GENERAL ASSEMBLY OF NORTH CAROLINA
SESSION 2013
H 3
HOUSE BILL 834
Committee Substitute Favorable 5/9/13
Committee Substitute #2 Favorable 5/14/13
Short Title: Modern State Human Resources Management/RTR. |
(Public) |
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Sponsors: |
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Referred to: |
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April 11, 2013
A BILL TO BE ENTITLED
AN ACT enhancing the effectiveness and efficiency of state government by modernizing the state's system of human resources management and by providing flexibility for executive branch reorganization and restructuring.
The General Assembly of North Carolina enacts:
PART I. ORGANIZATIONAL AND ADMINISTRATIVE CHANGES
SECTION 1.1. G.S. 126-3(a) reads as rewritten:
"(a) There is hereby
established the Office of State Personnel (hereinafter referred to as 'the
Office') which shall be placed for organizational purposes within the Department
of Administration. Office of the Governor. Notwithstanding the
provisions of North Carolina State government reorganization as of January 1,
1975, and specifically notwithstanding the provisions of Chapter 864 of the
1971 North Carolina Session Laws, Chapter 143A of the General Statutes,
the Office of State Personnel shall exercise all of its statutory powers in
this Chapter independent of control by the Secretary of Administration and Chapter,
which shall be under the administration and supervision of a State
Personnel Director (hereinafter referred to as 'the Director') appointed by the
Governor and subject to the supervision of the Commission for purposes of this
Chapter. The salary of the Director shall be fixed by the Governor. The
Director shall serve at the pleasure of the Governor."
SECTION 1.2. G.S. 126-3(a)(8) reads as rewritten:
"(8) Developing criteria
and standards to measure the level of compliance or noncompliance with
established Commission policies, rules, procedures, criteria, and standards in
agencies, departments, and institutions to which authority has been delegated
for classification, salary administration administration,
performance management, development, evaluation, and other decentralized programs,
and determining through routine monitoring and periodic review process, that
agencies, departments, and institutions are in compliance or noncompliance with
established Commission policies, rules, procedures, criteria, and
standards."
SECTION 1.3. G.S. 126-4(5) reads as rewritten:
"§ 126-4. Powers and duties of State Personnel Commission.
Subject to the approval of the Governor, the State Personnel Commission shall establish policies and rules governing each of the following:
…
(5) Hours and days
of work, holidays, vacation, sick leave, and other matters pertaining to the
conditions of employment. The legal public holidays established by the
Commission as paid holidays for State employees shall include Martin Luther
King, Jr.'s Birthday and Veterans Day. The Commission shall not provide for
more than 1112 paid holidays per year except that in those
years in which Christmas Day falls on a Tuesday, Wednesday, or Thursday, the
Commission shall not provide for more than 12 paid holidays.year, with
three paid holidays being given for Christmas."
SECTION 1.4. This Part is effective when it becomes law.
PART II. STATE PERSONNEL COMMISSION CHANGES
SECTION 2.1. G.S. 126-2 reads as rewritten:
"§ 126-2. State Personnel Commission.
(a) There is hereby established the State Personnel Commission (hereinafter referred to as "the Commission").
(b) The
Commission shall consist of nine members, appointed as follows:
(1) Two
members shall be attorneys licensed to practice law in North Carolina appointed
by the General Assembly, one of whom shall be appointed upon the recommendation
of the Speaker of the House of Representatives, and one of whom shall be
appointed upon the recommendation of the President Pro Tempore of the Senate.
The initial two attorney members
appointed under this subdivision shall serve terms expiring June 30, 2004; the
terms of subsequent appointees shall be six years.
(2) Two
persons from private business or industry appointed by the Governor, both of
whom shall have a working knowledge of, or practical experience in, human
resources management. The initial members appointed under this subdivision
shall serve terms expiring June 30, 2003; the terms of subsequent appointees
shall be six years.
(3) Two State
employees subject to the State Personnel Act serving in nonexempt positions,
appointed by the Governor, including one of whom is a veteran of the Armed
Forces of the United States appointed upon the nomination of the Veterans'
Affairs Commission. One employee shall serve in a State government position
having supervisory duties, and one employee shall serve in a nonsupervisory
position. Neither employee may be a human resources professional. The Governor
shall consider nominations submitted by the State Employees Association of
North Carolina. The initial members appointed under this subdivision shall
serve terms expiring June 30, 2001; the terms of subsequent appointees shall be
six years.
(4) Two
local government employees subject to the State Personnel Act appointed by the
Governor upon recommendation of the North Carolina Association of County
Commissioners, one a nonsupervisory local employee and one a supervisory local
employee. Neither local government employee may be a human resources
professional. The initial members appointed under this subdivision shall serve
terms expiring June 30, 2003; the terms of subsequent appointees shall be for
six years.
(5) One
member of the public at large appointed by the Governor. The initial member
appointed under this subdivision shall serve for a term expiring June 30, 2001;
the terms of subsequent appointees shall be for six years.
(b1) The Commission shall consist of nine members, appointed as follows:
(1) One member appointed by the General Assembly upon the recommendation of the Speaker of the House of Representatives who shall be an attorney licensed to practice law in North Carolina.
(2) One member appointed by the General Assembly upon the recommendation of the President Pro Tempore of the Senate who shall be an attorney licensed to practice law in North Carolina.
(3) One member appointed by the General Assembly upon the recommendation of the Speaker of the House of Representatives who shall be from private business or industry and who shall have a working knowledge of, or practical experience in, human resources management.
(4) One member appointed by the General Assembly upon the recommendation of the President Pro Tempore of the Senate who shall be from private business or industry and who shall have a working knowledge of, or practical experience in, human resources management.
(5) One member who is a veteran of the Armed Forces of the United States appointed by the Governor upon the nomination of the Veterans Affairs Commission and who is a State employee subject to this Chapter serving in a nonexempt supervisory position. The member may not be a human resources professional. The Governor shall consider nominations submitted by the State Employees Association of North Carolina.
(6) One member appointed by the Governor who is a State employee subject to this Chapter serving in a nonexempt nonsupervisory position. The member may not be a human resources professional. The Governor shall consider nominations submitted by the State Employees Association of North Carolina.
(7) One member appointed by the Governor upon the recommendation of the North Carolina Association of County Commissioners who is a local government employee subject to this Chapter serving in a supervisory position. The member may not be a human resources professional.
(8) One member appointed by the Governor upon the recommendation of the North Carolina Association of County Commissioners who is a local government employee subject to this Chapter serving in a nonsupervisory position. The member may not be a human resources professional.
(9) One member of the public at large appointed by the Governor.
(c) Each member of the Commission shall be appointed for a term of four years. Members of the Commission may serve no more than two consecutive terms. Appointments by the General Assembly shall be made in accordance with G.S. 120-121, and vacancies in those appointments shall be filled in accordance with G.S. 120-122. Vacancies in appointments made by the Governor occurring prior to the expiration of a term shall be filled by appointment for the unexpired term.
