FEPA Discrimination Charge and Right-to-Sue Procedure — North Carolina

FEPA Discrimination Charge and Right-to-Sue Procedure (North Carolina)

Quick-Reference Summary

NOTE: The NCEEPA does not itself provide a private action for private-sector employees. Assess federal EEOC, North Carolina common-law wrongful-discharge, REDA, and public-employee routes as applicable. A person with a qualifying disability claim may also have a separate Chapter 168A civil action; check its short employment deadline and the statutory bar when specified federal disability proceedings have begun on the same facts.

Part A — Pre-Filing Eligibility Memo

TO: [________________________________] (Complainant)
FROM: [________________________________] (Attorney)
DATE: [__/__/____]
RE: Eligibility to File Discrimination Charge — North Carolina (federal, common-law, and separate state routes)

1. Critical Threshold Determination — Employer Type

2. Threshold Eligibility Questions

3. Substantive Analysis

a. Protected Class. [________________________________].

b. Adverse Employment Action. [________________________________].

c. Common-Law Wrongful Discharge Analysis. Under Coman v. Thomas Manufacturing Co., 325 N.C. 172 (1989), and its progeny, a discharged at-will employee may sue for wrongful discharge in violation of public policy where the discharge contravenes an express NC statutory policy. The NCEEPA's public-policy statement (§ 143-422.2) supplies the requisite public-policy hook for race, religion, color, national origin, age, sex, and handicap discrimination claims. See Considine v. Compass Grp. USA, Inc., 145 N.C. App. 314 (2001).

d. Causal Connection.

[____________________________________________________________]

e. Damages Snapshot. Title VII compensatory and punitive damages are subject to § 1981a's claim-specific conditions and caps. Analyze common-law and § 1981 remedies and limits separately; do not label either categorically uncapped.

4. Strategic Recommendation

☐ File timely with EEOC; request State-agency cross-filing only if current instructions permit and confirm actual receipt
☐ For a qualifying disability claim, evaluate the Chapter 168A action and § 168A-11(c) election before starting an ADA or Rehabilitation Act § 503 or § 504 proceeding on the same facts
☐ Add § 1981 race claim in federal complaint
☐ Add NC common-law wrongful-discharge claim under § 143-422.2 / Coman
☐ File REDA complaint with NC Dept. of Labor within 180 days if protected-activity retaliation
☐ Request EEOC Notice of Right to Sue after 180 days
☐ Decline representation — claim untimely or non-viable

Recommended Action: [________________________________]

Part B — Charge of Discrimination (EEOC Filing) with NC Common-Law Addendum

EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
(State-Agency Cross-Filing Requested If Currently Available — Confirm Actual Filing)
CHARGE OF DISCRIMINATION (EEOC Form 5)

Basis of Discrimination (check all that apply)

☐ Race
☐ Color
☐ Religion
☐ Sex (including pregnancy)
☐ Sexual harassment
☐ Sexual orientation / gender identity (Bostock)
☐ National origin
☐ Age (40+) (ADEA)
☐ Disability (ADA)
☐ Genetic information (GINA)
☐ Retaliation
☐ Other: [________________________________]

Particulars (Narrative Statement)

I, [________________________________], state:

1. I am a member of the protected class(es) checked above. Specifically: [________________________________].

2. I was employed by Respondent as [________________________________] from [__/__/____] until [__/__/____] (or, if still employed, "to the present").

3. Discriminatory Acts. On or about [__/__/____], Respondent took the following adverse action(s): [____________________________________________________________].

4. Comparators. [____________________________________________________________].

5. Direct Evidence. [________________________________].

6. Internal Complaints. [________________________________].

7. Retaliation (if applicable). [________________________________].

8. I believe I was discriminated against because of my [protected class] in violation of Title VII, the ADA, the ADEA, 42 U.S.C. § 1981, and the North Carolina Equal Employment Practices Act (N.C. Gen. Stat. § 143-422.2) as the public-policy predicate for a common-law claim for wrongful discharge in violation of public policy under Coman v. Thomas Manufacturing Co., 325 N.C. 172 (1989).

Verification (choose one):

☐ I declare under penalty of perjury that the foregoing is true and correct.

☐ I swear or affirm before the officer identified below that the foregoing is true and correct.

Signed: ______________________________ Date: [__/__/____]

For sworn verification only: State of [____________], County of [____________]. Sworn to or affirmed before me on [__/__/____].

Officer signature: ______________________________ Title: [______________________________]

Part C — Right-to-Sue Demand Letter

[Date]

Equal Employment Opportunity Commission
Charlotte District Office
129 West Trade Street, Suite 400
Charlotte, NC 28202

Via Certified Mail and EEOC Public Portal

Re: Request for Notice of Right to Sue — 29 C.F.R. § 1601.28
Charge No.: [____________]
Complainant: [________________________________]
Respondent: [________________________________]

Dear EEOC Charge Processing:

Pursuant to 29 C.F.R. § 1601.28(a)(1), Complainant requests issuance of a Notice of Right to Sue in the above-captioned matter. More than 180 days have elapsed since the charge was filed on [__/__/____].

