Practice Contact(s)
- Richard (Dick) F. Kane
(Charlotte) - Karin M. McGinnis
(Charlotte) - Bruce E. Miller
(Charleston) - Paul J. Peralta
(Charlotte) - John A. Zaloom
(Research Triangle)
Practice Group
- Employment & Labor
- Employment & Noncompetition Agreements & Trade Secrets Protection
- Employment Discrimination & Retaliation Law
- FMLA, ADA, & Employee Leave
- General Workplace Issues
- Government Contractors/ Affirmative Action
- Labor Relations
- Layoffs, Terminations, & Reductions in Force
- Sarbanes-Oxley, Whistleblower, & Internal Investigations
- Wage & Hour Compliance & Litigation
- Workers Compensation & Workplace Safety
Employment Discrimination & Retaliation Law
Print PDF
The number of EEOC Charges and subsequent lawsuits arising from discrimination, harassment, and retaliation have risen over the recent years. Moore & Van Allen's Employment and Labor Team have extensive experience, not only in counseling employers how to avoid these pitfalls, but also in defending employers in both federal and state courts and administrative agencies. Our vast experience encompasses Title VII of the Civil Rights Act of 1964 (race, color, sex, national origin, or religion), the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Retaliatory Employment Discrimination Act (REDA). We also advise federal contractors on compliance with Executive Order 11246 through the Office of Federal Contract Compliance Programs (OFCCP) and the implementation of Affirmative Action Plans.
news
Publications
- Workplace Violence Prevention Act
An employee receives an actual threat of workplace violence—what do you do? Effective December 1, 2004, North Carolina employers have another tool to help prevent workplace violence. The recently enacted Workplace Violence Prevention Act allows employers to seek a civil no-contact order on behalf of an employee who has been threatened with or actually suffered physical harm as a result of an individual’s action.
- Fair Credit Reporting Act and Third Party Investigations
An employee commits an alleged act of misconduct. You, the employer, decide to have an outside firm investigate. The investigation should be conducted in accordance with the safe harbor provisions of the Fair Credit Reporting Act (FCRA) to avoid the advance consent and disclosure requirements of FCRA.