(d) No member of the Commission may serve on a case where there would be a conflict of interest. The appointing authority may at any time remove any Commission member for cause.
(e) Members of the
Commission who are State or local government employees subject to the State
Personnel Actthis Chapter shall be entitled to administrative leave
without loss of pay for all periods of time required to conduct the business of
the Commission.
(f) Six members of the Commission shall constitute a quorum.
(g) The Governor shall designate one member of the Commission as chair.
(h) The Commission shall meet quarterly, and at other times at the call of the chair."
SECTION 2.2. The terms of the two attorney members appointed under G.S. 126-2(b)(1), serving on the Commission on January 1, 2013, shall expire on June 30, 2013. The terms of the persons from private business or industry appointed under G.S. 126-2(b)(2), serving on the Commission on January 1, 2013, shall expire on June 30, 2014. The terms of the two State employees appointed under G.S. 126-2(b)(3), serving on the Commission on January 1, 2013, shall expire on June 30, 2013. The terms of the two local government employees appointed under G.S. 126-2(b)(4), serving on the Commission on January 1, 2013, shall expire on June 30, 2014. The term of the public at-large member appointed under G.S. 126-2(b)(5), serving on the Commission on January 1, 2013, shall expire June 30, 2013. If the terms of office eliminated in this act have not been set out, then the appointing authorities shall determine by July 1, 2013, which terms to eliminate to achieve the membership totals pursuant to this act. After determining which terms to eliminate, the appointing authority shall notify in writing all the persons and entities required to receive notification pursuant to G.S. 143-47.7.
SECTION 2.3. This Part is effective when it becomes law.
PART Iii. probationary and career state employees
SECTION 3.1. G.S. 126-1.1 reads as rewritten:
"§ 126-1.1. Career State employee defined.
(a) For the purposes of this Chapter, unless the context clearly indicates otherwise, "career State employee" means a State employee or an employee of a local entity who is covered by this Chapter pursuant to G.S. 126-5(a)(2) who:
(1) Is in a permanent position and permanent appointment; and
(2) Has been
continuously employed by the State of North Carolina or a local entity as
provided in G.S. 126-5(a)(2) in a position subject to the State Personnel
Act for the immediate 2412 preceding months.
(b) As used in this Chapter, "probationary State employee" means a State employee who is in a probationary appointment and is exempt from the provisions of the State Personnel Act only because the employee has not been continuously employed by the State for the time period required by subsection (a) of this section."
SECTION 3.2. G.S. 126-15.1 is repealed.
SECTION 3.3. This Part is effective when it becomes law.
PART Iv. EXEMPT POSITION MODIFICATIONS
SECTION 4.1. G.S. 126-5(d)(1) reads as rewritten:
"(d)
(1) Exempt Positions in Cabinet
Department. - Subject to the provisions of this Chapter, which is known as the
State Personnel Act, the Governor may designate a total of 1,0001,500
exempt positions throughout the following departments:departments and
offices:
a. Department of Administration.
b. Department of Commerce.
c. Repealed by Session Laws 2012-83, s. 7, effective June 26, 2012, and by Session Laws 2012-142, s. 25.2E(a), effective January 1, 2013.
d. Department of Public Safety.
e. Department of Cultural Resources.
f. Department of Health and Human Services.
g. Department of Environment and Natural Resources.
h. Department of Revenue.
i. Department of Transportation.
j. Repealed by Session Laws 2012-83, s. 7, effective June 26, 2012, and by Session Laws 2012-142, s. 25.2E(a), effective January 1, 2013.
k. Office of Information Technology Services.
l. Office of State Budget and Management.
m. Office of State Personnel.
Notwithstanding the provisions of this subdivision or the other requirements of this subsection, the Governor may at any time designate up to one percent (1%) of the total number of full-time positions in the Department of Public Safety, not to exceed 100 positions, as exempt managerial positions. Notwithstanding the provisions of this subdivision, or the other requirements of this subsection, the Governor may at any time increase by five the number of exempt policy-making positions at the Department of Public Safety, but at no time shall the total number of exempt policy-making positions exceed 105."
SECTION 4.2. G.S. 147-33.77(a) reads as rewritten:
"(a) The State Chief
Information Officer may appoint a Chief Deputy Information Officer. The salary
of the Chief Deputy Information Officer shall be set by the State Chief
Information Officer. The State Chief Information Officer may appoint all
employees, including legal counsel, necessary to carry out the powers and
duties of the office. These employees shall be subject to the State Personnel Act.Act,
except that employees in positions designated as exempt under G.S. 126-5(d)(1)
are not subject to the Act, in accordance with the provisions of that section."
SECTION 4.3. G.S. 126-5(e) is repealed.
SECTION 4.4. G.S. 126-5(f) is repealed.
SECTION 4.5. G.S. 126-5(d)(5) reads as rewritten:
"(d) …
(5) Creation,
Transfer, or Reorganization. - The Governor, elected department head, or State
Board of Education may designate as exempt a position that is created or
transferred to a different department, or is located in a department in which
reorganization has occurred, after July 1 October 1 of the year
in which the oath of office is administered to the Governor. The designation
must be made in a letter to the State Personnel Director, the Speaker of the
North Carolina House of Representatives, and the President of the North
Carolina Senate within 180 days after such position is created, transferred, or
in which reorganization has occurred."
SECTION 4.6. This Part becomes effective June 30, 2013, with the repeal of the provisions in G.S. 126-5(e) and G.S. 126-5(f) applying as to State employees hired on or after that date.
PART V. REDUCTIONS IN FORCE
SECTION 5.1. G.S. 126-7.1 reads as rewritten;
"§ 126-7.1. Posting requirement; State employees receive priority consideration; reduction-in-force; Work First hiring.
…
(e) If a State employee subject to this section:
(1) Applies for another position of State employment that would constitute a promotion; and
(2) Has
substantially equal qualifications as an applicant who is not a State employee.employee;
then the State employee shall receive priority consideration over the applicant who is not a State employee. This priority consideration shall not apply when the only applicants considered for the vacancy are current State employees.
(f) If a State employee who has been separated due to reduction in force or who has been given notice of imminent separation due to reduction in force:
(1) Applies for another position of State employment equal to or lower in salary grade than the position held by the employee at the time of notification or separation; and
(2) Has substantially equal qualifications as any other applicant;
then within all State agencies, the State employee who has been notified of or separated due to a reduction in force shall receive priority consideration over all other applicants. This priority shall remain in effect for a period of 12 months from the date the employee receives notification of separation by reduction in force. State employees separated due to reduction in force shall receive higher priority than other applicants with employment or reemployment priorities, except that the reemployment priority created by G.S. 126-5(e)(1) shall be considered as equal.
(f1) If a State employee who has been separated due to reduction-in-force or who has been given notice of imminent separation due to reduction-in-force accepts or rejects an offer for a position of State employment that is equal to or higher than the position held or equal to or higher than the salary earned by the employee at the time of separation or notification, then the employee's acceptance or rejection of that offer shall satisfy and terminate the one-time, 12-month priority granted by subsection (f) of this section.
