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  "id": 4221365,
  "name": "AMY M. HORNE, Plaintiff, v. CUMBERLAND COUNTY HOSPITAL SYSTEM, INC., d/b/a CAPE FEAR VALLEY HEALTH SYSTEM, a/k/a CAPE FEAR VALLEY MEDICAL CENTER, Defendant",
  "name_abbreviation": "Horne v. Cumberland County Hospital System, Inc.",
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    "judges": [
      "Judges McGEE and GEER concur."
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    "parties": [
      "AMY M. HORNE, Plaintiff, v. CUMBERLAND COUNTY HOSPITAL SYSTEM, INC., d/b/a CAPE FEAR VALLEY HEALTH SYSTEM, a/k/a CAPE FEAR VALLEY MEDICAL CENTER, Defendant"
    ],
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      {
        "text": "DAVIS, Judge.\nAmy M. Home (\u201cplaintiff\u2019) appeals from the trial court\u2019s order dismissing her complaint against Cumberland County Hospital System, Inc. (\u201cCCHS\u201d) pursuant to Rule 12(b)(6) of the North Carolina Rules of Civil Procedure. After careful review, we affirm.\nFactual Background\nWe have summarized the pertinent facts below using plaintiff\u2019s own statements from her complaint, which we treat as true in reviewing the trial court\u2019s order dismissing her complaint under Rule 12(b)(6). See, e.g., Stein v. Asheville City Bd. of Educ., 360 N.C. 321, 325, 626 S.E.2d 263, 266 (2006) (\u201cWhen reviewing a complaint dismissed under Rule 12(b)(6), we treat a plaintiff\u2019s factual allegations as true.\u201d).\nPlaintiff began working part time for CCHS in April 2001 as a registered radiologic technologist. In May 2001, she switched to full-time employment in the same position. On 30 December 2010, plaintiff was hired as a CT technologist. In early February 2011, plaintiff attended an employee orientation, where she acknowledged in writing that she had received a copy of CCHS\u2019s employee handbook, which provided certain grievance procedures for employees.\nOn 16 March 2011, an incident occurred during a procedure that resulted in the wrong scan being performed on a patient. Although plaintiff did not perform the scan, a student intern involved with the procedure wrote plaintiff\u2019s initials on the form memorializing the procedure. On 21 March 2011, plaintiff was \u201cwritten up\u201d by her supervisor as a result of this incident. The write-up cited the policy violation as being a \u201cfailure of the employee to perform his/her assigned tasks to include neglect, carelessness in duty, or failure to adequately document work activities.\u201d\nOn 22 March 2011, plaintiff received a second write-up. Plaintiff\u2019s supervisor expressed concerns about \u201c \u2018issues noticed during orientation/probation period\u2019 relating to being a team player, and doing more paperwork than physical work, taking smoke breaks, poor organizational skills regarding workflow and prioritizing work____\u201d Plaintiff was written up a third time on 29 March 2011 for allegedly \u201cwalk[ing] out of a procedure ....\u201d A final write-up occurred on 29 March 2011 for \u201ca statement that [plaintiff] allegedly said during the middle of a procedure____\u201d\nPlaintiff\u2019s employment with CCHS was terminated on 18 April 2011. The documentation evidencing her dismissal referenced \u201cfour incidents of scanning exams incorrectly, alleged delay in patient care, scanning the wrong anatomy, alleged complaint on a patient survey, peer reviews of which [plaintiff] knew nothing, and alleged complaints from co-workers.\u201d Plaintiff\u2019s supervisor told her that she was not allowed to contest any of the incidents contained in her personnel file due to the fact that she was in her probationary period at the time. After her termination, plaintiff applied for, and received, unemployment benefits.\nOn 17 April 2012, plaintiff filed a complaint against CCHS, asserting four causes of action: (1) breach of contract; (2) wrongful discharge in violation of public policy; (3) negligent infliction of emotional distress; and (4) defamation. In addition to compensatory damages, plaintiff sought punitive damages, costs, interest, and attorney\u2019s fees. On 15 June 2012, CCHS filed a motion to dismiss plaintiff\u2019s complaint pursuant to Rule 12(b)(6) of North Carolina Rules of Civil Procedure for failure to state a claim upon which relief may be granted. After conducting a hearing, the trial court entered an order on 1 August 2012 granting the motion and dismissing plaintiff\u2019s complaint with prejudice. Plaintiff timely appealed to this Court.