Employment Law Blog

The North Carolina Retaliatory Employment Discrimination Act (NCREDA) prohibits employers from retaliating against or penalizing employees for engaging in certain protected activities. N.C. Gen. Stat. Ann. §§ 95-240 to 95-245. In general, the activities protected by NCREDA involve...
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In Coleman v. Ct. of Appeals of Maryland, 566 U.S. 30, 132 S.Ct. 1327 (2012), the Supreme Court held that Congress did not validly abrogate States’ sovereign immunity from suits for money damages in enacting FMLA’s self-care provision....
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North Carolina’s Lawful Use of Lawful Products Statute, N.C. Gen. Stat. Ann. § 95-28.2, prohibits employers from discriminating against employees for lawfully using lawful products during non-working hours.  The law was likely originally enacted to prevent employers from...
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In Uzuegbunam v. Preczewski, 141 S.Ct. 792 (2021), the Supreme Court held that a request for nominal damages satisfies the redressability element necessary for Article III standing where a plaintiff’s claim is based on a completed violation of...
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In Crawford v. Metropolitan Government of Nashville, 555 U.S. 271 (2009), the Supreme Court held that the protection of the opposition clause of Title VII’s antiretaliation provision extended to an employee who spoke out about sexual harassment, not...
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The information you obtain at this site is not legal advice, is not intended to be legal advice, and does not create an attorney-client relationship. Parts of this site may be considered attorney advertising. If you have questions about any particular issue or problem, you should contact your attorney. Coffield PLC and attorney Tim Coffield welcome your calls, emails, and contact forms. Contacting Coffield PLC or Tim does not create an attorney-client relationship.