North Carolina § 163-37.1 Criminal history record checks of current and prospective employees of county boards of elections

North Carolina Statutes

§ 163-37.1 — Criminal history record checks of current and prospective employees of county boards of elections

North Carolina § 163-37.1

Ch. 163Elections and Election Laws

Art. 4County Boards of Elections

Subch. IIElection Officers

This text of North Carolina § 163-37.1 (Criminal history record checks of current and prospective employees of county boards of elections) is published on Counsel Stack Legal Research, covering North Carolina primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook

N.C. Gen. Stat. § 163-37.1 (2026).

Text

(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 G.S. 163-82.11 or has a position or function designated by the State Board as provided in G.S. 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 State Bureau of Investigation as provided in G.S. 143B-1209.50. G.S. 143B-970 [G.S. 143B-1209.51]. A criminal history record check report received in accordance with G.S. 143B-970 G.S. 143B-1209.50(d) [G.S. 143B-1209.51] is not a public record under Chapter 132 of the Genera

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(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 G.S. 163-82.11 or has a position or function designated by the State Board as provided in G.S. 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 State Bureau of Investigation as provided in G.S. 143B-1209.50. G.S. 143B-970 [G.S. 143B-1209.51]. A criminal history record check report received in accordance with G.S. 143B-970 G.S. 143B-1209.50(d) [G.S. 143B-1209.51] is not a public record under Chapter 132 of the General Statutes.
(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 Article 5 of this Chapter nor employment at an 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 G.S. 163-27.2. (2018-13, s. 1(d); 2018-146, s. 3.1(a); 2023-134, s. 19F.4(ll); 2023-139, s. 4.3(b); 2023-140, s. 6.)