…."
SECTION 5.2. This Part is effective when it becomes law and applies to reductions-in-force implemented on or after that date.
PART VI. EMPLOYEE GRIEVANCES
SECTION 6.1. Article 8 of Chapter 126 of the General Statutes reads as rewritten:
"Article 8.
"Employee Appeals of Grievances and Disciplinary Action.
"§ 126-34.01 Grievance appeal; resolution.
Any State employee having a grievance arising out of or due to the employee's employment shall first discuss the problem or grievance with the employee's supervisor, unless the problem or grievance is with the supervisor. Then the employee shall follow the grievance procedure established by the employee's agency and approved by the State Personnel Commission.
"§ 126-34.02 Grievance process; grounds.
(a) An applicant for State employment, a State employee, or former State employee may file a grievance with the State Personnel Commission provided the grievant has followed the agency grievance procedure.
The Office of State Personnel shall administer the grievance hearing process. Grievance hearings shall be conducted before hearing officers designated by the Director of the Office of State Personnel. It is the duty of the hearing officer to prepare a record of the hearing and to submit, within 60 days of the date the hearing officer receives the grievance, a recommended decision to the State Personnel Commission for its consideration unless the Commission grants an extension of time for good cause shown.
The State Personnel Commission may modify, accept, or reject the recommendation of the hearing officer. If the hearing officer's recommended decision is rejected by the Commission, the Commission shall issue its own findings, conclusions, and decision within 90 days.
The decision of the State Personnel Commission is subject to review by the Office of Administrative Hearings under Chapter 150B of the General Statutes. The Office of Administrative Hearings may reverse or affirm the decision of the State Personnel Commission within 60 days. If no such order is entered, the decision of the State Personnel Commission becomes final and is subject to judicial review.
The decision of the State Personnel Commission is subject to review by the Office of Administrative Hearings. If the reviewing administrative law judge finds that the decision was unsupported by any competent evidence or was an abuse of discretion, then the judge may affirm, reverse, or modify the decision; or remand the case for further proceedings.
The decision of the Office of Administrative Hearings is subject to judicial review pursuant to Article 4 of Chapter 150B of the General Statutes, except that if the State Personnel Commission's decision is supported by any competent evidence the decision shall be affirmed by the superior court.
(b) The following issues may be grieved to the State Personnel Commission after the completion of the agency grievance procedure:
(1) Discrimination or harassment. - An applicant for State employment, a State employee, or former State employee may allege discrimination or harassment based on race, religion, color, national origin, sex, age, disability, genetic information, or political affiliation if the employee believes that he or she has been discriminated against in his or her application for employment or in the terms and conditions of the employee's employment, or in the termination of his or her employment.
(2) Retaliation. - An applicant for State employment, a State employee, or former State employee may allege retaliation for protesting discrimination based on race, religion, color, national origin, sex, age, disability, political affiliation, or genetic information if the employee believes that he or she has been retaliated against in his or her application for employment or in the terms and conditions of the employee's employment, or in the termination of the employee's employment.
(3) Just cause for dismissal, demotion, or suspension. - A career State employee may allege that he or she was dismissed, demoted, or suspended for disciplinary reasons without just cause. A dismissal, demotion, or suspension which is not imposed for disciplinary reasons shall not be considered a disciplinary action within the meaning of this section. In cases of such disciplinary action the employee shall, before the action is taken, be furnished with a statement in writing setting forth the specific acts or omissions that are the reasons for the disciplinary action and the employee's appeal rights. The employee shall be permitted 15 days from the date the statement is delivered to appeal under the agency grievance procedure. However, an employee may be suspended without warning pending the giving of written reasons in order to avoid undue disruption of work, to protect the safety of persons or property, or for other serious reasons.
(4) Veteran's preference. - An applicant for State employment or State employee may allege that he or she was denied veteran's preference in violation of the law.
(5) Failure to post or give priority consideration. - An applicant for State employment or a State employee may allege that he or she was denied hiring or promotion because a position was not posted in accordance with this Chapter or because he or she was denied hiring or promotion as a result of a failure to give priority consideration for promotion or reemployment as required by G.S. 126-7.1.
(6) Whistleblower. - A whistleblower grievance as provided for in this Chapter.
(c) Any issue for which appeal to the State Personnel Commission has not been specifically authorized by this Chapter shall not be grounds for a grievance to the Commission or any other State forum.
(d) In grievance appeals conducted pursuant to this Chapter, the burden of showing that a career State employee was discharged, demoted, or suspended for just cause rests with the employer. In all other grievance appeals, the burden of proof rests on the employee.
(e) Any grievance appeal of the final decision of an agency head must be brought within 30 days from the day of receipt of the decision.
(f) The decision of the State Personnel Commission is advisory for covered local government employees.
(g) The State Personnel Commission may award attorneys' fees to an employee where reinstatement or back pay is ordered or where an employee prevails in a whistleblower grievance. The remedies in this subsection are not exclusive remedies.
"§ 126-34.
Grievance appeal for career State employees.
Unless otherwise provided in this Chapter, any career
State employee having a grievance arising out of or due to the employee's
employment and who does not allege unlawful harassment or discrimination
because of the employee's age, sex, race, color, national origin, religion,
creed, handicapping condition as defined by G.S. 168A-3, or political
affiliation shall first discuss the problem or grievance with the employee's
supervisor and follow the grievance procedure established by the employee's
department or agency. Any State employee having a grievance arising out of or
due to the employee's employment who alleges unlawful harassment because of the
employee's age, sex, race, color, national origin, religion, creed, or
handicapping condition as defined by G.S. 168A-3 shall submit a written
complaint to the employee's department or agency. The department or agency
shall have 60 days within which to take appropriate remedial action. If the
employee is not satisfied with the department or agency's response to the
complaint, the employee shall have the right to appeal directly to the Office
of Administrative Hearings.
"§ 126-34.1.
Grounds for contested case under the State Personnel Act defined.
(a) A
State employee or former State employee may file in the Office of
Administrative Hearings a contested case under Article 3 of Chapter 150B of the
General Statutes only as to the following personnel actions or issues:
(1) Dismissal,
demotion, or suspension without pay based upon an alleged violation of
G.S. 126-35, if the employee is a career State employee.
(2) An
alleged unlawful State employment practice constituting discrimination, as
proscribed by G.S. 126-36, including:
a. Denial
of promotion, transfer, or training, on account of the employee's age, sex,
race, color, national origin, religion, creed, political affiliation, or
handicapping condition as defined by Chapter 168A of the General Statutes.
b. Demotion,
reduction in force, or termination of an employee in retaliation for the
employee's opposition to alleged discrimination on account of the employee's
age, sex, race, color, national origin, religion, creed, political affiliation,
or handicapping condition as defined by Chapter 168A of the General Statutes.
(3) Retaliation
against an employee, as proscribed by G.S 126-17, for protesting an alleged
violation of G.S. 126-16.
