Raleigh, NC 27609
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Wrongful Terminiation Retaliatory Discharge

WRONGFUL TERMINATION IN NORTH CAROLINA: VIOLATION OF PUBLIC POLICY

Raleigh Wrongful Termination and Employment Litigation Attorneys

In the state of North Carolina, the common law protects at-will employees from discharge from employment for reasons that violate established public policy. In order to prove such a claim, the discharged employee must show that he or she (i) engaged in a legally protected activity, or (ii) refused to engage in unlawful conduct at the employer’s request, or (iii) opposed some other activity by the employer that was contrary to law, or (iv) was a member of a protected class (race, age, sex, religion, disability, etc.). The employee must also show that he or she was injured or damaged as a proximate result of the employer’s wrongful actions.

There is no bright-line test for determining when the discharge of an at-will employee violates public policy. The courts have been reluctant to extend this exception to the at-will employment doctrine. The employee must be able to allege specific North Carolina constitutional provision or a statute or regulation upon which he or she relies for the public policy that is alleged to be violated.

If you were terminated from your job and you believe it was done in violation of established public policy, it’s important that you contact a knowledgeable and aggressive wrongful termination lawyer who can examine your case and determine whether you have a valid wrongful termination suit. The employment attorneys at Law Offices of Robert Crawford in Raleigh, NC have represented many North Carolina workers in wrongful termination suits, and we are ready to put our years of experience to work for you.

THE NORTH CAROLINA RETALIATORY EMPLOYMENT DISCRIMINATION ACT

The North Carolina Retaliatory Employment Discrimination Act or REDA prohibits an employer from taking discriminatory or retaliatory action against an employee because the employee in good faith does or threatens to file a claim or complaint with respect to (a) workers compensation, (b) wage and hour law, © occupational safety or health (OSHA), (d) sickle cell trait, (e) National Guard rights, or (f) genetic testing or information. A prerequisite to filing suit under REDA is the filing of a complaint with the North Carolina Department of Labor within 180 days of the violation. The DOL will investigate and if it cannot resolve the matter, it will issue the employee a notice of “right to sue” which right must be exercised within 90 days. An employee who establishes a violation of REDA can recover back wages, front wages, lost benefits, and other economic losses. Violation of REDA also entitles a plaintiff to his costs and attorneys’ fees. A willful violation also entitles the plaintiff to treble damages.

Careful examination of the details of the case by a skilled and knowledgeable employment lawyer is crucial to a successful REDA claim.

GET JUSTICE FOR YOUR WRONGFUL OR RETALIATORY TERMINATION CASE

Losing your job is always devastating, and it’s especially frustrating if your termination was in violation of law. North Carolina case law and statutes do protect at-will employees from wrongful or retaliatory discharge. If you believe you’re the victim of a such a discharge, you don’t have to face your former employer and the courts alone. Representing clients in Raleigh, Durham, Chapel Hill, Greensboro, Winston-Salem, High Point, and all of eastern and central North Carolina, our skilled and experienced wrongful termination attorneys know retaliation when they see it, and can help determine whether you have a strong case and represent you during your wrongful termination suit proceedings.

CONTACT US TODAY TO SCHEDULE A CASE EVALUATION

With offices conveniently located in Raleigh, North Carolina, the employment attorneys at Law Offices of Robert Crawford, are ready to help. Call us at 919-296-8508 to schedule a consultation today.

Law Offices of Robert Crawford, serves clients in the Triangle area of Raleigh, Durham and Chapel Hill; the Triad area of Greensboro, Winston-Salem and High Point; Rocky Mount, Wilson, Greenville, Goldsboro, Elizabeth City, Fayetteville, Jacksonville, Morehead City, New Bern, Wilmington, Sanford, Laurinburg and Burlington; Wake County, and throughout eastern and central North Carolina.

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