroom, video-based, distance learning,
				  web-based, e-learning and certain correspondence courses shall be eligible for
				  approval. Accreditation must be via an accrediting agency authorized by the US
				  Department of Education or the American Council on Education/CREDIT.
(c) Academic courses which are audited shall
				  be eligible for academic assistance; however, an employee may be reimbursed for
				  the same course or course equivalent only once.
Authority
					 G.S.
					 126-4;
Eff. September 1,
					 1989;
Amended Eff. December 1, 2003; August 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 .0300 - ACADEMIC ASSISTANCE › Section 01K .0313 - APPROVED COURSES

Current through Register Vol. 39, No. 2, July 15, 2024
Management, when making the determination whether to
					 provide assistance to take a specific course, must determine that it is
					 beneficial to both the agency/university and the employee's knowledge, skills
					 and abilities to fulfill current and potential job duties. Academic assistance
					 shall not be approved for courses where management has determined that neither
					 the course, nor the degree is of benefit to the
					 agency/university.
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 .0314 - EXPIRED - ACADEMIC LEAVE

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. September 1,
					 1989;
Amended Eff. January 1, 2004;
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 .0315 - REPEALED - THESIS/DISSERTATION RESEARCH COURSES

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. September 1,
					 1989;
Repealed Eff. December 1,
					 2003.
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 .0316 - ACADEMIC COSTS

Current through Register Vol. 39, No. 2, July 15, 2024
Academic costs are defined as charges assessed by an
					 eligible source to every person enrolling for the course. Academic costs
					 include tuition, fees and required, itemized course/lab fees.
					 Agencies/universities may reimburse academic costs in accordance with these
					 Rules and published in the State Human Resources Manual.
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 .0317 - REIMBURSEMENT OF ACADEMIC COSTS

Current through Register Vol. 39, No. 2, July 15, 2024
Agencies/universities may reimburse all academic costs as
					 specified in
					 25 NCAC
					 01K .0316, or reimburse only tuition and
					 other academic related fees, but shall not reimburse for fees that are
					 unrelated to registering for a course or a degree program, such as dorm,
					 student union construction, athletic fees, etc. Agencies may also, with a bona
					 fide business justification, reduce the amount of reimbursement per employee to
					 a set amount less than the tuition and fees and limit the number of courses for
					 which any one employee may be reimbursed in an academic term.
					 Agencies/universities choosing to reimburse an amount less than the academic
					 costs specified in
					 25 NCAC
					 01K .0316 shall make this information
					 available to all employees at the beginning of the fiscal year and apply this
					 limitation to all employees requesting academic assistance in that fiscal
					 year.
Authority
					 G.S.
					 126-4;
Eff. September 1,
					 1989;
Amended Eff. January 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 K - PERSONNEL TRAINING › Section .0300 - ACADEMIC ASSISTANCE › Section 01K .0318-.0319

Current through Register Vol. 39, No. 2, July 15, 2024
Authority
					 G.S.
					 126-4;
Eff. September 1,
					 1989;
Amended Eff. December 1, 1995;
Repealed Eff.
					 December 1, 2003.
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 .0320 - EXCEPTIONAL SITUATIONS

Current through Register Vol. 39, No. 2, July 15, 2024
Courses taken at agency/university request shall be
					 approved by the agency head (at Departmental/University level), or his/her
					 designee. Courses taken under
					 25 NCAC
					 01K .0322 Extended Academic Leave shall be
					 approved by 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.