(4) Denial
of the veteran's preference granted in accordance with Article 13 of this
Chapter in initial State employment or in connection with a reduction in force,
for an eligible veteran as defined by G.S. 126-81.
(5) Denial
of promotion for failure to post or failure to give priority consideration for
promotion or reemployment, to a career State employee as required by
G.S. 126-7.1 and G.S. 126-36.2.
(6) Denial
of an employee's request for removal of allegedly inaccurate or misleading
information from the employee's personnel file as provided by G.S. 126-25.
(7) Any
retaliatory personnel action that violates G.S. 126-85.
(8) Denial
of promotion in violation of G.S. 126-14.2, where an initial determination
found probable cause to believe there has been a violation of G.S. 126-14.2.
(9) Denial
of employment in violation of G.S. 126-14.2, where an initial
determination found probable cause to believe that there has been a violation
of G.S. 126-14.2.
(10) Harassment in the
workplace based upon age, sex, race, color, national origin, religion, creed,
or handicapping condition, whether the harassment is based upon the creation of
a hostile work environment or upon a quid pro quo.
(11) Violation of any
of the following federal statutes as applied to the employee:
a. The
Fair Labor Standards Act, 29 U.S.C. § 201, et seq.
b. The
Age Discrimination in Employment Act, 29 U.S.C. § 621, et seq.
c. The
Family Medical Leave Act, 29 U.S.C. § 2601, et seq.
d. The
Americans with Disabilities Act, 42 U.S.C. § 12101, et seq.
(b) An
applicant for initial State employment may file in the Office of Administrative
Hearings a contested case under Article 3 of Chapter 150B of the General
Statutes based upon:
(1) Alleged
denial of employment in violation of G.S. 126-16.
(2) Denial
of the applicant's request for removal of allegedly inaccurate or misleading
information from the personnel file as provided by G.S. 126-25.
(3) Denial
of equal opportunity for employment and compensation on account of the
employee's age, sex, race, color, national origin, religion, creed, political
affiliation, or handicapping condition as defined by Chapter 168A of the
General Statutes. This subsection with respect to equal opportunity as to age
shall be limited to persons who are at least 40 years of age. An applicant may
not, however, file a contested case where political affiliation was the reason
for the person's nonselection for (i) an exempt policymaking position as
defined in G.S. 126-5(b)(3), (ii) a chief deputy or chief administrative
assistant position under G.S. 126-5(c)(4), or (iii) a confidential
assistant or confidential secretary position under G.S. 126-5(c)(2).
(4) Denial
of the veteran's preference in initial State employment provided by Article 13
of this Chapter, for an eligible veteran as defined by G.S. 126-81.
(5) Denial
of employment in violation of G.S. 126-14.2, where an initial
determination found probable cause to believe that there has been a violation
of G.S. 126-14.2.
(c) In
the case of a dispute as to whether a State employee's position is properly
exempted from the State Personnel Act under G.S. 126-5, the employee may
file in the Office of Administrative Hearings a contested case under Article 3
of Chapter 150B of the General Statutes.
(d) A
State employee or applicant for State employment may file in the Office of
Administrative Hearings a contested case under Article 3 of Chapter 150B of the
General Statutes based upon a false accusation regarding, or disciplinary
action relating to, the employee's alleged violation of G.S. 126-14 or
G.S. 126-14.1.
(e) Any
issue for which appeal to the Office of Administrative Hearings through the
filing of a contested case under Article 3 of Chapter 150B of the General
Statutes has not been specifically authorized by this section shall not be
grounds for a contested case under Chapter 126.
"§ 126-34.2. Alternative dispute resolution.
In its discretion, the Commission may adopt alternative dispute resolution procedures for the resolution of matters constituting and not constituting grounds for a grievance under this Article. Any matters not constituting grounds for a grievance under this Article shall not be heard by the Office or the Commission.
(a) Notwithstanding
the provisions of Articles 6 and 7 of this Chapter, or the other provisions of
this Article, with the consent of the parties, a matter for which a State
employee, a former State employee, or an applicant for State employment has
filed a contested case under Article 3 of Chapter 150B of the General Statutes
may be handled in accordance with alternative dispute resolution procedures
adopted by the State Personnel Commission.
(b) In
its discretion, the State Personnel Commission may adopt alternative dispute
resolution procedures for the resolution of matters not constituting grounds
for a contested case under G.S. 126-34.1.
(c) Nothing
in this section shall be construed to limit the right of any person to file in
the Office of Administrative Hearings a contested case under Article 3 of
Chapter 150B of the General Statutes.
"§ 126-34.3. Judicial review of fee awards.
With respect to a decision of the State Personnel Commission assessing or refusing to assess reasonable witness fees or a reasonable attorneys' fee, the reviewing court may reverse or modify the decision of the Commission if the decision is unreasonable or the award is inadequate. The reviewing court shall award court costs and a reasonable attorneys' fee for representation in connection with the appeal to an employee who obtains a reversal or modification of the Commission's decision in an appeal under this section.
"§ 126-36.
Appeal of unlawful State employment practice.
(a) Any
State employee or former State employee who has reason to believe that
employment, promotion, training, or transfer was denied the employee or that
demotion, layoff, transfer, or termination of employment was forced upon the
employee in retaliation for opposition to alleged discrimination or because of
the employee's age, sex, race, color, national origin, religion, creed,
political affiliation, or handicapping condition as defined by G.S. 168A-3
except where specific age, sex or physical requirements constitute a bona fide
occupational qualification necessary to proper and efficient administration,
shall have the right to appeal directly to the Office of Administrative
Hearings.
(b) Subject
to the requirements of G.S. 126-34, any State employee or former State
employee who has reason to believe that the employee has been subjected to any
of the following shall have the right to appeal directly to the Office of
Administrative Hearings:
(1) Harassment
in the workplace based upon age, sex, race, color, national origin, religion,
creed, or handicapping condition, whether the harassment is based upon the
creation of a hostile work environment or upon a quid pro quo.
(2) Retaliation
for opposition to harassment in the workplace based upon age, sex, race, color,
national origin, religion, creed, or handicapping condition, whether the
harassment is based upon the creation of a hostile work environment or upon a
quid pro quo."
"§ 126-36.2.
Appeal to Office of Administrative Hearings by career State employee denied
notice of vacancy or priority consideration.
Any career State employee who has reason to believe that
he was denied promotion due to the failure of the agency, department, or
institution that had a job vacancy to:
(1) Post
notice of the job vacancy pursuant to G.S. 126-7.1(a) or;
(2) Give
him priority consideration pursuant to G.S. 126-7.1(c) may appeal directly
to the Office of Administrative Hearings.
"§ 126-37.
Administrative Law Judge's final decision.
