Parental Involvement Leave, N.C. Gen. Stat. § 95-28.3.
This statute requires employers to grant four (4) hours per year of unpaid leave to any employee who is a parent or guardian of a school-aged child so that the employee may attend or otherwise be involved at that child’s school. The leave shall be at a time mutually agreed upon by the employer and the employee. The employer may require an employee to provide the employer with a written request for the leave at least 48 hours before the time desired for the leave. The employer may require that the employee furnish written verification from the child’s school that the employee attended or was otherwise involved at that school during the time of the leave. The statute also prohibits employers from discharging, demoting, or taking other adverse employment action against an employee who requests or takes this leave. The statute further provides a private right of action for any employee who has been discharged, demoted, or otherwise retaliated against. There is, however, no explicit private right of action to redress an employer’s refusal to grant the leave.
OK I'll admit it, business law is kind of interesting.
This statute requires employers to grant four (4) hours per year of unpaid leave to any employee who is a parent or guardian of a school-aged child so that the employee may attend or otherwise be involved at that child’s school. The leave shall be at a time mutually agreed upon by the employer and the employee. The employer may require an employee to provide the employer with a written request for the leave at least 48 hours before the time desired for the leave. The employer may require that the employee furnish written verification from the child’s school that the employee attended or was otherwise involved at that school during the time of the leave. The statute also prohibits employers from discharging, demoting, or taking other adverse employment action against an employee who requests or takes this leave. The statute further provides a private right of action for any employee who has been discharged, demoted, or otherwise retaliated against. There is, however, no explicit private right of action to redress an employer’s refusal to grant the leave.
OK I'll admit it, business law is kind of interesting.
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