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The HR Specialist: North Carolina Employment Law

Asheville Buncombe Community Chris­­tian Ministry is being sued by the South­­ern Pov­­erty Law Center (SPLC), which claims the ministry illegally refuses to provide some kinds of training to women.

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The Comfort Inn Oceanfront South in Nags Head has been charged with religious discrimination after it fired a woman who says her religion forbade her from working on Christmas Eve 2010.

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If you suspect an employee has been stealing, you can and should discipline him. You don’t need absolute and irrefutable proof. It’s enough that you reasonably believed he stole.

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Employers subject to the Fair Labor Standards Act must keep rec­­ords for both nonexempt and exempt employees. The regulations don’t say which types of record-keeping or time­­keeping methods you should use, but they do specify the necessary data you need to maintain on all employees. Here’s the guidance you need to stay in compliance.

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A federal court has refused to expand the ways an employee can sue for alleged pregnancy discrimination. Had the female plaintiff succeeded, the case might have opened the door to a runaway jury award.

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Matthews-based retailer Family Dollar is the latest employer to take up the EEOC’s offer to mediate its em­­ployment disputes. It has signed an agreement—known as a National Universal Agreement to Mediate (UAM)—that allows employers to use EEOC mediators to informally resolve discrimination complaints through alternative dispute resolution.

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Five Rockingham firefighters are suing the city, claiming it violated the FLSA when it instituted a new system for calculating overtime in 2010. The change occurred following a lawsuit filed by 10 firefighters in 2009. The city claims the current system is the one firefighters sought in their 2009 suit.

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Asheboro-based BJ Con/Sew will pay $75,000 to settle an EEOC national-origin harassment lawsuit filed on behalf of a former employee who says he endured almost daily ethnic slurs for two years.

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Make sure your supervisors know they must consider post-surgery ADA accommodations and should forward such requests to HR. Under no circumstances should an employee be summarily fired just be­­cause she’s used up her FMLA leave and still needs help during recovery.

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Before terminating an employee who has racked up absences that may or may not be related to a workplace in­­jury, make sure she has had a chance to show that the injury contributed to her attendance problems.

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