(a) Appeals
involving a disciplinary action, alleged discrimination or harassment, and any
other contested case arising under this Chapter shall be conducted in the
Office of Administrative Hearings as provided in Article 3 of Chapter 150B;
provided that no grievance may be appealed unless the employee has complied
with G.S. 126-34. The administrative law judge is hereby authorized to
reinstate any employee to the position from which the employee has been
removed, to order the employment, promotion, transfer, or salary adjustment of
any individual to whom it has been wrongfully denied or to direct other
suitable action to correct the abuse which may include the requirement of
payment for any loss of salary which has resulted from the improperly
discriminatory action of the appointing authority.
(b) Repealed
by 1993 (Reg. Sess., 1994), c. 572, s. 1.
(b1) Repealed by
Session Laws 2011-398, s. 44, effective January 1, 2012, and applicable to
contested cases commenced on or after that date.
(b2) The final
decision is subject to judicial review pursuant to Article 4 of Chapter 150B of
the General Statutes. Appeals in which it is found that discrimination
prohibited by Article 6 of this Chapter has occurred or in any case where a
binding decision is required by applicable federal standards shall be heard as
all other appeals.
(c) If
the local appointing authority is other than a board of county commissioners,
the local appointing authority must give the county notice of the appeal taken
pursuant to subsection (a) of this section. Notice must be given to the county
manager or the chairman of the board of county commissioners by certified mail
within 15 days of the receipt of the notice of appeal. The county may intervene
in the appeal within 30 days of receipt of the notice. If the action is
appealed to superior court the county may intervene in the superior court
proceeding even if it has not intervened in the administrative proceeding. The
decision of the superior court shall be binding on the county even if the
county does not intervene.
"§ 126-38.
Time limit for appeals.
Any employee appealing any decision or action shall file a
petition for a contested case with the Office of Administrative Hearings as
provided in G.S. 150B-23(a) no later than 30 days after receipt of notice
of the decision or action which triggers the right of appeal.
"§ 126-39.
Scope of this Article.
Except for positions subject to competitive service and
except for appeals brought under G.S. 126-16, 126-25, and 126-36, this
Article applies to all State employees who are career State employees at the
time of the act, grievance, or employment practice complained of.
"§ 126-40:
Repealed by Session Laws 1985, c. 746, s. 16.
"§ 126-41.
Attorney and witness fees.
The decision of the Commission assessing or refusing to
assess reasonable witness fees or a reasonable attorney's fee as provided in
G.S. 126-4(11) is a final agency decision appealable under Article 4 of
Chapter 150B of the General Statutes. The reviewing court may reverse or modify
the decision of the Commission if the decision is unreasonable or the award is
inadequate. The reviewing court shall award court costs and a reasonable
attorney's fee for representation in connection with the appeal to an employee
who obtains a reversal or modification of the Commission's decision in an
appeal under this section.
"§ 126-42.
Reserved for future codification purposes."
SECTION 6.2. G.S. 126-7.2 reads as rewritten:
"§ 126-7.2. Time limit for appeals of applicants and noncareer State employees.
Any applicant or employee that has not attained career
status, appealing any decision or action shall file a petition for contested
case hearing with the Office of Administrative Hearings as provided in
G.S. 150B-23(a) an appeal with the Office of State Personnel no
later than 30 days after receipt of notice of the final agency decision
or action which triggers the right of appeal."
SECTION 6.3. This Part is effective when it becomes law.
PART VII. OTHER MODERNIZING AND conforming CHANGES
SECTION 7.1. G.S. 126-16 reads as rewritten:
"§ 126-16. Equal opportunity for employment and compensation by State departments and agencies and local political subdivisions.
All State departments and agencies agencies,
departments, and institutions and all local political subdivisions of North
Carolina shall give equal opportunity for employment and compensation, without
regard to race, religion, color, creed, national origin, sex, age, disability,
or genetic information to all persons otherwise qualified.or
handicapping condition as defined in G.S. 168A-3 to all persons otherwise
qualified, except where specific age, sex or physical requirements constitute
bona fide occupational qualifications necessary to proper and efficient
administration. This section with respect to equal opportunity as to age shall
be limited to individuals who are at least 40 years of age."
SECTION 7.2. G.S. 126-16.1 reads as rewritten:
"§ 126-16.1. Equal employment opportunity training.
Each State agency, department, and institution, and The University of North Carolina, shall enroll each newly appointed supervisor or manager within one year of appointment in the Equal Employment Opportunity training offered or approved by the Office of State Personnel.
Each State agency, each State department, and The
University of North Carolina shall:
(1) Enroll
each newly appointed supervisor or manager within one year of appointment in
the Equal Employment Opportunity Institute operated by the Division of Equal
Opportunity Services of the Office of State Personnel. Current managers and
supervisors are encouraged to enroll/participate in the Institute.
(2) Be
responsible for providing supplies and resource materials for managers and
supervisors who are enrolled from that department, agency or university."
SECTION 7.3. G.S. 126-19 reads as rewritten:
"§ 126-19. Equal employment opportunity plans; reports; maintenance of services by State Personnel Director.
(a) Each member of the Council of State under G.S. 143A-11, each of the principal departments enumerated in G.S. 143B-6, The University of North Carolina, the judicial branch, and the legislative branch, shall develop and submit on an annual basis an Equal Employment Opportunity plan which shall include goals and programs that provide positive measures to assure equitable and fair representation of North Carolina's citizens. The plans developed by the judicial branch and by the Legislative Services Office on behalf of the legislative branch shall be submitted to the General Assembly on or before June 1 of each year. All other such plans shall be submitted to the State Personnel Director for review and approval on or before March 1, of each year.
(b) The
State Personnel Commission shall submit a report to the General Assembly
concerning the status of Equal Employment Opportunity plans and programs for
all State departments, agencies, universities, which are required by this
Chapter to report to the State Personnel Director, on or before June 1 of each
year. If any plan has been disapproved, the report shall contain reasons for
disapproval. The status report submitted to the General Assembly by the State
Personnel Director and the plans submitted to the General Assembly by the
judicial branch and the Legislative Services Office on behalf of the
legislative branch shall contain the total number of persons employed in each
job category, the race, sex, salary, and other demographics relative to persons
hired and promoted during the reporting period, analysis of the data, and an
indication as to which goals were achieved.
(c) The State
Personnel Director shall at least maintain current will provide services
of Equal Employment Opportunity technical assistance, training, oversight,
monitoring, evaluation, support programs, and reporting to assure that State
government's work force is diverse at all occupational levels. These
services shall be provided by qualified personnel.at all occupational
levels reflect North Carolina's population. To the extent reasonably possible,
these services shall be provided by qualified personnel who have continuous
experience in the field of Equal Employment Opportunity and affirmative action
and who are sensitive to circumstances and experiences of individuals from
diverse backgrounds and cultures, and recognize that efficient and effective
government requires the talents, skills, and abilities of all available human
resources."
SECTION 7.4.(a) G.S. 126-25 reads as rewritten:
"§ 126-25. Remedies of employee objecting to material in file.
(a) An
employee, former employee employee, or applicant for employment
who objects to material in his the employee's file may place in
his or her file a written statement relating to the material he
the employee considers to be inaccurate or misleading.
