Screen shot 2019 01 10 at 2.28.55 pm

Satisfaction Guarantee

North Carolina Pro

Keeping up with federal and state employment regulations is complex work for any business -- but good human resources guidance can help employers steer clear of costly lawsuits. Fortunately, the North Carolina Pro is available. For years, the North Carolina Chamber HR Library has helped employers and HR personnel find answers quickly. The North Carolina Pro is a comprehensive, plain English resource that helps you manage employees from pre-hire through post-termination. Written in plain English, it is authored by top labor lawyers, so you know you can trust the guidance. The North Carolina Pro Compliance Library allows users to download and customize hundreds of policies and forms; maintain proper employee personnel files; and create or bolster your employee handbook. When a federal or state labor law or regulation changes, the library is updated -- and you'll receive an e-mail notice so you can easily determine what, if any, changes you need to make. Extra bonus include the HR Update (a weekly newsletter with news and trends) and webinars worth credit towards SHRM-CP/SCP and HRCI certifications.

Includes 7 products for $587.00
  • An Employer’s Guide to FMLA and ADA
  • Employee Benefits – An Employer's Guide
  • Employment Verification: Immigration, Form I-9, and E-Verify
  • Hiring, Firing and Discipline for Employers
  • North Carolina Human Resources Manual
  • Wages and Hours – An Employer’s Guide
  • Workplace Safety and Health Compliance Manual
  • Plus a 1-year online subscription

    North Carolina Pro was created in collaboration with Fisher & Phillips LLP,Ford & Harrison LLP,Ogletree, Deakins, Nash, Smoak & Stewart, P.C.,Smith Anderson,Squire Patton Boggs,The Cavanagh Law Firm P.A. , and authored by David A. Selden, Edwin G. Foulke, Jr., Ellisa H. Culp, Eric D. Penkert, Frank L. Day, Jr., Heidi Nunn-Gilman, Jennifer L. Sellers, Jill S. Kirila, Julie A. Pace, Kim Korando, Nancy Van der Veer Holt, Shennan Harris, Thomas M. Christina, Travis Hockaday


    I have been in Human Resources for over 30 years.  "Performance Management Strategies: Finding Common G.R.O.U.N.D." was one of the best presented, arranged, and informative webinars I have ever participated in.  I wish my whole crew of supervisors and managers could have participated in it.  However, with the information I received and the way it was laid out, I hope that I will be able to mock the presentation for them. You and Jamie did an excellent job in presenting this in a clear, distinctive way that was interesting and was never boring. 

    Dena Smith, Heartland EMS, Inc. is a must-have not only for HR professionals in the state, but for labor and employee relations professionals, employment lawyers and small business owners. It is comprehensive in scope, addressing the many legal and compliance issues that face employers from recruiting to retirement. Yet, despite the wide range of issues covered, and the complexity of those issues, information is easy to find and comprehend, avoiding much of the legal-speak that can often be difficult to interpret.

    John A. Challenger, Chief Executive Officer, Challenger, Gray & Christmas, Inc., Chicago, Illinois

    About the law firm

    Fisher & Phillips LLP

    Established in 1948, FISHER & PHILLIPS LLP is one of the country’s oldest and largest firms devoted exclusively to representing employers in labor, employment, wage-hour, workplace safety and health, employee benefits, and business immigration law. Our depth and breadth of experience in these niche areas are unsurpassed.

    Our practice includes counseling and defending employers under all major federal and state labor, employment, employee benefits, workplace safety and health, and business immigration laws and regulations including, more ,

    Ford & Harrison LLP

    FordHarrison is a labor & employment firm with nearly 200 attorneys in 28 offices, including three affiliate firms.

    • The firm has built a national legal practice as one of the nation's leading defense firms with an exclusive focus on labor law, employment law, litigation, business immigration, employee benefits and executive compensation. Through its global practice group and membership in the global employment law firm alliance, Ius Laboris, FordHarrison provides clients that have multinational operations with more ,

      Ogletree, Deakins, Nash, Smoak & Stewart, P.C.

      Ogletree Deakins is one of the largest labor and employment law firms representing management in all types of employment-related legal matters. The firm has more than 650 lawyers located in 44 offices across the United States and in Europe. For more than three decades, Ogletree Deakins has offered clients representation in every aspect of labor and employment laws, including business immigration, employee benefits, and workplace safety and health law as well as employment litigation and traditional more ,

      Smith Anderson

      Smith Anderson is the largest business and litigation law firm headquartered in the Research Triangle area and one of the largest in North Carolina. It is the largest Raleigh-based law firm and one of only four North Carolina firms to make the National Law Journal’s 2013 “NLJ 350” list, which identifies the largest law firms in the United States by number of lawyers.

