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Employment Law 101 Videos

Employment Law 101 Videos

These video resources highlight some of the legal implications of employment practices and workplace disputes. They are aimed at giving executives and employees a general understanding of employment law. For specific legal advice regarding your particular situation, you may want to consult an employment attorney. We hope you find these resources helpful.

Right To Work vs. Employee at Will

Often people are confused by the term “Right To Work” and “Employee At Will”. Interestingly, the first only applies to rights of workers to not have to join a union or pay union dues. The second term refers to the legal terms of the employment relationship.

Should I Quit?

Employees often think that if they quit their job before they are fired, that they will have protected their interests. That’s usually not the case. Quitting or resigning your position can often limit relief that employees may seek from the employer in the future.

Discrimination and Wrongful Termination

Wrongful termination is a misunderstood term. Most people think that any time they are fired, it is a wrongful termination. We explain the broad legal definition of “Wrongful Termination” and what is meant by “Protected Classes”.

Executive Gender Discrimination

Gender discrimination in the workplace is still prevalent in many workplaces in the United States. Gender discrimination can be subtle slights, being left out of important meetings and client presentations, or it can be more obvious like disparities in pay or opportunities between men and women in the office. We explain some of the ways one might experience gender discrimination in the workplace.

Proving Gender Discrimination

The courts have historically favored the employer’s right to manage their employees’ work status and compensation without court intervention. We share some strategies for executives that are facing gender discrimination in the workplace. However, when employers are treating women differently in the workplace, there may be a time when legal intervention is required as part of your strategy to address it.

Pregnancy Discrimination

Being pregnant can be a wonderful life event. It can also be a legitimate threat to female executives on a positive career trajectory. We have seen employers intimidate women not to become pregnant or sideline those that do. Many women feel like pregnancy in the workplace is a huge career liability. Learn the difference between being pregnant and having a pregnancy disability, and what you can do to protect your career if you are experiencing pregnancy discrimination.

Hostile Work Environment

Employment law can be confusing because many of the legal terms do not accurately describe what the legal protections are. No exception here. Many people think that if their boss creates an environment that makes everyone feel uncomfortable and not valued that they are in a hostile work environment. We explain what legally protected classes and conditions constitute a hostile work environment.

Making an EEOC Claim

Unlike most civil laws that allow individuals to immediately file their claims in court, most employment claims must go through an administrative review process before they are given permission to go to court. Under federal discrimination, you must first file with the EEOC before going to court. The EEOC can take 6 – 9 months investigating your claim before it makes a decision on your employment claim. Additionally, statutes of limitations apply so you must make sure you don’t miss deadlines for this process.

EEOC Right To Sue Letter

Litigation is time-consuming, slow and expensive, but sometimes it is your best alternative. Understanding how the litigation process works will help you be prepared for your role, gain insight on what your attorney does on your behalf, and learn about the possible outcomes of the law suit

Understanding Sexual Harassment

Sexual Harassment in the workplace can emotionally devastating and create minefields in your workplace. We explain the legal definition of sexual harassment.

Reporting Sexual Harassment

If you are experiencing sexual harassment at work, it is important to understand your company’s policies and reporting protocols. Reporting sexual harassment may have some adverse consequences and you should be prepared for those scenarios.

Boss is the Sexually Harasser

Typically, your boss is the first person to whom you would report sexual harassment. But, what if your boss is the harasser? Learn how to navigate reporting the supervisor harassment in order to be compliant with your company’s policies.

Sexual Harassment Investigations

At many companies, reporting sexual harassment will lead to an investigation. These investigations can vary widely in scope, from quick internal discussions to a more thorough external neutral third-party investigation. We explain what to expect in an internal investigation.

Retaliation for Reporting Sexual Harassment

Unfortunately, sometimes the person bringing forward an accusation of sexual harassment will experience retaliation. This can happen when companies are unaware or unwilling to comply with employment laws. Examples of retaliation include change in responsibilities, change in compensation or even termination.

No state law against Sexual Harassment in North Carolina?

North Carolina does not have a law explicitly prohibiting sexual harassment in the workplace. However, there are existing state laws that can offer an employee legal protection, as well as Title VII protections at the federal level that can help.


The information provided within these videos does not constitute legal advice.  Employment law is complicated and appropriate legal assessment and advice can only be given during a thorough, confidential consultation of your specific facts.


The Noble Law offers legal advice and consultations on employment issues in-person, through video, and by phone. The first step is to call the office in your area.
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