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Carolina Employer Workplace News – Spring 2016

By Nicola Ai Ling Prall, Andreas N. Satterfield and William Robert Gignilliat, IV
  • March 31, 2016

North Carolina Legislation Removes LGBT Protections and Possible Wrongful Termination Claims

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…

Fourth Circuit Adopts ‘But For’ Standard for Proof of Discrimination under Americans with Disabilities Act

A plaintiff’s discrimination claims under the Americans with Disabilities Act must be proven using the “but-for” standard, instead of the less demanding “motivating factor” test, the federal appeals court covering North Carolina and South Carolina has held, joining two other federal appeals courts in adopting the tougher standard of proof. Read more…


September 1 – The Greenville employment law seminar will cover workplace issues important to employers. Save the date!


Can’t make it to one of our programs? Visit our Webinars page to view past and upcoming programs. Presented by Jackson Lewis attorneys, our webinars, available 24/7, cover topics important to employers.


If you have questions about these or other workplace developments, please contact a Jackson Lewis attorney in the Greenville or Raleigh office.

©2016 Jackson Lewis P.C. This Update is provided for informational purposes only. It is not intended as legal advice nor does it create an attorney/client relationship between Jackson Lewis and any readers or recipients. Readers should consult counsel of their own choosing to discuss how these matters relate to their individual circumstances. Reproduction in whole or in part is prohibited without the express written consent of Jackson Lewis.

This Update may be considered attorney advertising in some states. Furthermore, prior results do not guarantee a similar outcome.

Jackson Lewis P.C. represents management exclusively in workplace law and related litigation. Our attorneys are available to assist employers in their compliance efforts and to represent employers in matters before state and federal courts and administrative agencies. For more information, please contact the attorney(s) listed or the Jackson Lewis attorney with whom you regularly work.

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