(b) An
employee, former employee employee, or applicant for employment
who objects to material in his the employee's file because he or
she considers it inaccurate or misleading may seek the removal of such
material from his the file in accordance with a grievance
procedure established by that department. If the agency determines that
material in the employee's file is inaccurate or misleading, the agency shall
remove or amend the inaccurate material to ensure that the file is accurate.
Nothing in this subsection shall be construed to permit an employee to appeal
the contents of a performance appraisal or written disciplinary action.the
grievance procedure of that department, including appeal to the State Personnel
Commission. When a department, division, bureau, commission, or other agency
agrees or is ordered by the State Personnel Commission or by the General Court
of Justice of this State to remove inaccurate or misleading material from an
employee's file, which information was placed in the file by the supervisor or
other agent of management, it shall destroy the original and all copies of the
material removed and may not retain any inaccurate or misleading information
derived from the material removed."
SECTION 7.4.(b) G.S. 126-26 reads as rewritten:
"§ 126-26.
Rules and regulations.policies.
The State Personnel Commission shall prescribe such rules and
regulations policies as it deems necessary to implement the
provisions of this Article."
SECTION 7.5. G.S. 126-6.2 reads as rewritten:
"§ 126-6.2. Reports.
(a) Beginning January 1, 1998, and quarterly thereafter, the head of each State agency, department, or institution employing State employees subject to the State Personnel Act shall report to the Office of State Personnel on the following:
(1) The costs associated with the defense or settlement of administrative grievances and lawsuits filed by current or former State employees and applicants for State employment, including the costs of settlements, attorneys' fees, litigation expenses, damages, or awards incurred by the respective State agencies, departments, and institutions. The report shall include an explanation of the fiscal impact of these costs upon the operations of the State agency, department, or institution.
(2) Any other
human resources functions or actions as may be requested by the Director of the
Office of State Personnel in order for the Office to evaluate the efficiency,
productivity, and compliance of a State agency, department, or institution with
policies including, but not limited to, the compensation of State employees,
voluntary shared-leave programs, equal employment opportunity plans and
programs, and work options programs.The modification of position
descriptions resulting in changes in position qualifications to allow the use
of educational, experience, or other equivalencies in the hiring or promotion
of State employees where such equivalencies were not previously used in the
position descriptions. The report shall include an explanation of the reasons
for the changes in the position descriptions and the bases for the use of the
equivalencies.
(b) Beginning May
1, 1998, and annually thereafter, the State Personnel Commission shall report
to the Joint Legislative Commission on Governmental Operations on the costs
associated with the defense or settlement of lawsuits and on the use of
position qualification equivalencies, as compiled in accordance with lawsuits,
and upon request, on the results of any other reports regarding human resources
action or functions pursuant to subsection (a) of this section.
(c) Beginning
May 1, 1998, and then annually thereafter, the State Personnel Commission,
through the Office of State Personnel, shall report to the Joint Legislative
Commission on Governmental Operations on outcomes with respect to State
employee hirings, promotions, disciplinary actions, and compensation, based
upon demographics."
SECTION 7.6. G.S. 126-14.4 is repealed.
SECTION 7.7. G.S. 126-79 is repealed.
SECTION 7.8. G.S. 126-8.3(c) reads as rewritten:
"(c) The State Personnel
Commission, the State Board of Education, and the State Board of Community Colleges
Colleges, and all State agencies, departments, and institutions
shall annually report to the Office of State Personnel on the voluntary
shared leave program. For the prior fiscal year, the report shall include the
total number of days or hours of vacation leave and sick leave donated and used
by voluntary shared leave recipients and the total cost of the vacation leave
and sick leave donated and used. The State Personnel Commission, the State
Board of Education, and the State Board of Community Colleges shall provide a
report for each fiscal year as required by this section to the Joint
Legislative Commission on Governmental Operations and to the Fiscal Research
Division on or before October 15 each year."
SECTION 7.9.(a) G.S. 126-7(b) is repealed.
SECTION 7.9.(b) Article 2 of Chapter 126 of the General Statutes is amended by adding a new section to read:
"§ 126-7.3. Annual compensation surveys.
To guide the Governor and the General Assembly in making decisions regarding the compensation of State employees, the State Personnel Commission shall conduct annual compensation surveys. The Commission shall present the results of the compensation survey to the Appropriations Committees of the House of Representatives and the Senate no later than two weeks after the convening of the legislature in odd-numbered years and May 1st of even-numbered years."
SECTION 7.10. This Part is effective when it becomes law.
part ViiI. reorganization through reduction program
SECTION 8.1. In order to provide for the most effective and efficient delivery of services and performance of functions by the executive branch, the Governor may do all of the following:
(1) Restructure and reorganize in the executive branch in a manner defined by the number of positions, employee skills, and employee qualifications.
(2) Direct that reorganization shall be led by the organizational units that are being reorganized.
(3) Direct that organizations collaborate in planning and executing reorganization and restructuring across executive branch agencies and departments.
SECTION 8.2. The Office of State Personnel, in conjunction with the Office of State Budget and Management (OSBM), may develop the Reorganization Through Reduction Program (RTR). The RTR shall be one option available for reorganization and restructuring. The RTR is authorized to serve as an employee volunteer separation program to accomplish reorganization and restructuring needs through policies approved by the State Personnel Commission (SPC). The SPC policy shall detail the following:
(1) The approach to be used in identifying the organizational units.
(2) The process for identifying employees who may volunteer.
(3) The availability of severance and other related assistance.
SECTION 8.3. Notwithstanding any other provision of law to the contrary, if RTR is deployed and not enough employees volunteer, then selections for reductions-in-force from the current incumbent employees are authorized based upon skills and qualifications for the positions needed by the organizational unit. Employees separated from employment in a reduction-in-force conducted as part of the RTR shall be paid severance in accordance with the SPC approved policy. The positions retained by the executive branch may be repurposed.
SECTION 8.4. This Part is effective when it becomes law and expires December 31, 2014.
PART IX. RENAMING/STATE HUMAN RESOURCES COMMISSION AND OFFICE OF STATE HUMAN RESOURCES
SECTION 9.1.(a) Chapter 126 of the General Statutes, the State Personnel Act, is hereby renamed and may be cited as the "North Carolina Human Resources Act."
SECTION 9.1.(b) The following entities and positions created by Chapter 126 of the General Statutes are hereby renamed by this act:
(1) The State Personnel Commission is renamed the "North Carolina Human Resources Commission."
(2) The Office of State Personnel is renamed the "North Carolina Office of State Human Resources."
(3) The State Personnel Director is renamed the "Director of the North Carolina Office of State Human Resources."
