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8 <br />Another significant issue is how to handle transfers between SPA agencies in different counties. <br />It is my understanding that what occurs at the present time when an employee moves from one <br />county to another (even if they leave County A on Friday and start work in County B the <br />following Monday), is that the receiving County requires a new probationary period. <br />Following this practice, it would be logical to say that movement from one county to another <br />would constitute a break in service and re-set the career status calendar. This would require a <br />new or amended rule in the Administrative Code. <br />Another issue is how LWOP or unpaid FMLA would affect career status. Currently, LWOP <br />does not affect a State employee's career status. It would seem prudent to follow that same <br />practice with local government SPA employees as well. <br />In summary, the principal effect of this legislative change is tb require an additional fifteen <br />months or more (depending on the current length of your department's probationary period) <br />before a new employee comes under the protection of the disciplinary and grievarice policies <br />found in 25 NCAC lI, and the State Personnel Act. The Office of State Personnel will be <br />working on making any necessary changes to the Administrative Code. Your input on this will <br />be appreciated. <br />Director's Office Phone: 919-807-4800 Fax: 919-715-9750 <br />An Equal Opportunity Employer <br />