\nAnalysis\nPlaintiff\u2019s sole argument on appeal is that the trial court erred in dismissing her complaint pursuant to Rule 12(b)(6). \u201cWhen a party files a motion to dismiss pursuant to Rule 12(b)(6), the question for the court is whether the allegations of the complaint, treated as true, are sufficient to state a claim upon which relief may be granted under some legal theoiy, whether properly labeled or not.\u201d Enoch v. Inman, 164 N.C. App. 415, 417, 596 S.E.2d 361, 363 (2004). \u201cA complaint may be dismissed pursuant to Rule 12(b)(6) where (1) the complaint on its face reveals that no law supports a plaintiff\u2019s claim, (2) the complaint on its face reveals the absence of facts sufficient to make a good claim, or (3) the complaint discloses some fact that necessarily defeats a plaintiff\u2019s claim.\u201d Toomer v. Garrett, 155 N.C. App. 462, 468, 574 S.E.2d 76, 83 (2002), appeal dismissed and disc. review denied, 357 N.C. 66, 579 S.E.2d 576 (2003). An appellate court reviews de novo a trial court\u2019s dismissal of an action under Rule 12(b)(6). Leary v. N.C. Forest Prods., Inc., 157 N.C. App. 396, 400, 580 S.E.2d 1,4, aff'd per curiam, 357 N.C. 567, 597 S.E.2d 673 (2003).\nI. Breach of Contract Claim\nInitially, plaintiff argues that the trial court erred in dismissing her breach of contract claim. Under North Carolina law, unless the employer and employee have entered into a contract specifying a definite term of employment, the employment relationship \u201cis presumed to be terminable at the will of either party without regard to the quality of performance of either party.\u201d Kurtzman v. Applied Analytical Indus., Inc., 347 N.C. 329, 331, 493 S.E.2d 420, 422 (1997). Plaintiff does not allege that a contract specifying a definite period of employment existed between her and CCHS. Instead, she asserts that certain contractual rights regarding termination and grievance procedures arose out of CCHS\u2019s \u201cEmployee Handbook.\u201d CCHS\u2019s failure to follow those procedures in terminating her employment, she argues, constitutes a breach of contract. We disagree.\nPlaintiff relies entirely on Trought v. Richardson, 78 N.C. App. 758, 338 S.E.2d 617, disc. review denied, 316 N.C. 557, 344 S.E.2d 18 (1986), with regard to her breach of contract claim. In Trought, this Court reversed the trial court\u2019s dismissal of the plaintiff\u2019s wrongful discharge claim, which was premised on the plaintiff\u2019s assertion that her employer\u2019s policy manual had become part of her employment contract. Id. at 762, 338 S.E.2d at 620. The plaintiff in Trought alleged that (1) the defendant\u2019s policy manual provided that employees could be discharged only for cause; (2) when the plaintiff was hired, she was required to sign a statement acknowledging that she had read the policy manual; and (3) she was discharged without cause. Id., 338 S.E.2d at 619-20.\nAs this Court has recognized, Trought is \u201c[t]he only North Carolina case that has upheld a breach of contract claim based on an employee manual....\u201d Guarascio v. New Hanover Health Network, Inc., 163 N.C. App. 160, 164, 592 S.E.2d 612, 614, disc. review denied, 358 N.C. 375, 597 S.E.2d 130 (2004). In Harris v. Duke Power Co., 319 N.C. 627, 356 S.E.2d 357 (1987), our Supreme Court \u201climited the rule in Trought to its narrow facts.\u201d Guarascio, 163 N.C. App. at 164, 592 S.E.2d at 614.\nThe plaintiff in Harris - in contrast to the plaintiff in Trought - failed to allege that his employer\u2019s procedure manual expressly represented that an employee could be discharged only for cause. Harris, 319 N.C. at 631, 356 S.E.2d at 360. In the absence of such an allegation, the Supreme Court held that the plaintiff in Harris could not rely on Trought in order to survive the defendant\u2019s motion to dismiss for failure to state a valid claim for breach of contract. Id. at 633, 356 S.E.2d at 360.