Public Health Management Current Affairs

Keita Cannon, SPHR, CPMLocal Government Program Team LeaderNorth Carolina Office of State Personnelhttp://www.osp.state.nc.us/ExternalHome

General ASSEMBLY OF General ASSEMBLY OF NORTH CAROLINANORTH CAROLINA

Session 2009Session 2009Session Law 2010-169Session Law 2010-169

House bill 961House bill 961----------------------

An act to strengthen transparency of government through additional disclosures by Public Servants…

Topics for Discussion

Powers and Duties of County Manager

Separation Due to Unavailability When Leave is Exhausted

Government Ethics and Campaign Reform Act of 2010

Extra Bonus Statute Slide!

GS 153A-82 – Powers and Duties of County ManagerThe manager is the chief administrator of county government. He is

responsible to the board of commissioners for the administration of all departments of county government under the board's general control and has the following powers and duties:

He shall appoint with the approval of the board of commissioners and suspend or remove all county officers, employees, and agents except those who are elected by the people or whose appointment is otherwise provided for by law.

He shall direct and supervise the administration of all county offices, departments, boards, commissions and agencies under the general control of the board of commissioners, subject to the general direction and control of the board.

Separation - Involuntary

Separation Due to Unavailability When Leave is Exhausted

For reasons outside the employee’s control, they are unable to return back to work after all applicable leave credits are exhausted

*Applicable Leave Credits – the vacation, sick (or any other applicable leave credits your County may have) that the employee requested to exhaust prior to going out on leave without pay

Must let employee know, in writing, of proposed separation

No Pre-Disciplinary Conference necessary

Must give employee appeal rights; this separation is grievable

Public Information in Personnel Files

NEW LAW ALERT – HB 961

Effective October 1, 2010, Public Information in Personnel Files was revamped by the NC General Assembly (§153A-98). Looking at the “Old” vs. “New” laws, we see the following changes:

Public Information in Personnel Files (cont)

“Old” Law

1. Name2. Age3. Date of original

employment 4. Terms of any contract5. Current position title6. Current salary7. Office to which

employee assigned

“New” Law1. Name2. Age3. Date of original

employment4. Terms of any contract5. Current position title6. Current salary7. Office to which

employee assigned

Public Information in Personnel Files (cont)

“Old” Law

8. Date and amount of most recent increase or decrease in salary

9. Date of most recent promotion, demotion, transfer, suspension, separation or other change in position classification

“New” Law8. Date and amount of

each increase or decrease in salary with that County

9. Date and type of each promotion demotion, transfer, suspension, separation or other change in position classification with that County

Public Information in Personnel Files (cont)

“Old” Law

10.N/A

11.N/A

“New” Law10. Date and general

description of the reasons for each promotion

11. Date and type of each dismissal, suspension, or demotion for disciplinary reasons taken by County. If disciplinary action was a dismissal, a copy of the written notice of the final decision of the County setting forth the specific acts or omissions that are the basis of the dismissal

Public Information in Personnel Files (cont)

Public Health Departments fall under the County, not the State Personnel Act for this implementation

Board of County Commissioners responsible for determining in what form and by whom information will be maintained

Question and Answer Time!