North Carolina Termination (with Discharge): What you need to know

North Carolina is an employment-at-will state. This means that an employer or employee can generally terminate the employment relationship at any time and for any reason, unless a law or agreement provides otherwise. However, important exceptions to the doctrine of employment at will have been created by North Carolina statutes and court decisions.
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Jury service. Employers are prohibited from discharging or demoting an employee because he or she has been called for jury duty or is serving as a juror (NC Gen. Stat. Sec. 9-32).
Military service. North Carolina employers may not discriminate against or discharge an employee because he or she is a member of the state or federal military or because he or she must perform emergency military duty (NC Gen. Stat. Sec. 127B-10 et seq.). In addition, employers may not discriminate or retaliate against an employee or applicant on the basis of membership or application for membership in the North Carolina National Guard (NC Gen. Stat. Sec. 127A-202.1).
Use of lawful products. Employers may not discharge or otherwise discriminate against individuals because they engage in or have engaged in the lawful use of lawful products as long as the activity occurs off the premises of the employer during nonworking hours and doesn’t adversely affect job performance or the safety of other employees. Exemptions allow employers to restrict use of lawful products based on bona fide occupational requirements and fundamental objectives of the organization (NC Gen. Stat. Sec. 95-28.2).
Unemployment compensation. It is unlawful for an employer to retaliate against an employee for testifying in an unemployment compensation proceeding (NC Gen. Stat. ...

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North Carolina Termination (with Discharge) Resources

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.