SECTION 9.1.(c) Modification of References. - The Revisor of Statutes shall delete any references in the General Statutes to the State Personnel Act, State Personnel Commission, the State Personnel Director, and the Office of State Personnel (or any derivatives thereof) and substitute references to the North Carolina Human Resources Act, the State Human Resources Commission, the Director of the Office of State Human Resources, and the Office of Human Resources (or the appropriate derivative thereof) to effectuate the renaming set forth in this section wherever conforming changes are necessary. The affected statutes may include, but are not limited to, the statutes tabulated below:
- Referring to the State Personnel Act:
1. G.S. 7A-171 Duty hours, salary, and travel expenses within county.
2. G.S. 7A-751 Agency head; powers and duties; salaries of Chief Administrative Law Judge and other administrative law judges.
3. G.S. 7A-760 Number and status of employees; staff assignments; role of State Personnel Commission.
4. G.S. 18C-120 Selection of the Director; powers and duties.
5. G.S. 18C-173 Limits on compensation increases.
6. G.S. 58-2-10 Salary of Commissioner.
7. G.S. 58-71-5 Commissioner of Insurance to administer Article; rules and regulations; employees; evidence of Commissioner's actions.
8. G.S. 58-86-15 Director.
9. G.S. 62-12 Organization of Commission; adoption of rules and regulations therefor.
10. G.S. 88B-6 Board office, employees, funds, budget requirements.
11. G.S. 90-270.4 Exemptions to this Article.
12. G.S. 95-2 Election of Commissioner; term; salary; vacancy.
13. G.S. 97-78 Salaries and expenses; administrator, executive secretary, deputy commissioners, and other staff assistance; annual report.
14. G.S. 106-11 Salary of Commissioner of Agriculture.
15. G.S. 113A-258 Clean Water Management Trust Fund: Executive Director and staff.
16. G.S. 114-7 Salary of the Attorney General.
17. G.S. 115C-20 Office and salary.
18. G.S. 115D-5 Administration of institutions by State Board of Community Colleges; personnel exempt from State Personnel Act; extension courses; tuition waiver; in-plant training; contracting, etc., for establishment and operation of extension units of the community college system; use of existing public school facilities.
19. G.S. 116-11 Powers and duties generally.
20. G.S. 116-30.4 Position management.
21. G.S. 120-36.1 Fiscal Research Division of Legislative Services Commission established.
22. G.S. 120-79 Commission staffing.
23. G.S. 122A-4 North Carolina Housing Finance Agency.
24. G.S. 122D-5 Officers and employees; administration of Chapter.
25. G.S. 122E-4 North Carolina Housing Partnership created; compensation; organization.
26. G.S. 126-1.1 Career State employee defined.
27. G.S. 126-2 State Personnel Commission.
28. G.S. 126-5 Employees subject to Chapter; exemptions.
29. G.S. 126-6.2 Reports.
30. G.S. 126-30 Fraudulent disclosure and willful nondisclosure on application for State employment; penalties.
31. G.S. 126-34.1 Grounds for contested case under the State Personnel Act defined.
32. G.S. 126-35 Just cause; disciplinary actions for State employees.
33. G.S. 126-56 Status of employees of other governments.
34. G.S. 126-75 Work options for State employees.
35. G.S. 135-5.1 Optional retirement program for The University of North Carolina.
36. G.S. 135-48.23 Executive Administrator.
37. G.S. 136-4 Chief Engineer.
38. G.S. 138-4 Governor to set salaries of administrative officers; exceptions; longevity pay.
39. G.S. 138A-3 Definitions.
40. G.S. 140-5.15 Director of Museum of Art; appointment; dismissal; powers and duties; staff.
41. G.S. 143-166.41 Special separation allowance.
42. G.S. 143-641 Powers and duties of the Commission.
43. G.S. 143A-9 Appointment of officers and employees; salaries of department heads.
44. G.S. 143A-10 Governor; continuation of powers and duties; staff.
45. G.S. 143B-5 Governor; continuation of powers and duties.
46. G.S. 143B-9 Appointment of officers and employees.
47. G.S. 143B-10 Powers and duties of heads of principal departments.
48. G.S. 143B-74.2 U.S.S. North Carolina Battleship Commission - employees.
49. G.S. 143B-131.9 Roanoke Island Commission staff.
50. G.S. 143B-146.7 Consequences for personnel at low-performing schools.
51. G.S. 143B-426.11 Powers of Agency.
52. G.S. 143B-426.38 Organization and operation of office.
53. G.S. 147-33 Compensation and expenses of Lieutenant Governor.
54 G.S. 147-33.76 Qualification, appointment, and duties of the State Chief Information Officer.
55. G.S. 147-33.77 Office of Information Technology Services; organization and operation.
56. G.S. 147-35 Salary of Secretary of State.
57. G.S. 147-64.1 Salary of State Auditor.
58. G.S. 147-64.10 Powers of appointment.
59. G.S. 147-65 Salary of State Treasurer.
60. G.S. 153A-77 Authority of boards of commissioners in certain counties over commissions, boards, agencies, etc.
61. G.S. 153A-92 Compensation.
- Referring to the State Personnel Commission:
1. G.S. 7A-343.1 Distribution of copies of the appellate division reports.
2. G.S. 7A-760 Number and status of employees; staff assignments; role of State Personnel Commission.
3. G.S. 20-187.3 Quotas prohibited.
4. G.S. 53C-2-3 The Office of the Commissioner of Banks.
5. G.S. 58-32-10 Powers and duties of Commission.
6. G.S. 90B-10 Exemption from certain requirements.
7. G.S. 96-29 Openings listed by State agencies.
8. G.S. 97-77 North Carolina Industrial Commission created; members appointed by Governor; terms of office; chairman.
9. G.S. 108A-9 Duties and responsibilities.
10. G.S. 108A-12 Appointment.
11. G.S. 108A-13 Salary.
12. G.S. 108A-14 Duties and responsibilities.
13. G.S. 115C-12 Powers and duties of the Board generally.
14. G.S. 115C-12.2 Voluntary shared leave.
15. G.S. 115C-84.2 School calendar.
16. G.S. 115C-272 Residence, oath of office, and salary of superintendent.
17. G.S. 115C-285 Salary.
18. G.S. 115C-316 Salary and vacation.
19. G.S. 115D-25.3 Voluntary shared leave.
20. G.S. 120-123 Service by members of the General Assembly on certain boards and commissions.
21. G.S. 122C-121 Area director.
22. G.S. 122C-154 Personnel.
23. G.S. 126-1 Purpose of Chapter; application to local employees.
24. G.S. 126-2 State Personnel Commission.
25. G.S. 126-4 Powers and duties of State Personnel Commission.
26. G.S. 126-5 Employees subject to Chapter; exemptions.
27. G.S. 126-6.2 Reports.
28. G.S. 126-7 Annual Compensation Survey.
29. G.S. 126-7.1 Posting requirement; State employees receive priority consideration; reduction-in-force; Work First hiring.
