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In United States labor law, at-will employment is an employer's ability to dismiss an employee for any reason (that is, without having to establish "just cause" for termination), and without warning, [1] as long as the reason is not illegal (e.g. firing because of the employee's gender, sexual orientation, race, religion, or disability status).
Many laws also prohibit termination, even of at-will employees. For example, whistleblower laws may protect an employee who reports a legal or safety violation by the employer to an appropriate oversight agency. Most states prohibit employers from firing employees in retaliation for filing a workers' compensation claim, or making a wage ...
The standard of just cause provides important protections against arbitrary or unfair termination and other forms of inappropriate workplace discipline. [3] Just cause has become a common standard in labor arbitration, and is included in labor union contracts as a form of job security.
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There are 10 new laws in North Carolina as of Dec. 1. Here’s what they’ll do. Dawn Baumgartner Vaughan. November 30, 2022 at 2:32 PM. Dawn Baumgartner Vaughan/dvaughan@newsobserver.com.
The term stems from Loudermill v.Cleveland Board of Education, in which the United States Supreme Court held that non-probationary civil servants had a property right to continued employment and such employment could not be denied to employees unless they were given an opportunity to hear and respond to the charges against them prior to being deprived of continued employment.
A handful of bills that North Carolina’s legislature passed into law over the past two years will go into effect Monday. Here are highlights of some of these new laws and their provisions:
The Constitution of North Carolina is the foremost source of state law. Legislation is enacted by the General Assembly, published in the North Carolina Session Laws, and codified in the North Carolina General Statutes.
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