Complainant understands that, upon receipt of the Notice, Complainant must file a civil action within 90 days under 42 U.S.C. § 2000e-5(f)(1). Complainant intends to file in [☐ U.S. District Court for the [Eastern / Middle / Western] District of North Carolina ☐ North Carolina Superior Court], asserting Title VII, ADA, ADEA, 42 U.S.C. § 1981, and a common-law claim for wrongful discharge in violation of North Carolina public policy under N.C. Gen. Stat. § 143-422.2 and Coman v. Thomas Manufacturing Co., 325 N.C. 172 (1989).

Please issue the Notice and serve it on Complainant and Respondent at the addresses on file.

Sincerely,

______________________________
[Complainant Name]

cc: [Respondent / Respondent's counsel]; NC Human Relations Commission / OAH Civil Rights Division

Part D — Pre-Suit Civil Complaint (Template)

IN THE UNITED STATES DISTRICT COURT
FOR THE [EASTERN / MIDDLE / WESTERN] DISTRICT OF NORTH CAROLINA

Civil Action No.: [____________]

COMPLAINT FOR EMPLOYMENT DISCRIMINATION, RETALIATION, AND WRONGFUL DISCHARGE — JURY TRIAL DEMANDED

Plaintiff, [________________________________], by undersigned counsel, alleges:

I. Parties, Jurisdiction, and Venue

1. Plaintiff is a citizen of North Carolina residing in [____________] County.

2. Defendant is [a NC corporation / foreign corporation authorized to do business in NC / LLC] with principal place of business at [________________________________].

3. Defendant is an "employer" within 42 U.S.C. § 2000e(b), 42 U.S.C. § 12111(5), and/or 29 U.S.C. § 630(b), and under N.C. Gen. Stat. § 143-422.2.

4. Subject-matter jurisdiction exists under 28 U.S.C. §§ 1331 and 1343; supplemental jurisdiction over state-law claims under 28 U.S.C. § 1367.

5. Venue is proper under 42 U.S.C. § 2000e-5(f)(3) and 28 U.S.C. § 1391(b).

II. Administrative Exhaustion

6. On [__/__/____], Plaintiff filed Charge No. [____________] with the EEOC. Any State-agency cross-filing and timeliness allegation must match the current agency record and the governing claim-specific deadline.

7. On [__/__/____], EEOC issued a Notice of Right to Sue (Exhibit A).

8. This Complaint is filed within 90 days of receipt of the Notice.

9. The § 1981 claim and the NC common-law wrongful-discharge claim do not require administrative exhaustion.

III. Factual Allegations

10. [____________________________________________________________]

11. [____________________________________________________________]

12. [____________________________________________________________]

IV. Count I — Title VII Discrimination, 42 U.S.C. § 2000e-2

13. Plaintiff incorporates the preceding paragraphs.

14. Defendant discriminated against Plaintiff because of [protected class] in violation of Title VII.

V. Count II — 42 U.S.C. § 1981 (Race) [if applicable]

15. Defendant intentionally discriminated against Plaintiff in the making, performance, modification, and termination of Plaintiff's employment contract because of race, in violation of 42 U.S.C. § 1981.

VI. Count III — Wrongful Discharge in Violation of North Carolina Public Policy

16. Plaintiff incorporates the preceding paragraphs.

17. North Carolina's public policy, as expressed in N.C. Gen. Stat. § 143-422.2, prohibits employment discrimination on the basis of race, religion, color, national origin, age, sex, or handicap.

18. Defendant terminated Plaintiff in violation of that public policy.

19. See Coman v. Thomas Manufacturing Co., 325 N.C. 172 (1989); Considine v. Compass Grp. USA, Inc., 145 N.C. App. 314 (2001).

20. This claim is timely under the 3-year statute of limitations in N.C. Gen. Stat. § 1-52(5).

VII. Count IV — REDA Retaliation, N.C. Gen. Stat. § 95-241 [if applicable]

21. Plaintiff engaged in protected activity under N.C. Gen. Stat. § 95-241(a) by [________________________________].

22. Defendant retaliated by [________________________________].

23. Plaintiff timely filed a REDA complaint with the NC Dept. of Labor and received a right-to-sue letter dated [__/__/____] (Exhibit B).

