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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 material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material. This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome.

Reproduction of this material in whole or in part is prohibited without the express prior written consent of Jackson Lewis P.C., a law firm with more than 900 attorneys in major cities nationwide serving clients across a wide range of practices and industries. Having built its reputation on providing premier workplace law representation to management, the firm has grown to include leading practices in the areas of government relations, healthcare and sports law. For more information, visit www.jacksonlewis.com.

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