25 NCAC 01J .0606          DISMISSAL FOR GROSSLY INEFFICIENT JOB PERFORMANCE

(a)  Dismissal on the basis of grossly inefficient job performance is administered in the same manner as for unacceptable personal conduct.  Employees may be dismissed on the basis of a current incident of grossly inefficient job performance without any prior disciplinary action.

(b)  Prior to dismissal of a career employee on the basis of grossly inefficient job performance, there shall be a pre-dismissal conference between the employee and the person recommending dismissal.  This conference shall be held in accordance with the provisions of 25 NCAC 1J. 0613.

(c)  Dismissals for grossly inefficient job performance require written notification to the employee.  Such notification must include specific reasons for the dismissal and notice of the employee's right of appeal.

(d)  Failure to give specific written reasons for the dismissal, failure to give written notice of applicable appeal rights, or failure to conduct a predismissal conference constitute procedural violations with remedies as provided for in 25 NCAC 1B .0432.  Time limits for filing a grievance do not start until the employee receives written notice of any applicable appeal rights.

History Note:        Authority G.S. 126‑4(7a);

Eff. February 1, 1976;

Amended Eff. October 1, 1995; September 1, 1991; March 1, 1990; November 1, 1989;

Pursuant to G.S. 150B-21.3A, rule is necessary without substantive public interest Eff. August 20, 2016.