\nAs we are bound by our Supreme Court\u2019s decision in Harris, we conclude that plaintiff has failed to state a valid claim for breach of contract. Nowhere in plaintiff\u2019s complaint does she allege that CCHS\u2019s employee handbook provided that an employee could be terminated only for cause. Instead, she merely alleges that, \u201c[a]s part of [CCHS\u2019s] employee orientation, [plaintiff] was required to acknowledge in writing the receipt of the Employee Handbook that set forth the grievance procedures that were available to employees of [CCHS]\u201d and that she was likewise \u201crequired to acknowledge in writing the receipt of Standards of Performance for Employees.\u201d Thus, as in Harris, plaintiff\u2019s failure to include in her complaint a \u201cspecific no-discharge-except-for-cause allegation\u201d is fatal to her claim. Id. at 631, 356 S.E.2d at 360. Accordingly, the trial court properly dismissed plaintiff\u2019s breach of contract claim.\nII. Wrongful Discharge in Violation of Public Policy Claim\nThe trial court\u2019s dismissal of plaintiff\u2019s claim for wrongful discharge in violation of public policy was also correct. Under the employment-at-will doctrine, employees may be discharged for any reason, for no reason at all, or for an irrational or arbitrary reason. Coman v. Thomas Mfg. Co., 325 N.C. 172, 175, 381 S.E.2d 445, 446 (1989). However, an exception to this doctrine is that employers are prohibited from discharging employees for reasons that violate the public policy of our State. Garner v. Rentenbach Constructors Inc., 350 N.C. 567, 571, 515 S.E.2d 438, 441 (1999).\nClaims for wrongful discharge in violation of public policy have been recognized in circumstances where the employee was terminated: \u201c(1) for refusing to violate the law at the employer[\u2019]s request, (2) for engaging in a legally protected activity, or (3) based on some activity by the employer contrary to law or public policy.\u201d Ridenhour v. Inter\u2019l Bus. Mach. Corp., 132 N.C. App. 563, 568-69, 512 S.E.2d 774, 778 (citations omitted), disc. review denied, 350 N.C. 595, 537 S.E.2d 481 (1999).\nWith respect to claims for wrongful termination in violation of public policy, this Court has explained that \u201cnotice pleading is not sufficient to withstand a motion to dismiss; instead a claim must be pled with specificity.\u201d Gillis v. Montgomery County Sheriff\u2019s Dep\u2019t, 191 N.C. App. 377, 379, 663 S.E.2d 447, 449, appeal dismissed and disc. review denied, 362 N.C. 508, 668 S.E.2d 26 (2008). In order to maintain such a claim, therefore, the plaintiff must allege \u201cspecific conduct by a defendant that violated a specific expression of North Carolina public policy . . ..\u201d Considine v. Compass Grp. USA, Inc., 145 N.C. App. 314, 321-22, 551 S.E.2d 179, 184 (emphasis added), aff\u2019d per curiam, 354 N.C. 568, 557 S.E.2d 528 (2001).\nPlaintiff contends that her complaint sufficiently alleges that her termination violated the public policy of this State in four ways: (1) CCHS violated her constitutional rights to procedural and substantive due process; (2) CCHS failed to comply with its own internal grievance procedures; (3) CCHS breached the covenant of good faith in the employer-employee relationship; and (4) CCHS violated numerous statutory expressions of public policy. We discuss each of these arguments in turn.\ni. Due Process\nIt is well established that in order for an employee to be entitled to procedural due process protection, the employee must possess a property interest or right in continued employment with a public employer. Soles v. City of Raleigh Civil Serv. Comm\u2019n, 345 N.C. 443, 446, 480 S.E.2d 685, 687 (1997). Because CCHS is a private employer, plaintiff did not have any constitutional protections. See Teleflex Info. Sys., Inc. v. Arnold, 132 N.C. App. 689, 693-94, 513 S.E.2d 85, 88 (1999) (rejecting plaintiffs arguments that his discharge violated his constitutional rights because such rights were not \u201cimplicated in a dispute between an employee and a private employer\u201d).