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

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

Quick-Reference Summary

NOTE: Because North Carolina does NOT provide a private right of action under the NCEEPA for private-sector employees, the table below reflects the federal EEOC framework as the primary vehicle, supplemented by a North Carolina common-law wrongful discharge in violation of public policy claim, the Retaliatory Employment Discrimination Act (REDA) for certain protected activities, and the State Personnel Act for public employees.

Part A — Pre-Filing Eligibility Memo

TO: [________________________________] (Complainant)
FROM: [________________________________] (Attorney)
DATE: [__/__/____]
RE: Eligibility to File Discrimination Charge — North Carolina (Federal EEOC + NC Common-Law Wrongful Discharge)

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 + punitive damages capped at $50,000–$300,000 (42 U.S.C. § 1981a(b)(3)). Common-law wrongful-discharge: full compensatory + punitive uncapped. § 1981 race claims uncapped.

4. Strategic Recommendation

☐ File EEOC charge within 180 days (dual-filed with NC Human Relations Commission)
☐ 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
(Dual-Filed with NC Human Relations Commission / OAH Civil Rights Division)
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, [________________________________], being duly sworn, depose and 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:

I declare under penalty of perjury under the laws of the State of North Carolina and the United States that the foregoing is true and correct.

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

State of North Carolina, County of [____________] ss.
Sworn to and subscribed before me this ____ day of __________, 20__.
______________________________
Notary Public

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 timely filed Charge No. [____________] with the EEOC (dual-filed with the NC Human Relations Commission / OAH Civil Rights Division) within 180 days of the alleged unlawful practice.

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 (federal claims subject to 42 U.S.C. § 1981a(b)(3) caps; common-law and § 1981 uncapped);
c. Punitive damages;
d. Reinstatement or front pay in lieu;
e. Treble damages under N.C. Gen. Stat. § 95-243(c)(1) (REDA);
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 180-day EEOC filing deadline (300-day deadline via NC HRC worksharing)
☐ 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)
☐ 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 race claim (no exhaustion, 4-year SOL, uncapped damages)
☐ 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 and notarize EEOC Form 5 with NC common-law addendum
☐ 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 State Personnel Act claims, file contested case at OAH under § 126-34.02

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. 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
• NC State Personnel Act, N.C. Gen. Stat. § 126-1 et seq.: https://www.ncleg.gov/EnactedLegislation/Statutes/HTML/ByChapter/Chapter_126.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)