Recruiting: North Carolina
Federal law and guidance on this subject should be reviewed together with this section.
Author: Jessica Sussman
- Employers must carefully analyze all advertisements for employment in order to ensure strict compliance with state and federal laws. See Methods and Sources.
- The North Carolina Equal Employment Practices Act applies to all employers with 15 or more employees. See Employee Referrals.
- Employers may rely on a bona fide occupational qualification exception only when it is reasonably necessary to the normal operation of the employer's business, and there is no less intrusive way to ensure that the applicant will be able to perform the job in question. See Bona Fide Occupational Qualification.
- A Chapel Hill ordinance goes beyond North Carolina employment law to protect other characteristics. See Chapel Hill Ordinance.
- Employers may not discriminate against job applicants or employees based on their smoking habits outside of work. See Smokers' Rights.
- North Carolina has found that "control" is the most important factor in determining whether an individual is considered an independent contractor. See Independent Contractors.
- Minors under the age of 18 may not be employed in any occupation without a youth employment certificate unless specifically exempted. See Underage Workers.