In these archive reports, data was collect and presented on the general characteristics of the state’s workforce representation by demographics including occupational categories and compensation for agencies and universities. They also include achievement of goals and objectives.

In these past report, data was collected and analyzed on a variety of personnel functions including hiring, promotion, representation, compensation, grievances, and disciplinary actions.

The EEO Policy outlines provisions for the EEODF Training which is required by G.S. 126 for all supervisors and managers hired, promoted, or appointed on or after July 1, 1991.

The policy sets forth a standardized EEO policy applicable for all state agencies, departments, and universities, and this policy details the necessary requirements for compliance in all EEO plans, which are reviewed and approved annually by the NC Office of State Human Resources.

This policy sets forth guidelines to ensure compliance for reasonable accommodation under the Americans with Disabilities Act.

The purpose of this policy is to establish that the State of North Carolina prohibits in any form unlawful workplace harassment or retaliation based on opposition to unlawful workplace harassment of State employees or applicants and to require that every agency shall develop strategies to ensure that work sites are free from unlawful workplace harassment, including sexual harassment discrimination and retaliation.

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