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Whistleblower protections and retaliation prohibitations — North Carolina

Virtually every state and federal law that provides employee rights also contains provisions that prohibit retaliation against employees and former employees who exercise rights under these laws, make complaints under these laws or simply oppose practices which they believe are unlawful under these laws.

The most common retaliation claims filed against employers are ones alleging that the retaliation occurred because the individual engaged in one of these activities: 

  • internal or external complaint of alleged harassment or discrimination or about pay or safety issues
  • filed a workers’ comp claim
  • took or requested Family and Medical Leave Act (FMLA) leave or some other legally protected leave
  • engaged in union activity or engaged in whistleblower activity.

The North Carolina Retaliatory Employment Discrimination Act (REDA) prohibits retaliation against employees who in good faith engage or threaten to engage in asserting rights under state workers’ compensation, wage and hour, the Occupational Safety and Health Act (OSHA), sickle cell and genetic information discrimination laws, pesticide and drug paraphernalia laws or take time off for National Guard duty, juvenile order compliance or to seek certain relief for domestic or workplace violence.

Federal Whistleblower...


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