{"data":{"id":"us-nc/n.c.-gen.-stat.-96-14.6","jurisdiction":"us-nc","citation":"N.C. Gen. Stat. § 96-14.6","heading":"Disqualification for misconduct.","body":"(a)\tDisqualification. - An individual who the Division determines is unemployed for misconduct connected with the work is disqualified for benefits. The period of disqualification begins with the first day of the first week the individual files a claim for benefits after the misconduct occurs.\n(b)\tMisconduct. - Misconduct connected with the work is either of the following:\n(1)\tConduct evincing a willful or wanton disregard of the employer's interest as is found in deliberate violation or disregard of standards of behavior that the employer has the right to expect of an employee or has explained orally or in writing to an employee.\n(2)\tConduct evincing carelessness or negligence of such degree or recurrence as to manifest an intentional and substantial disregard of the employer's interests or of the employee's duties and obligations to the employer.\n(c)\tExamples. - The following examples are prima facie evidence of misconduct that may be rebutted by the individual making a claim for benefits:\n(1)\tViolation of the employer's written alcohol or illegal drug policy.\n(2)\tReporting to work significantly impaired by alcohol or illegal drugs.\n(3)\tConsumption of alcohol or illegal drugs on the employer's premises.\n(4)\tConviction by a court of competent jurisdiction for manufacturing, selling, or distributing a controlled substance punishable under G.S. 90-95(a)(1) or G.S. 90-95(a)(2) if the offense is related to or connected with an employee's work for the employer or is in violation of a reasonable work rule or policy.\n(5)\tTermination or suspension from employment after arrest or conviction for an offense involving violence, sex crimes, or illegal drugs if the offense is related to or connected with the employee's work for an employer or is in violation of a reasonable work rule or policy.\n(6)\tAny physical violence whatsoever related to the employee's work for an employer, including physical violence directed at supervisors, subordinates, coworkers, vendors, customers, or the general public.\n(7)\tInappropriate comments or behavior toward supervisors, subordinates, coworkers, vendors, customers, or to the general public relating to any federally protected characteristic that creates a hostile work environment.\n(8)\tTheft in connection with the employment.\n(9)\tForging or falsifying any document or data related to employment, including a previously submitted application for employment.\n(10)\tViolation of an employer's written absenteeism policy.\n(11)\tRefusal to perform reasonably assigned work tasks or failure to adequately perform employment duties as evidenced by no fewer than three written reprimands in the 12 months immediately preceding the employee's termination. (2013-2, s. 5; 2013-224, s. 19.)","path":["Chapter 96. Employment Security.","Article 2C. Benefits Payable for Unemployment Compensation."],"source_url":"https://www.ncleg.gov/EnactedLegislation/Statutes/HTML/BySection/Chapter_96/GS_96-14.6.html","current_through":"S.L. 2026-30","vintage":"","retrieved_at":"2026-08-27T18:14:07Z","sha256":"43720ef73fb201aca70091dbe331f27f2edf4e1653f403fdfa4a24854a79c880","source_id":"us-nc","stale":false,"prev":"us-nc/n.c.-gen.-stat.-96-14.5","next":"us-nc/n.c.-gen.-stat.-96-14.7"},"notice":"GroundRules: Original legal text. Not legal advice."}