30. G.S. 126-8 Minimum leave granted State employees.
31. G.S. 126-8.3 Voluntary shared leave.
32. G.S. 126-8.5 Discontinued service retirement allowance and severance wages for certain State employees.
33. G.S. 126-9 County or municipal employees may be made subject to rules adopted by local governing body.
34. G.S. 126-10 Personnel services to local governmental units.
35. G.S. 126-11 Local personnel system may be established; approval and monitoring; rules and regulations.
36. G.S. 126-14.2 Political hirings limited.
37. G.S. 126-14.3 Open and fair competition.
38. G.S. 126-14.4 Remedies.
39. G.S. 126-19 Equal employment opportunity plans; reports; maintenance of services by State Personnel Director.
40. G.S. 126-23 Certain records to be kept by State agencies open to inspection.
41. G.S. 126-25 Remedies of employee objecting to material in file.
42. G.S. 126-26 Rules and regulations.
43. G.S. 126-30 Fraudulent disclosure and willful nondisclosure on application for State employment; penalties.
44. G.S. 126-34.2 Alternative dispute resolution.
45. G.S. 126-35 Just cause; disciplinary actions for State employees.
46. G.S. 126-58 Administration.
47. G.S. 126-74 Work Options Program established.
48. G.S. 126-75 Work options for State employees.
49. G.S. 126-76 Promoting Work Options Program.
50. G.S. 126-77 Authority of agencies to participate.
51. G.S. 126-78 Administration.
52. G.S. 126-79 Report required.
53. G.S. 126-82 State Personnel Commission to provide for preference.
54. G.S. 138A-24 Contents of statement.
55. G.S. 143-27.2 Discontinued service retirement allowance and severance wages for certain State employees.
56. G.S. 143-554 Right of employee appeal.
57. G.S. 143-583 Model program; technical assistance; reports.
58. G.S. 143-584 State agency safety and health committees.
59. G.S. 143B-10 Powers and duties of heads of principal departments.
60. G.S. 148-118.8 Appointment, salary, and authority of Executive Director and inmate grievance examiners.
61. G.S. 150B-2 Definitions.
- Referring to the State Personnel Director:
1. G.S. 20-79.5 Special registration plates for elected and appointed State government officials.
2. G.S. 95-127 Definitions.
3. G.S. 126-3 Office of State Personnel established and responsibilities outlined; administration and supervision; appointment, compensation and tenure of Director.
4. G.S. 126-4 Powers and duties of State Personnel Commission.
5. G.S. 126-5 Employees subject to Chapter; exemptions.
6. G.S. 126-8.5 Discontinued service retirement allowance and severance wages for certain State employees.
7. G.S. 126-9 County or municipal employees may be made subject to rules adopted by local governing body.
8. G.S. 126-19 Equal employment opportunity plans; reports; maintenance of services by State Personnel Director.
9. G.S. 126-74 Work Options Program established.
10. G.S. 143-27.2 Discontinued service retirement allowance and severance wages for certain State employees.
11. G.S. 143-345.23 Suggestion and review process; role of agency coordinator and agency evaluator.
- Referring to the Office of State Personnel:
1. G.S. 7A-102 Assistant and deputy clerks; appointment; number; salaries; duties.
2. G.S. 7A-343.1 Distribution of copies of the appellate division reports.
3. G.S. 15-203 Duties of the Secretary of Public Safety; appointment of probation officers; reports; requests for extradition.
4. G.S. 88B-6 Board office, employees, funds, budget requirements.
5. G.S. 90B-10 Exemption from certain requirements.
6. G.S. 116-14 President and staff.
7. G.S. 116-30.1 Special responsibility constituent institutions.
8. G.S. 116-30.4 Position management.
9. G.S. 116-37 University of North Carolina Health Care System.
10. G.S. 116-40.6 East Carolina University Medical Faculty Practice Plan.
11. G.S. 122C-120.1 Job classifications; director and finance officer.
12. G.S. 122C-121 Area director.
13. G.S. 122C-154 Personnel.
14. G.S. 126-1 Purpose of Chapter; application to local employees.
15. G.S. 126-3 Office of State Personnel established and responsibilities outlined; administration and supervision; appointment, compensation and tenure of Director.
16. G.S. 126-6.2 Reports.
17. G.S. 126-7.1 Posting requirement; State employees receive priority consideration; reduction-in-force; Work First hiring.
18. G.S. 126-10 Personnel services to local governmental units.
19. G.S. 126-11 Local personnel system may be established; approval and monitoring; rules and regulations.
20. G.S. 126-16.1 Equal employment opportunity training.
21. G.S. 126-22 Personnel files not subject to inspection under § 132-6.
22. G.S. 126-74 Work Options Program established.
23. G.S. 128-15.3 Discrimination against handicapped prohibited in hiring; recruitment, etc., of handicapped persons.
24. G.S. 135-4 Creditable service.
25. G.S. 138A-3 Definitions.
26. G.S. 143-49 Powers and duties of Secretary.
27. G.S. 143-64.70 Personal service contracts - reporting requirements.
28. G.S. 143-215.107C State agency goals, plans, duties, and reports.
29. G.S. 143-345.21 State employee suggestion program.
30. G.S. 143-345.22 Allocation of suggestion program funds; nonmonetary recognition.
31. G.S. 143-345.23 Suggestion and review process; role of agency coordinator and agency evaluator.
32. G.S. 143-345.24 State Suggestion Review Committee.
33. G.S. 143-345.25 Innovations deemed property of the State; effect of decisions regarding bonuses.
34. G.S. 143-583 Model program; technical assistance; reports.
35. G.S. 143B-10 Powers and duties of heads of principal departments.
36. G.S. 143B-53.2 Salaries, promotions, and leave of employees of the North Carolina Department of Cultural Resources.
37. G.S. 143B-146.21 Policies, reports, and other miscellaneous provisions.
38. G.S. 143B-394.15 Commission established; purpose; membership; transaction of business.
39. G.S. 143B-417 North Carolina Internship Council creation; powers and duties.
40. G.S. 143B-806 Duties and powers of the Division of Juvenile Justice of the Department of Public Safety.
41. G.S. 147-54.3 Land records management program.
42. G.S. 148-22.1 Educational facilities and programs for selected inmates.
SECTION 9.2. No action or proceeding pending on the effective date of this section, brought by or against the State Personnel Commission, the Director of the Office of State Personnel, or the Office of State Personnel, shall be affected by any provision of this section, but the same may be prosecuted or defended in the new name of the Commission, Director, and Office. In these actions and proceedings, the renamed Commission, Director, or Office shall be substituted as a party upon proper application to the courts or other public bodies.
SECTION 9.3. Any business or other matter undertaken or commanded by the former State Personnel Commission, State Personnel Director, or Office of State Personnel regarding any State program, office, or contract or pertaining to or connected with their respective functions, powers, obligations, and duties that are pending on the date this act becomes effective may be conducted and completed by the Commission, Director, or Office in the same manner and under the same terms and conditions and with the same effect as if conducted and completed by the formerly named commission, director, or office.
SECTION 9.4. This Part is effective when it becomes law.
Part X. Effective Date
SECTION 10.1. Unless otherwise provided, this act is effective when it becomes law.