\nMoreover, this Court has expressly held that an at-will employee, such as plaintiff, even if a government employee, \u201cdoes not have a constitutionally protected right to continued employment and does not have the benefit of the protections of procedural due process.\u201d Wuchte v. McNeil, 130 N.C. App. 738, 740, 505 S.E.2d 142, 144 (1998). As such, plaintiff cannot rely on procedural due process principles to support her wrongful discharge claim.\nWith regard to her substantive due process claim, plaintiff, in her brief, fails to cite any legal authority in support of her contention on this issue. We, therefore, deem this argument abandoned on appeal pursuant to Rule 28(b)(6) of the North Carolina Rules of Appellate Procedure.\nii. Failure to Follow Internal Grievance Policies\nPlaintiff\u2019s second ground for her wrongful discharge claim is that CCHS violated its own internal policies by preventing plaintiff from using CCHS\u2019s grievance procedures to (1) challenge her termination; or (2) pursue her complaints against her supervisor. Plaintiff, however, failed to identify in her complaint any express public policy violated by a private employer\u2019s failure to comply with its own internal procedures. The failure to include such an allegation warrants dismissal of plaintiff\u2019s claim. See Considine, 145 N.C. App. at 319, 551 S.E.2d at 183 (affirming dismissal of claim for wrongful discharge in violation of public policy where \u201c[p]laintiff\u2019s complaint d[id] not assert that defendant\u2019s . . . conduct violated any public policy that has been established by our state\u2019s statutes or constitution\u201d).\nMoreover, plaintiff\u2019s assertion that CCHS failed to follow the grievance procedures set out in its policy handbook is not the same as an allegation that she was terminated for a reason that violates the public policy of our State - the essence of a claim for wrongful discharge in violation of public policy. See Garner, 350 N.C. at 572, 515 S.E.2d at 441 (\u201cIn order to support a claim for wrongful discharge of an at-will employee [in violation of public policy], the termination itself must be motivated by an unlawful reason or purpose that is against public policy.\u201d).\niii. Bad Faith\nPlaintiffs third basis for her wrongful discharge claim is that CCHS terminated her employment in bad faith. However, our Supreme Court has made clear that North Carolina \u201cd[oes] not recognize a separate claim for wrongful discharge in bad faith.\u201d Amos v. Oakdale Knitting Co., 331 N.C. 348, 360, 416 S.E.2d 166, 173 (1992). Accordingly, this claim was properly dismissed.\niv. Statutory Violations\nFinally, plaintiff makes the blanket assertion that her discharge contravenes \u201cimportant\u201d public policy statements expressed in North Carolina\u2019s: (1) \u201cunemployment compensation laws\u201d; (2) \u201clabor relations laws\u201d; (3) \u201c \u2018[b]lacklisting\u2019 and \u2018[j]ob [references\u2019 laws\u201d; and (4) \u201cthe compliance and good business practices laws embodied within the corporate laws ....\u201d\nHowever, in making these allegations, plaintiff merely refers generally to various topics addressed in the North Carolina General Statutes without citing any specific statutory provisions. Such oblique references are insufficient to put CCHS \u201con notice of what public policy [its] termination of plaintiff violated.\u201d Gillis, 191 N.C. App. at 381, 663 S.E.2d at 450; accord Considine, 145 N.C. App. at 321-22, 551 S.E.2d at 184 (affirming dismissal of wrongful discharge claim based on caselaw requiring allegations of \u201cspecific conduct by a defendant that violated a specific expression of North Carolina public policy\u201d) (emphasis added). Given the absence of such allegations, we conclude that the trial court properly dismissed plaintiffs claim for wrongful discharge in violation of public policy pursuant to Rule 12(b)(6).