About the Firm
Attorney Brian H. Alligood provides top quality, aggressive legal representation to individuals and businesses throughout North Carolina. Mr. Alligood regularly represents parties in disputes arising from all aspects of the employer-employee relationship. Employment issues frequently litigated include claims of discriminatory hiring and employment practices, sexual harassment, retaliation and wrongful discharge, wage and hour violations, breach of contract and no-compete covenants, and employee benefits litigation. In addition to confronting claims of traditional employment discrimination, Mr. Alligood represents parties with respect to statutory rights and obligations imposed by the Americans with Disabilities Act and the Family Medical Leave Act.
Mr. Alligood regularly appears in all North Carolina state and federal courts and administrative agencies, including the Equal Employment Opportunity Commission (EEOC), the North Carolina Department of Labor, and the Office of Federal Contractor Compliance Programs (OFCCP).
Sunday, December 8, 2013
Sunday, September 29, 2013
North Carolina District Court Denies Discrimination Plaintiff’s Attempt to Compel Production of Defendant’s Net Worth Evidence
Wednesday, July 3, 2013
Tuesday, June 11, 2013
Click on this link to register on line. You may also view more information about the seminar by clicking on this link to the online brochure. We hope to see you there.
Sunday, June 9, 2013
Protection from Pregnancy Discrimination Expands as Fifth Circuit Court of Appeals Determines Lactation Discrimination is Unlawful Sex Discrimination
As the above case law and statutory developments reflect, pregnancy and its aftermath continue to present significant legal issues in the workplace. If you are confronting uncertainty with respect to legal rights and/or obligations arising from a current or recent pregnancy, you should contact experienced legal counsel for assistance.
Sunday, April 21, 2013
North Carolina Federal Court Dismisses Wrongful Discharge Claims Under Both ADEA and North Carolina Equal Employment Practices Act
As we explained in a previous post, the Court dismissed this case short of trial in part because it determined that a company’s decision to require a 63 year-old, forty year veteran employee to change to a third shift position, immediately after his return from prostate surgery, was not an adverse employment action. The Court therefore determined that the plaintiff could not establish the second of four essential elements of a prima facie case of age discrimination.
Finally, the plaintiff had also asserted an alternative claim for wrongful discharge under North Carolina state law. The plaintiff based this claim on N.C. Stat.Gen § 143–422.2, a statute recognizing that it is against North Carolina public policy for an employer of 15 or more to discriminate, “on account of race, religion, color, national origin, age, sex or handicap.” The statute is found in North Carolina’s Equal Employment Practices Act. In its opinion, the Court made short work in dismissing this alternative claim for the same reasons cited in dismissing the federal age discrimination claim. In this way, the Court concluded, as have other federal courts to consider the issue, that the North Carolina public policy claim is subject to the same analysis and proof standards as the analogous federal law cause of action.