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

North Dakota is an “employment-at-will” state (ND Cent. Code Sec. 34-03-01). Therefore, an employer may generally terminate an employment relationship at any time and for any reason, unless an agreement or law provides otherwise. There are, however, some important exceptions to at-will employment that have been created by statutes and court rulings.
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Jury duty. Employers may not threaten, discipline, or discharge an employee who has been summoned for jury service, serves as a juror, attends court for prospective jury service, or is summoned or required to testify as a witness (ND Cent. Code Sec. 27-09.1-17).
Off-duty conduct. Under North Dakota law, an employee's off-duty conduct is considered a private matter. As such, it is illegal for employers to discriminate against employees on the basis of their participation in lawful activities on their own time away from the workplace, as long as the activity is not in direct conflict with the essential business-related interests of the employer (ND Cent. Code Sec. 14-02.4-01).
Smoking. Employers are prohibited from discharging, refusing to hire, or retaliating against an employee or applicant because he or she has exercised any rights under the state's smoking law or reported a violation of the law (ND Cent. Code Sec. 23-12-10).
Wage and hour law. It is unlawful to retaliate against an employee because the employee has testified, is about to testify, or because the employer believes the employee will testify in an investigation or proceeding conducted under wage and hour laws (ND Cent. Code Sec. 34-06-18).
Whistleblowing. North Dakota law prohibits employers from disciplining or discharging employees in retaliation for exercising certain ...

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North Dakota 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.