      Smith Anderson’s practice groups and lawyers regularly are recognized by Chambers USA: America’s more ,

      Squire Patton Boggs

      Squire Patton Boggs combines sound legal counsel with a deep knowledge of our clients’ businesses to resolve their legal challenges. We care about the quality of our services, the success of our clients and the relationships that are forged through those successes. With approximately 1,500 lawyers in 44 offices located in 21 countries, our global legal practice is in the markets where our clients do business.

      Our labor and employment lawyers represent employers across the more ,

      The Cavanagh Law Firm P.A.

      THE CAVANAGH LAW FIRM was founded in September of 1999 by a core group of attorneys who had been practicing with the 40-year old law firm of O'Connor, Cavanagh, Anderson, Killingsworth and Beshears. This select group of attorneys from a number of practice areas shared a vision of forming a firm that would continue to abide by the principles of hard work, quality, integrity and superior client service espoused by the Firm's namesake, Harry Cavanagh. As more

    North Carolina Chamber

    The North Carolina Chamber is a nonpartisan business advocacy organization that works in the legislative, regulatory and political arenas to proactively drive positive change to ensure that North Carolina is a leading place in the world to do business.

    As the state’s largest, broad-based business advocacy organization, the North Carolina Chamber has 35,000 members who employ 1.26 million workers in North Carolina. Through their investment and engagement, the Chamber operates a fully-integrated enterprise that utilizes a multi-tiered strategy to secure North Carolina’s future: The North Carolina Chamber Foundation is shaping the future with a long-term strategy for economic prosperity, the North Carolina Chamber advocates for the policies that move the state forward and the North Carolina Chamber Political Program analyzes and shapes the political landscape to make change possible.

    Driving the agenda for those efforts is North Carolina Vision 2030 – A Plan for Accelerating Job Growth and... learn more

    Topics covered

    North Carolina Human Resources Manual

    About the North Carolina Chamber

    About Smith Anderson

    About the authors

    Features of the HR Library

    Chapter 01: Introduction

    Chapter 02: Compliance thresholds

    Chapter 03: Employees, independent contractors and joint employment issues

    Chapter 04: Preserving at-will status

    Chapter 05: Recruiting, hiring and employee selection

    Chapter 06: Employee handbooks

    Chapter 07: Equal employment opportunities

    Chapter 08: Disabilities and genetic information

    Chapter 09: Harassment

    Chapter 10: Retaliation

    Chapter 11: Affirmative action and diversity

    Chapter 12: Wages and hours

    Chapter 13: Child labor

    Chapter 14: Absences, time off benefits and leave

    Chapter 15: Benefits

    Chapter 16: Workers’ compensation

    Chapter 17: Employee privacy

    Chapter 18: Drug testing

    Chapter 19: Polygraph testing

    Chapter 20: Noncompete agreements, trade secrets and protecting company information

    Chapter 21: Technology in HR

    Chapter 22: Termination and reductions in force

    Chapter 23: Unemployment benefits

    Chapter 24: Workplace violence

    Chapter 25: Safety and health

    Chapter 26: Labor laws

    Chapter 27: Immigration

    Chapter 28: Tips for documentation

    Chapter 29: Disciplinary and performance documentation

    Appendix A: Recordkeeping requirements

    Appendix B: Posting requirements

    An Employer’s Guide to FMLA and ADA

    About FordHarrison LLP

    About the Author


    Snapshot - An HR Audit

    Chapter 1: The Family and Medical Leave Act

    Chapter 2: Key Definitions

    Chapter 3: Employer Coverage and Employee Eligibility

    Chapter 4: Reasons for Leave

    Chapter 5: Serious Health Conditions

    Chapter 6: Military Leave Under the FMLA

    Chapter 7: Length of Leave

    Chapter 8: Notice and Documentation - Employee Obligations and Employer Challenges

