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From Pre-Hire through Post-Termination, the North Carolina Human Resources Manual Outlines the Employment Cycle

June 12, 2014

Raleigh, N.C. – The intersection of business, employment and the law is ever-changing and can be difficult for employers to navigate. The North Carolina Human Resources Manual covers the entire employment cycle – from pre-hire through post-termination – in an easy-to-use question and answer format so that North Carolina businesses can stay on the right side of the law, minimize the risk of litigation and avoid costly penalties. The Manual was co-authored by Kimberly Korando and Travis Hockaday, partners in Smith Anderson’s Employment, Labor and Human Resources Practice Group, and published in collaboration with the North Carolina Chamber and HRSimple.com. 

The North Carolina Human Resources Manual is available for purchase as a hard copy or online at www.HRSimple.com/NC. It is part of the North Carolina Human Resources Library, which also includes Model Policies and Forms for North Carolina Employers, an online only resource explaining which types of policies are required and recommended, along with downloadable templates created to help employers prepare an effective and compliant employee handbook.  

About Smith Anderson’s Employment, Labor and Human Resources Practice Group

Known for sharing best practices and updates on the law through its annual Employment Law Update and regular Employment Law Webinars, Smith Anderson’s Employment, Labor and Human Resources Practice Group regularly serves as a key resource to HR and employee benefits professionals. The group and its lawyers have received significant client, peer and business community recognition in such prestigious publications and ranking lists as Chambers USA, The Best Lawyers in America®, U.S. News – Best Lawyers® “Best Law Firms” and Martindale-Hubbell®. They handle employment matters nationwide for many global and publicly-traded companies that are based in North Carolina and beyond, assisting them in building and maintaining an employer-of-choice reputation, while minimizing the burden of regulatory requirements and the distractions of governmental investigations and audits, employee disputes, and union organizing. For more information, visit SmithLaw.com.

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