What Are the Labor Laws Against Verbal Abuse in North Carolina?

It is not uncommon for an employee to fear retaliation for reporting harassment. In fact, the EEOC estimates that around 75% of these cases go unreported. Why? Because the fear of retaliation is so great. Unfortunately, this fear is not unfounded.

In fact, according to a 2003 study from the EEOC, of the employees who reported workplace mistreatment, 75% were subject to retaliation in some form. While retaliation is illegal, it still happens with shocking frequency.

Employees may also avoid reporting harassment for other reasons, including:

• Discomfort in reliving the experience
• Feelings of guilt
• Fear about not being believed
• Confusion about who or where to report to
• A belief that the behavior is normal
• Fear of no confidentiality
• Fear of damage to reputation

If you’ve been afraid to report an incident of verbal abuse or harassment, consult with a lawyer at Morgan & Morgan. Understanding your rights is a great way to build the confidence you need to address the problem.

Before you attempt legal action, we recommend you take a few steps to resolve the situation. If these actions are not well-received by your place of employment, you will have evidence to support your legal case.

To win a harassment case, you must prove that the behavior was unwelcome. Express your discomfort. If a verbal conversation yields no results, submit your complaint in writing, via an email or letter. Keep a copy for yourself. (Of course, you may skip this step entirely if you feel your safety is at risk.)

If this conversation is unsuccessful in resolving the problem, it’s time to make a formal complaint. Make a visit to your company’s HR department. Again, keep a copy of the complaint for yourself.

If these steps have been unsuccessful, it’s time to consult with a lawyer. Before you can sue for harassment, you will have to submit an administrative charge with the EEOC. There are short and strict deadlines for filing a charge, so you likely need legal guidance. An experienced attorney can help you through the process.

After you file a charge with the EEOC, you must wait for the commission to perform an investigation. Finally, you may receive a right to sue letter from the agency. From there, you will need to make choices about where and when to file a lawsuit.

Most harassment lawsuits are settled out of court—which means that they are not judged by a jury. This is because many employers are eager to avoid the time, cost, and publicity of a traditional trial. 

Out-of-court settlements also work in favor of the plaintiff because they ensure a monetary settlement. 

An experienced attorney will help you understand your eligibility for damages, including:

• Back pay for lost wages or illegal termination
• Front pay for lost wages due to case proceedings and reinstatement
• Punitive damages
• Reimbursement of attorney fees

You may be entitled to one, several, or all of these damages. Morgan & Morgan will help you get the financial settlement you deserve.

Morgan & Morgan applauds your bravery in moving forward with a verbal abuse claim. We will not rest until you are fairly compensated. Because we work on a contingency fee basis, you won’t owe us a dime for our services unless we win or settle your case.

Breaches of NC labor laws/verbal abuse can be complex and hard to prove. Our experienced team will help you build a case based on facts that are provable in court. In this way, we will ensure your success. 

Ready to pursue justice in your case? Reach out to the experienced legal team at Morgan & Morgan to request a free, no-obligation consultation using our simple online form. We’re ready to fight for you!