Mr. Minter also partners with his clients to provide sound day-to-day advice regarding a myriad of issues, including terminations, RIFs, hiring, and leaves of absence. Mr. Minter is also adept at reviewing and drafting policies and procedures to ensure compliance with applicable laws.
•Mr. Minter helped a national residential management company obtain dismissal of several claims filed by residential tenants before the City’s Code Enforcement Officer.
•Mr. Minter helped a national manufacturer obtain a motion to dismiss against a former employee alleging hostile work environment, retaliatory discharge, discriminatory employment practices, intentional infliction of emotional distress, and negligent infliction of emotional distress.
•Mr. Minter counseled a regional staffing company regarding the process for obtaining a small business administration (SBA) designation from the federal government.
•Mr. Minter effectively represented a national manufacturing company in unemployment appeals hearing before the North Carolina Division of Employment Security.
•Mr. Minter helped a national manufacturing company obtain a voluntary dismissal of a wrongful termination claim filed by a former employee on the morning of the traditional labor arbitration.
Pro Bono and Community Involvement
•Burlington Alumni Chapter of Kappa Alpha Psi Fraternity, Inc., Past President (2014-2018), Member
•North Carolina Bar Association, Co-Chair of 4-All Day of Service
Honors and Recognitions
•Black Enterprise, BE Modern Man (2018)
•Business North Carolina, Legal Elite in Employment Law (2018)
•Charlotte Business Journal, Top 40 Under 40 (2018)
•National Black Lawyers, Top 100 (2018)
•North Carolina Lawyers Weekly, Leaders in the Law (2017)
•Wake County Bar Association, Charles Brandon Hunt Leadership Award
•“No Good Deed Goes Unpunished: Should Businesses Offer Benefits to Gig Workers?” Lexicology.com (June 19, 2018) [Author]
•“How [Untraditional] Gig Workers Are Navigating [Traditional] Mortgage Lending Rules,” Lexicology.com (June 6, 2018) [Author]
•“Three Future Trends Every Business Should Know About,” JDsupra.com (May 9, 2018) [Author]
•“Feds Seek Gig Economy Aid To Help Provide Services to Veterans,” JDsupra.com (April 10, 2018) [Author]
•“Hair Salons Want a Cut From the Gig Economy,” JDsupra.com (March 21, 2018) [Author]
•“Is Pay Inequity Pervasive in the Gig Economy? Not So Fast . . .,” JDsupra.com (February 13, 2018) [Author]
•“Gig U: California College Begins Offering Gig Economy Classes,” JDsupra.com (January 18, 2018) [Author]
•“Tap Here For A Doctor-The Proliferation of Telemedicine In the Gig Economy,” JDsupra.com (December 8, 2017) [Author]
•“EEOC Trial Tactics Lead to Massive Sanctions Award,” JDSupra.com (November 13, 2017) [Author]
•“Should You Offer Bonuses To Your Gig Workers? That Is The Question,” JDsupra.com (November 7, 2017) [Author]
•“Congress Debates Its Role In The Gig Economy,” JDsupra.com (October 3, 2017) [Author]
•“Study Shows the Gig Economy Isn’t Just for Start-Ups,” JDsupra.com (September 15, 2017) [Author]
•“Could a Proposed Federal Law Solve The Misclassification Riddle?,” JDSupra.com (August 15, 2017) [Author]
•“Paternity Leave Policies: Proceed With Caution,” JDsupra.com (August 7, 2017) [Author]
•“NYC’s “Earned Sick Time Act” Might End up Impacting Businesses Across the County,” JDsupra.com (June 21, 2017) [Author]
•“Landmark Appeals Court Ruling Extends Title VII Protections to LGBT Employees,” JDsupra.com (April 7, 2017) [Author]
•“Supreme Court Limits EEOC Subpoena Power,” JDsupra.com (April 3, 2017) [Author]
•“Is Same-Sex Discrimination Considered “Sex Discrimination” Under Title VII?” JDsupra.com (February 9, 2017) [Author]
•“Surviving The Holiday Party Season: An Employer’s Quick Reference Guide,” JDsupra.com (November 30, 2016) [Author]
Speeches and Presentations
•“Litigating Title VII Claims from Start to Finish,” Charlotte Country Club (Charlotte, NC, May 2018) (Presenter)
•“National Employment Law Council: Generations Y and Z, the Gig Economy, and New Employment Strategies,” 2018 National Employment Law Council Conference (New Orleans, LA, May 2018) (Moderator)
•“Finding Your Path: Careers For Lawyers,” 4th Annual Minority Pre-Law Conference (Raleigh, NC, March 2018) (Co-Chair and Moderator)
•“What is Sexual Harassment in the Workplace,” Francene Marie Show (Charlotte, NC, January 2018) (Radio show guest)
•“An Employer’s Guide to Navigating the Holiday Party Season,” WBTV News, (Charlotte, NC, November 2017) (Television show guest)
•“Understanding Federal and State LGBT Rights,” UT-Battelle Labor and Employment Training, (Oak Ridge, TN, September 2017) (Presenter)
•“Legalized Marijuana Under the Trump Administration,” 2017 National Bar Association’s Labor and Employment Section’s Annual Conference, (Atlanta, GA, October 2017) (Presenter)
•“Union County Chamber of Commerce Annual Employment Law Update,” Union County Chamber of Commerce, (Monroe, NC, September 2017) (Presenter)
•“Employment Law-Protecting Your Rights,” Charlotte Mecklenburg County Black Chamber of Commerce, (Charlotte, NC, June 2017) (Presenter)
•“Solving the Mystery of Worker Classification (1099 IC or W-2 EE),” Webinar, (Charlotte, NC, May 2017) (Presenter)
•“Navigating Sick Leave Laws,” 2017 National Employment Law Council Conference, (Denver, CO, May 2017) (Moderator)
•“Discussing Legal Impact of Hively v. Ivy Tech” Scott Fitzgerald Radio Show,” (Charlotte, NC, April 2017) (Presenter)
•“Conducting Workplace Investigations,” Paycor Business Leader Summit (Charlotte, NC, March 2017)
August 2, 2018
Certificate of Relief: Reducing Employer Exposure for Hiring Employees with Certain Criminal Convictions
Recently, the North Carolina General Assembly enacted “An Act to Amend the Law Regarding a Certificate of Relief For Criminal Convictions.” The Act will become effective on December 1, 2018, and applies to petitions for relief filed on or after that date. Legislators contemplated the Act would assist individuals convicted of...
Employment Trial Report
A Cautionary Tale: The Importance of Implementing Proper Policies
February 25, 2019
Employers have little control over employees’ bad, impulsive decisions. However, employers have full control over how they respond to a complaint of harassment. Any employer can ensure it investigates an allegation of harassment. Failure to do so can be costly.
By Sidney O. Minte
Professional Associations and Activities
•National Bar Association, Member
•National Employment Law Council, 2016-present Annual Conference Committee Member
•North Carolina Bar Association's Minorities in the Profession, Committee Member
•North Carolina Bar Association, YLD Liaison for Corporate Counsel Section
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