Articles in regional publications that pertain to a wide range of North Carolina-related topics.
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for "Allred, Stephen"
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Record #:
524
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Allred examines the decisions rendered by various administrative bodies, state courts, and federal courts concerning AIDS in the workplace, and discusses the implications of these decisions for a North Carolina employer.
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Record #:
4377
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The Family and Medical Leave Act of 1993 became effective August 5, 1993. All public and private employers, including school systems, are obligated to grant unpaid leave up to twelve weeks a year for any one of three reasons. Allred discusses the act and its application to school employees.
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Record #:
20539
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Beginning August 5, 1993, North Carolina governmental employers will have a new obligation--to grant, for any one of three reasons, up to twelve weeks of unpaid leave per year to their employees. This bulletin summarizes the major provisions of the act.
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Record #:
28723
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Beginning August 5, 1993, North Carolina governmental employers will have a new obligation to grant up to twelve weeks of unpaid leave per year to their employees. A leave request may be based on an employee’s medical condition or need to care for a child.
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Record #:
20724
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In 1994, the NC Supreme Court ruled that the city of High Point had no legal authority to pay its former employees an amount greater than that established by the state legislature. This bulletin discusses the basis for the court's ruling and offers some observations on its implications for local governments.
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Record #:
20521
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Concern over drug abuse has led to a move toward testing of employees in both public and private sectors. This bulletin examines one key legal issue--the Fourth Amendment questions involved when a state, city, or county government undertakes to test its employees for drug use.
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Record #:
28711
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Drug testing of employees in both the public and private sectors of North Carolina involves important policy considerations, including its substantial cost and the legal issues involved. This article examines the Fourth Amendment questions involved when a state or local government drug tests its employees.
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Record #:
28716
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In Clara Watson v. Ft. Worth Bank and Trust, the United States Supreme Court held that the disparate impact analysis method of proving discrimination could be applied to subjective employment practices. This disparate treatment case was similar to Griggs v. Duke Power Company in North Carolina.
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Record #:
20647
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This bulletin discusses implications of two 1998 Fourth Circuit Court of Appeals decisions dealing with the status of emergency medical technicians (EMTs) under the Fair Labor Standards Act (FLSA). In both cases, the counties relied on Section 7(k) of the FLSA in scheduling their EMTs, and the schedules were held to violate the Act. The Fourth Circuit also rendered a decision upholding the applicability of the fluctuating workweek to EMTs, however, and may have provided an alternative means for North Carolina counties to comply with the FLSA without incurring significant additional costs.
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Record #:
467
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Legislation such as the Handicapped Persons Protection Act and the Americans with Disabilities Act are attempts to reduce the instances of discrimination toward the handicapped; also Woodland v. Rowland is an example of the legal ramifications of discrimination.
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Record #:
28715
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In the Pittman v. Wilson County decision, a local government employer is not obligated to follow its procedural requirements for discharge of employees where those requirements are only set forth by resolution in an employee handbook. This bulletin reviews the case and summarizes the current North Carolina law concerning public employee property rights.
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Record #:
20536
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A public employee may be designated exempt from the Fair Labor Standards Act (FLSA) if he or she is a salaried executive, administrator, or professional. Three federal circuit courts have recently rendered different opinions on whether an employee is truly salaried if an employer makes deductions for less than one day's absence. This bulletin discusses the three recent decisions and offers guidance to local governments on how best to comply with the FLSA.
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Record #:
20635
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The Age Discrimination in Employment Act prohibits discrimination on the basis of age against individuals forty years old and above in all aspects of employment, applying to both government and private employers. Although the Act generally bars mandatory retirement, this bulletin explains how Congress modified the Act to permit such provisions for public safety personnel.
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Record #:
20646
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The United States Court of Appeals for the Fourth Circuit announced a new standard for political firings cases with its decision of August 7, 1997, in Jenkens, et al. v. Medford. This bulletin summarizes the decision and its implications for North Carolina public officials.
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Record #:
20689
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The U.S. Court of Appeals for the Fourth District, in an en banc ruling authorized by Judge Russell, announced a new standard for political firing cases with its decision on August 7, 1997 in Jenkins, et al. v. Medford. Bobby Lee Medford was Sheriff of Buncombe County, and after his reelection, he dismissed several deputies who had worked for his opponent. This bulletin summarizes the decision and its implications for NC officials.
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