North Carolina General Statutes 163-37.1. Criminal history record checks of current and prospective employees of county boards of elections
Terms Used In North Carolina General Statutes 163-37.1
- Conviction: A judgement of guilt against a criminal defendant.
- Dismissal: The dropping of a case by the judge without further consideration or hearing. Source:
- state: when applied to the different parts of the United States, shall be construed to extend to and include the District of Columbia and the several territories, so called; and the words "United States" shall be construed to include the said district and territories and all dependencies. See North Carolina General Statutes 12-3
(a) As used in this section, the term “current or prospective employee” means a current or prospective permanent or temporary employee of a county board of elections who has or will have access to the statewide computerized voter registration system maintained under N.C. Gen. Stat. § 163-82.11 or has a position or function designated by the State Board as provided in N.C. Gen. Stat. § 163-27.2
(b) The county board of elections shall require a criminal history record check of all current or prospective employees, which shall be conducted by the Department of Public Safety as provided in N.C. Gen. Stat. § 143B-969 The criminal history report shall be provided to the county board of elections. A county board of elections shall provide the criminal history record of all current or prospective employees required by N.C. Gen. Stat. § 163-27.2 to the Executive Director and the State Board. The criminal history report shall be kept confidential as provided in N.C. Gen. Stat. § 143B-969(d) and is not a public record under Chapter 132 of the N.C. Gen. Stat..
(c) If the current or prospective employee’s verified criminal history record check reveals one or more convictions, the conviction shall constitute just cause for not selecting the person for employment, or for dismissing the person from current employment. The conviction shall not automatically prohibit employment.
(d) The county board of elections may deny employment to or dismiss from employment a current or prospective employee who refuses to consent to a criminal history record check or to submit fingerprints or to provide other identifying information required by the State or National Repositories of Criminal Histories. Any such refusal shall constitute just cause for the employment denial or the dismissal from employment.
(e) The county board of elections may extend a conditional offer of employment or appointment pending the results of a criminal history record check authorized by this section.
(f) Neither appointment as a precinct official or assistant under of Article 5 of this Chapter nor employment at a one-stop early voting location shall require a criminal history record check unless the official, assistant, or employee performs a function designated by the State Board pursuant to N.C. Gen. Stat. § 163-27.2 (2018-13, s. 1(d); 2018-146, s. 3.1(a).)