VIII. Prayer for Relief

WHEREFORE, Plaintiff prays for:

a. Back pay, front pay, and lost benefits;
b. Compensatory damages under each selected claim's current remedy provisions and limits;
c. Punitive damages;
d. Reinstatement or front pay in lieu;
e. If a REDA claim is pleaded and the court finds a willful violation of N.C. Gen. Stat. § 95-241, treble the award for lost wages, lost benefits, and other proximate economic losses under § 95-243(c)(4);
f. Reasonable attorneys' fees and costs;
g. Pre- and post-judgment interest;
h. Equitable and injunctive relief;
i. Such other relief as the Court deems just.

JURY TRIAL DEMANDED.

Respectfully submitted,

______________________________
[Attorney Name], N.C. State Bar No. [____________]
[Firm Name]
[Address]
[Phone] | [Email]
Attorney for Plaintiff

Part E — Pre-Filing Checklist

☐ Confirm employer type (private / state agency / local government)
☐ Calendar the claim-specific EEOC deadline and separately confirm any current State-agency cross-filing route
☐ Calendar 3-year SOL for NC common-law wrongful discharge under § 1-52(5)
☐ Calendar 180-day REDA filing deadline with NC Dept. of Labor (if applicable)
☐ If a Chapter 168A disability employment claim is possible, calendar its 180-day civil-action limit and assess the federal-proceedings bar before filing
☐ Confirm employer headcount: 15+ Title VII/ADA/NCEEPA; 20+ ADEA; any size for § 1981
☐ Identify all protected classes under NCEEPA § 143-422.2 and federal law
☐ Evaluate § 1981 separately, apply the claim-specific Jones limitations gate, and verify remedies and limits
☐ Evaluate NC common-law wrongful-discharge claim under Coman / Considine
☐ Evaluate REDA claim if protected activity present (workers' comp, OSHA, wage, etc.)
☐ Preserve evidence (emails, texts, performance reviews, pay records)
☐ Determine federal vs. NC Superior Court forum
☐ Draft EEOC Form 5 with the NC common-law addendum; verify by an unsworn declaration under penalty of perjury or by oath or affirmation before an authorized officer
☐ File via EEOC Public Portal or Charlotte / Raleigh office
☐ Calendar 90-day suit window after EEOC Notice of Right to Sue
☐ Confirm venue under 42 U.S.C. § 2000e-5(f)(3)
☐ Issue litigation hold and preservation demand letter
☐ Prepare jury demand
☐ For a covered public employee grievance begun on or after October 1, 2026, complete the agency grievance procedure and OSHR review under § 126A-83; then, if eligible, file an OAH contested case within 30 days after receiving the final agency decision under § 126A-84. Check S.L. 2026-40, § 5.1 for earlier matters.

Sources and References

• North Carolina Equal Employment Practices Act, N.C. Gen. Stat. §§ 143-422.1 to 143-422.3: https://www.ncleg.gov/EnactedLegislation/Statutes/PDF/ByArticle/Chapter_143/Article_49A.pdf
• N.C. Persons with Disabilities Protection Act, §§ 168A-5, 168A-11–168A-12: https://www.ncleg.gov/EnactedLegislation/Statutes/PDF/BySection/Chapter_168A/GS_168A-11.pdf and https://www.ncleg.gov/EnactedLegislation/Statutes/PDF/BySection/Chapter_168A/GS_168A-12.pdf
• N.C. Gen. Stat. § 1-52(5) (3-year SOL): https://www.ncleg.gov/EnactedLegislation/Statutes/HTML/BySection/Chapter_1/GS_1-52.html
• NC Retaliatory Employment Discrimination Act (REDA), N.C. Gen. Stat. § 95-240 et seq.: https://www.ncleg.gov/EnactedLegislation/Statutes/HTML/ByArticle/Chapter_95/Article_21.html
• North Carolina Human Resources Act, N.C. Gen. Stat. §§ 126A-83–126A-84 (S.L. 2026-40): https://www.ncleg.gov/EnactedLegislation/SessionLaws/HTML/2025-2026/SL2026-40.html
• OAH Civil Rights Division: https://www.oah.nc.gov/civil-rights-division
• NC Office of State Human Resources — EEO: https://oshr.nc.gov/state-employee-resources/equal-employment-opportunity
• EEOC Charlotte District Office: https://www.eeoc.gov/field-office/charlotte/location
• EEOC Raleigh Area Office: https://www.eeoc.gov/field-office/raleigh/location
• EEOC — How to File: https://www.eeoc.gov/how-file-charge-employment-discrimination
• 29 C.F.R. § 1601.28 (Notice of Right to Sue)
• Coman v. Thomas Manufacturing Co., 325 N.C. 172 (1989) (wrongful discharge in violation of public policy)
• Considine v. Compass Grp. USA, Inc., 145 N.C. App. 314 (2001)
• Winston v. Livingstone Coll., 210 N.C. App. 486 (2011) (3-year SOL for wrongful-discharge claim)
• Bostock v. Clayton County, 590 U.S. 644 (2020)
• Jones v. R.R. Donnelley & Sons, 541 U.S. 369 (2004)