This is a multi-state form covering the subject matter of the title.
Wrongful Termination Court With At Will Employment In North Carolina
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Multi-State
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US-000291
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Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
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If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
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FAQ
Key grounds for summary dismissal: ReasonExample Theft Stealing company property Gross insubordination Ignoring direct orders repeatedly Violence Fighting or assaulting coworkers Alcohol/drug abuse at work or affecting performance
At-Will Employment North Carolina is an at-will-employment state, which means that an employer may end the employment relationship at any time and for any reason as long as it is not an otherwise unlawful reason. Kurtzman v. Applied Analytical Industries, Inc., 347 N.C. 329, 331, 493 S.E.2d 420, 423 (1997).
If you are filing a wrongful termination suit, the burden of proof falls to you to show that your employer's stated reason for termination was untrue, and that in instead was for one of the illegal reasons, such as discrimination or retaliation.
If your termination violates state or federal employment laws, it may be deemed wrongful. Common reasons for wrongful termination include discrimination based on race, gender, age, disability, religion, national origin, or sexual orientation.
Key Elements of Wrongful Discharge: Employment Relationship: - The individual must have been an employee, not an independent contractor. Termination: - The employer must have ended the employment relationship. Unlawful Reason: - The termination must violate a specific law, contract term, or public policy. Damages:
Yes, you can file a wrongful termination lawsuit in North Carolina to enforce your rights and receive fair compensation. Wrongfully terminated employees in North Carolina must file claims with the EEOC within three years under NC Gen. Stat. § 1-52(5).
Common Grounds for Wrongful Termination Claims Breach of employment contract or company policy. Taking legally protected time off. Refusal to perform illegal acts. Violations of public policy.
For example, if an employee is let go shortly after revealing a pregnancy or after requesting religious holidays off, this could constitute wrongful termination under anti-discrimination laws.
