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North Carolina Selection and Testing: What you need to know

Under the North Carolina Equal Employment Practices Act, it is the public policy of the state to protect and safeguard the right of all persons to seek, obtain, and hold employment without discrimination based on race, religion, color, national origin, age, biological sex, or disability. The law applies to employers with 15 or more employees (NC Gen. Stat. Sec. 143-422.2).
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The North Carolina Persons with Disabilities Protection Act prohibits discrimination in employment based on disability. The law covers employers with 15 or more full-time employees (NC Gen. Stat. Sec. 168A-1 et seq.).
No employer, public or private, may discriminate against their employees on the basis of sickle-cell trait or hemoglobin C trait (NC Gen. Stat. Sec. 95-28.1).
Generally, employers may utilize professionally developed aptitude tests and other selection procedures if such tests are not designed, intended, or used to discriminate against a protected individual or group of individuals.
North Carolina law allows employers to test job applicants and employees for drug or alcohol impairment and regulates the procedures that employers must follow in implementing such testing. State law does not require employers to drug test, but does regulate those employers who voluntarily choose to implement a drug testing program. It seeks to protect individuals from unreliable and inadequate examinations and screening for controlled substances. The purpose of the law is to establish procedural and other requirements for the administration of controlled substance examinations (NC Gen. Stat. Sec. 95-230 et seq.).
Who pays? The employer is required to pay for ...

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