    Chapter 9: Certifications Necessary for Leave

    Chapter 10: Employer Notice and Documentation Requirements

    Chapter 11: Employee Rights Under the FMLA

    Chapter 12: Enforcement of the FMLA

    Chapter 13: Amendments and Proposals

    Chapter 14: Introduction to the Americans with Disabilities Act

    Chapter 15: The ADA Amendments Act

    Chapter 16: Employers Covered

    Chapter 17: "Disability" in Detail

    Chapter 18: Reasonable Accommodation Under the ADA

    Chapter 19: The Pregnancy Discrimination Act

    Chapter 20: How the ADA Impacts Your Business

    Chapter 21: Enforcement of the ADA

    Appendix A: Leave and Other State Laws

    Employee Benefits – An Employer's Guide

    About Ogletree Deakins

    About the Authors


    Chapter 1: Employee Benefits Law

    Chapter 2: Life Insurance

    Chapter 3: Health Benefit Plans

    Chapter 4: Regulation of Group Health Plans

    Chapter 5: Healthcare Reform

    Chapter 6: Disability Plans

    Chapter 7: Severance Plans

    Chapter 8: Cafeteria Plans

    Chapter 9: Retirement Plans

    Chapter 10: Additional 401(k) Qualification Requirements

    Chapter 11: Non-Qualified Deferred Compensation Plans

    Chapter 12: Employee Communication Under ERISA

    Chapter 13: Fiduciary Duties Under ERISA

    Chapter 14: Other Fringe Benefits

    Employment Verification: Immigration, Form I-9, and E-Verify

    About the Cavanagh Law Firm PA

    About the Editors

    Chapter 01: Snapshot - An HR audit

    Chapter 02: Immigration and employment

    Chapter 03: Immigration visas

    Chapter 04: Form I-9

    Chapter 05: Tips to complete the Form I-9

    Chapter 06: Conducting internal audits

    Chapter 07: Expired documents and the I-9 form

    Chapter08: Anti-discrimination

    Chapter 09: Electronic completion and storage of Form I-9

    Chapter 10: No-match letter and wage reporting compliance

    Chapter 11: Additional Social Security number verification services

    Chapter 12: Investigations

    Chapter 13: IMAGE program

    Chapter 14: Responding to visits and calls regarding immigration

    Chapter 15: E-Verify

    Chapter 16: E-Verify regulations for federal contractors and subcontractors

    Chapter 17: Helpful steps to comply with E-Verify requirements

    Chapter 18: Criminal enforcement and I-9 audits

    Appendix A: Sample memorandum

    Hiring, Firing and Discipline for Employers

    About FordHarrison LLP

    About the Editors

    Editor's Foreward

    Chapter 1: Snapshot - An HR Audit

    Chapter 2: Pre-Employment Issues

    Chapter 3: Pre-Employment Testing

    Chapter 4: Interviews

    Chapter 5: Background Checks

    Chapter 6: The Employment Relationship

    Chapter 7: New Hire Reporting

    Chapter 8: Policy Manuals and Employee Handbooks

    Chapter 9: Employee Personnel Files

    Chapter 10: Employment Contracts

    Chapter 11: Non-Compete Agreements and Trade Secrets

    Chapter 12: Affirmative Action

    Chapter 13: Discipline

    Chapter 14: Termination

    Chapter 15: Layoffs

    Chapter 16: Employment Litigation

    Chapter 17: Union Organizing Activity

    Chapter 18: Social Media

    Appendix A: Federal Recordkeeping Requirements

    Appendix B: Posting Requirements

    Wages and Hours – An Employer’s Guide

    Squire Patton Boggs

    About the Authors

    Chapter 01: Snapshot

    Chapter 02: Overview

    Chapter 03: Covered employers

    Chapter 04: Workers not covered by federal law

    Chapter 05: Leased or temporary employees

    Chapter 06: White-collar exemptions

    Chapter 07: Additional exemptions

    Chapter 08: Minimum wage requirements - nonexempt employees

    Chapter 09: Overtime compensation - nonexempt employees

    Chapter 10: What counts as “wages” - nonexempt employees

    Chapter 11: Determining work time - nonexempt employees

    Chapter 12: Deductions from pay

    Chapter 13: Recordkeeping requirements

    Chapter 14: Enforcement

    Chapter 15: Remote workers and telecommuting

    Chapter 16: Posting requirements

    Chapter 17: Employment of minors

    Chapter 18: Equal pay

    Chapter 19: Payment of wages

    Chapter 20: Where to go for more information

    Appendix A: State agencies

    Appendix B: Wage and hour district offices

    Workplace Safety and Health Compliance Manual

    About Fisher Phillips LLP

    About the Author

    Chapter 1: Snapshot - An HR Audit

    Chapter 2: Introduction

    Chapter 3: Duties and Responsibilities

    Chapter 4: Employer's General Duty

    Chapter 5: Recordkeeping Requirements

