On March 26, 2020, Hillsborough County issued an order directing citizens to stay at home as much as possible during the continued COVID-19 crisis. The Safer-At-Home Order will go into effect at 10:00 p.m. on March 27, 2020, and will continue on a daily basis until it expires or is rescinded. Currently, the Order does not state when it expires.
Articles Discussing General Topics In North Carolina Labor & Employment Law.
Mecklenburg County N.C. Issues Stay at Home Order
In response to the spread of COVID-19, Mecklenburg County, the City of Charlotte, and other municipalities in the county have issued a “stay at home” order that goes into effect on Thursday, March 26, 2020, at 8:00 a.m. The order will remain in force for three weeks and may be extended based on recommendations from public health officials.
North Carolina Governor Vetoes Sanctuary Jurisdiction Bill, Draws Ire from Trump
North Carolina Governor Roy Cooper (D) has joined the “sanctuary city” debate. He vetoed House Bill 370, “An Act to Require Compliance with Immigration Detainers and Administrative Warrants,” on August 21, 2019.
Certificate of Relief: Reducing Employer Exposure for Hiring Employees with Certain Criminal Convictions
Recently, the North Carolina General Assembly enacted “An Act to Amend the Law Regarding a Certificate of Relief For Criminal Convictions” (the “Act”). The Act will become effective on December 1, 2018, and applies to petitions for relief filed on or after that date.
New North Carolina Law Decreases Protection to Employers
Since 2011, North Carolina has provided the opportunity for an individual who has been convicted of certain crimes to petition our courts for a “certificate of relief.” A new law that goes into effect on December 1, 2018, expands the availability of these certificates of relief while imposing some additional requirements on applicants.
North Carolina AG Proposes Stronger Breach Notification and Personal Information Safeguard Requirements
Citing to estimates in 2017 “more than 5.3 million North Carolinians were … affected by a data breach,” Attorney General Josh Stein and Rep. Jason Saine announced on January 8 proposed legislation aimed at protecting state residents from becoming victims of identity theft.
North Carolina Cracks Down on Employee Misclassification
Most employers are familiar with legal issues surrounding the classification of workers as employees or independent contractors. Until recently, these discussions centered primarily around the decision on how a worker should be classified. Based on recent legislation in North Carolina, however, that conversation is shifting to account for the greater potential fallout from worker misclassification.
New NC Law Improves Protections of Farmers Against Unionization
On July 13, 2017, North Carolina helped farmers by improving statutory protections against unionization. Although farmworkers generally do not have a statutory right to unionize under N.C. or federal law, unions are using indirect tactics to force farmers to unionize, such as asserting economic pressure or filing federal lawsuits.
Post-Wilkes Decision Tips for Handling Workers’ Compensation Claims
Last week we wrote about the impact of the Wilkes v. City of Greenville decision. In this ruling, the North Carolina Supreme Court significantly expanded the “Parsons presumption,” which posits a relationship between an original work-related injury and additional treatments required.
North Carolina Enacts Law Repealing “Bathroom” Bill But Limiting Local Anti-Discrimination Laws
Last week, North Carolina lawmakers repealed the state’s controversial House Bill 2 (“HB 2”), which had required individuals to use the public bathroom that corresponds with the sex on their birth certificate, along with several other provisions. The repeal bill has been called a compromise between the state’s Republican General Assembly and Democratic Governor Roy Cooper: it repeals HB 2 but, for the time being, maintains its restriction on cities and counties passing ordinances governing employment or public accommodation.
New Year, New Resolutions: Reviewing, Updating and Even Eliminating Policies
For employers across the Carolinas, the New Year presents the ideal opportunity to review and update important company policies. In some instances, there may be policies that need to be eliminated altogether. This article highlights four important policies most employers should have – and one particular policy that employers should consider removing from company handbooks or manuals.
Unions Pressure Carolina Farmers
Carolina farmers must constantly deal with changing weather and markets. Add one more challenge: labor unions. Recently, labor unions have actively targeted certain agribusinesses in the Carolinas.
Carolina Employer Workplace News – Spring 2016
The North Carolina “Single-Sex Multiple Occupancy” Act (also known as “HB-2”) prevents cities and counties from passing their own anti-discrimination rules. It is attracting nationwide attention due to its adverse treatment of transgender persons in public accommodations, and it is being challenged in a lawsuit filed on March 28. The Act also amended the North Carolina Equal Employment Practices Act (NCEEPA), calling into question the viability of wrongful discharge in violation of public policy claims premised upon NCEEPA. Finally, the Act amended North Carolina’s wage and hour act. Read more…
What Does North Carolina’s New Public Facilities Law Mean for Employers?
Approximately one week before changes to Charlotte’s non-discrimination ordinances were to take effect, the State of North Carolina enacted a law that not only invalidates the amendments, but also has broader implications for all state discrimination claims.
North Carolina Employees are not “Authorized” to Divert Employer Data
As the year draws to a close, employer claims under the Computer Fraud and Abuse Act (“CFAA”) against departing employees for stealing or otherwise diverting employer information without authorization to do so are dying slow deaths in many federal courts across the nation.