    Chapter 6: Safety Incentive Programs

    Chapter 7: Significant Standards

    Chapter 8: Inspections

    Chapter 9: Citations and Penalties

    Chapter 10: Settling Citations

    Chapter 11: Procedural and Affirmative Defenses

    Chapter 12: Criminal Penalties

    Chapter 13: Developing a Comprehensive Health and Safety Program

    Chapter 14: Whistleblower Protection

    Chapter 15: Emergency Response and Preparedness

    Appendix A: Required Postings

    Appendix B: Forms for Recording Work-Related Injuries and Illnesses

    Appendix C: Partially Exempt Industries from OSHA Recordkeeping Requirements

    Appendix D: Safety Checklist

    Appendix E: State Plan Review Commissions/Boards

    Appendix F: State Plan Notice of Contest Timeline

    Appendix G: Emergency Action Plan Checklist

    Appendix H: Safety Strategies

    Appendix I: Model Written Lockout/Tagout Program

    Appendix J: National, Regional, Local and Special Emphasis Inspection Programs

    Appendix K: OSHA Injury and Illness Recordability Worksheet

    Appendix L: Handling Violence in the Workplace

    Appendix M: OSHA Increases Focus on Safety for Temporary Employees

    Appendix N: OSHA Fact Sheet

    Forms and Policies

    WH-380-E Certification of Health Care Provider for Employee's Serious Health Condition

    WH-380-F Certification of Health Care Provider for Family Member's Serious Health Condition

    WH-384 Certification of Qualifying Exigency

    WH-385 Certification for Serious Injury or Illness of a Current Servicemember

    The Family and Medical Leave Act Poster (English)

    The Family and Medical Leave Act Poster (Spanish)

    WH-381 Notice of Eligibility and Rights & Responsibilities

    WH-382 Designation Notice

    I-9 Form (2017 - 2019)

    I-9 Form Instructions (2017 - 2019)

    Immigration Compliance and Acknowledgment Form

    I-9 Form (2017 -2019)

    I-9 Form Instructions (2017 - 2019)

    No-Match Checklist

    Company Use Job Description

    Sample Job Questionairre

    Model Employment At-Will Policy

    Background Check Data Form

    Candidate Tracking Log

    Criminal History Matrix

    Criminal Records Guidelines

    EEO-1 Report Component 2 Instruction Book

    EEO-1 Report Component 2 Online Filing Sample Form

    EEO-1 Report Instruction Booklet

    Emergency Contact Form

    Employment Application

    Equal Employment Opportunity Instruction Booklet

    Fair Credit Reporting Act Disclosure (for Checks involving Personal Interviews)

    Fair Credit Reporting Act Disclosure (for Checks not Involving Personal Interviews)

    Fair Credit Reporting Act Post-Use Letter

    Fair Credit Reporting Act Pre-Use Letter

    Form I-9 (2017 - 2019)

    Form I-9 Instructions (2017 - 2019)

    Form W-4 (2019)

    I-9 Form Compliance Responsibilities and Acknowledgment Memorandum

    Interview Notes-Evaluation

    Introductory Period Policy

    Job Description

    Job Seeker EEO Survey (not for Federal Contractors)

    NC-4 Employee's Withholding Allowance Certificate

    New Hire Reporting Form

    Offer Letter

    Orientation-New Hire Checklist

    Personnel Action Form

    Reference Check Checklist

    Rejection Letter

    VETS-4212 Report

    Access to Personnel Records Policy

    Attendance Policy

    Business Ethics Policy

    Common Employee Handbook Provisions-Sample Table of Contents

    Company Resources Policy (Option 1)

    Company Resources Policy (Option 2)

    Conduct-Disciplinary Policy

    Conduct-Disciplinary Policy (for Supervisors and Managers not Protected by the NLRA)

    Conduct-Disciplinary Policy (Supervisors and Managers Information)

    Dress-Personal Appearance Policy

    Drug and Alcohol Policy

    Employee Handbook Acknowledgment

    Employment Handbook Acknowledgment (for Online Handbooks)

    Employment of Relatives Policy

    Employment References Policy

    Employment Status Policy

    Filling Vacancies Policy (Supervisors, Managers Information)

    Filling Vacancies-Promotions-Transfers Policy

    Grievance Process

    Handbook Introduction-Disclaimer

    Labor Relations Policy

    Mobile Texting, Cellphone and Email Policy

    Outside Employment Policy

    Smoking, Tobacco Use and Vaping Policy

    Social Media Policy

    Social Media Policy for Supervisors and Other Managers not Covered by the National Labor Relations Act

    Solicitation Policy

    Welcome Letter

    Workplace Dating (Fraternization) Policy (Option 1)

    Workplace Dating (Fraternization) Policy (Option 2)

    Workplace Dating (Fraternization) Policy (Option 3)

    EEO Policy (for Companies Who Are Covered - Federal Contractors and Subcontractors)

    EEO Policy (for Companies Who Are Not Covered - Federal Contractors and Subcontractors)

    Employee Request for Accommodation for Disability

    Equal Employment Opportunity (Supervisor's and Manager's Information)

    Request for Reasonable Religious Accommodation

    Model Workplace Harassment Policy

    Model Workplace Harassment Policy (Supervisor's and Manager's Information)

    EEO and Veteran Status Survey Form

    Model Affirmative Action Program Provisions

    Model Pay Transparency Nondiscrimination Policy (Legally Required for Covered Federal Contractors and Subcontractors)

    Voluntary Self-Identification of Disability Form

    Breaks and Meal Periods Policy

    Expense Reimbursement Policy

    Methods of Computing North Carolina Income Tax Withholding Worksheet

    Overtime Policy

    Pay Practices Advances Policy

    Payroll Deduction Authorization

    Payroll Deduction Policy

    Timekeeping Policy


    Travel Time Policy

    Withholding Certificate for Pension or Annuity Payments

    Work Schedule Policy

    Youth Employment Certificate

    Absence Tracking Form

    Bereavement Leave Policy

    Family and Medical Leave Act Policy

    Family and Medical Leave Act Policy Checklist

    FMLA Policy (Supervisor and Manager Information)

    Holiday Policy

    Inclement Weather Policy (Option 1)

    Inclement Weather Policy (Option 2)

    Inclement Weather Policy (Option 3)

    Inclement Weather Policy (Option 4)

    Jury Duty - Courtroom Appearance Policy

    Military Service Policy

    Paid Time Off Policy (Option 1)

    Paid Time Off Policy (Option 2) (Hourly Accrual-Cap)

    Parental Leave Policy

    Parental, School Activities, Juvenile Order, Domestic Violence Policy

    Personal Leave Policy

    Sick Day - Leave Policy

    Time Off, Vacation Leave Request

    Vacation Policy

    WH-380-E Certification of Health Care Provider for Employee's Serious Health Condition

    WH-380-F Certification of Health Care Provider for Family Member's Serious Health Condition

    WH-381 Notice of Eligibility and Rights & Responsibilities

    WH-382 Designation Notice

    WH-384 Certification of Qualifying Exigency

    WH-385 Certification for Serious Injury or Illness of a Current Servicemember

    WH-385-V Certification for Serious Injury or Illness of a Veteran

    Model Benefits Disclaimer

    Form 18 - Notice of Accident to Employee and Claim of Employee, Representative or Department (G.S. §§97-22 through 24)

    Form 19 - Employer's Report of Employee's Injury or Occupational Disease to the Industrial Commission

    Model Searches Policy

    Model Drug and Alcohol Consent and Release Form

    Model Drug and Alcohol Testing Policy (Employment Handbook Provision)

    Model Drug and Alcohol Testing Policy (Supervisor and Manager Information)

    North Carolina Controlled Substances Act - Initial Notice to Employees-Applicants

    North Carolina Controlled Substances Act - Post-Test Notice to Employees-Applicants

    North Carolina Controlled Substances Act - Waiver by Applicant of Confirmation Test

    Model Bring Your Own Device (BYOD) Policy

    Model Exit Interview

    Model Separation Checklist

    Model Termination Policy

    Sample Form NCUI 500AB Request for Separation Information from Employer

    Model Security Policy

    Model Weapons Policy

    Model Workplace Violence Policy

    OSHA Forms 300 300A 301

    Safety Policy

    Form I-9 (2017 - 2019)

    Form I-9 Instructions (2017 - 2019)

    Model Documentation of Counseling

    Model Last Chance Letter (Conduct)

    Model Last Chance Letter (Performance)

    Model Memorandum of Counseling

    Model Performance Appraisal Policy

    Model Performance Evaluation (Results)

    Model Performance Evaluation (Results - Behavior 1)

    Model Performance Evaluation (Results - Behavior 2)

    Model Performance Evaluation (Results-Focused)

    Model Performance Evaluation (Trait)

    Model Performance Evaluation (Trait-Focused)

    Model Performance Plan Memorandum

    Model Standards of Conduct Policy - Disciplinary Policy (Supervisors-Managers Information)

    OSHA Poster - Job Safety, It's the Law

    OSHA Form 300A - Summary of Work-Related Injuries and Illnesses

    OSHA Form 300 - Forms for Recording Work-Related Injuries and Illnesses

    Model Written Lockout-Tag Out Program