\nIII. Negligent Infliction of Emotional Distress Claim\nPlaintiff also contends that the trial court erred in dismissing her claim for negligent infliction of emotional distress (\u201cNIED\u201d). In order to state a claim for NIED, a plaintiff must allege that (1) the defendant negligently engaged in conduct; (2) it was reasonably foreseeable that such conduct would cause the plaintiff to suffer severe emotional distress; and (3) the conduct did, in fact, cause the plaintiff to suffer severe emotional distress. Johnson v. Ruark Obstetrics & Gynecology Assoc., P.A., 327 N.C. 283, 304, 395 S.E.2d 85, 97 (1990). Plaintiffs complaint fails to sufficiently allege facts establishing the first and third elements.\nThe first element of an NIED claim requires allegations that the \u201cdefendant failed to exercise due care in the performance of some legal duty owed to [the] plaintiff under the circumstances[.]\u201d Guthrie v. Conroy, 152 N.C. App. 15, 25, 567 S.E.2d 403, 410-11 (2002). Nowhere, however, in her complaint does plaintiff reference any duty owed to her by CCHS. The failure to allege such a duty owed by the defendant to the plaintiff is fatal to an NIED claim on a motion to dismiss. See id., 567 S.E.2d at 411 (\u201c[Plaintiff alleges no duty that [defendant] owed plaintiff .... Absent a breach of duty of care, plaintiff\u2019s suit against [defendant] for NIED cannot be maintained.\u201d).\nMoreover, plaintiff\u2019s NIED claim is premised on allegations of intentional - rather than negligent - conduct. Beyond the conclusory assertion that \u201c[CCHS] negligently engaged in the aforementioned conduct against [plaintiff],\u201d plaintiffs complaint recounts only intentional conduct on the part of CCHS. Indeed, plaintiff alleges: \u201c[CCHS\u2019s] action[] toward [plaintiff] constitutes extreme and outrageous conduct which was intended to - and did in fact - cause her severe emotional distress.\u201d (Emphasis added.) The complaint elsewhere alleges that plaintiff became a \u201ctarget\u201d of her supervisor\u2019s \u201cdeliberate, vicious, malicious, and outrageous campaign and conspiracy of harassment....\u201d\nAllegations of intentional conduct, such as these, even when construed liberally on a motion to dismiss, cannot satisfy the negligence element of an NIED claim. See Sheaffer v. County of Chatham, 337 F.Supp.2d 709, 734 (M.D.N.C. 2004) (\u201cEven taking all these allegations as true, they demonstrate intentional acts for which Plaintiff has made other claims; they do not show negligent acts required for a claim of negligent infliction of emotional distress.\u201d). Plaintiff, therefore, has failed to properly plead an element essential to her NIED claim.\nIn addition, in order to plead a valid NIED claim, a plaintiff must allege severe emotional distress, which has been defined as \u201cany emotional or mental disorder, such as, for example, neurosis, psychosis, chronic depression, phobia, or any other type of severe and disabling emotional or mental condition which may be generally recognized and diagnosed by professionals trained to do so.\u201d Johnson, 327 N.C. at 304, 395 S.E.2d at 97. Here, the complaint merely asserts that CCHS\u2019s actions were the \u201cdirect and proximate cause of [plaintiff\u2019s severe emotional distress\u201d - without any factual allegations regarding the type, manner, or degree of severe emotional distress she claims to have experienced. In the absence of such allegations, plaintiff\u2019s complaint fails to state a valid claim for NIED. See Holleman v. Aiken, 193 N.C. App. 484, 502, 668 S.E.2d 579, 591 (2008) (affirming dismissal of NIED claims where complaint did \u201cnot make any specific factual allegations as to [plaintiff\u2019s] \u2018severe emotional distress\u2019 \u201d).\nIV. Defamation Claim\nPlaintiffs final argument is that the trial court improperly dismissed her claim for defamation. We conclude, however, that this claim is barred by the statute of limitations.\nPursuant to N.C. Gen. Stat. \u00a7 1-54(3) (2011), a defamation action must be commenced within one year from the date the action accrues, which is the date of the publication of the defamatory words - irrespective of the date of discovery by the plaintiff. Philips v. Pitt County Mem\u2019l Hosp. Inc.,_N.C. App._,_, 731 S.E.2d 462, 472, appeal dismissed and disc. review denied,_N.C._, 734 S.E.2d 862-63 (2012). As plaintiffs complaint was filed on 17 April 2012, a defamation claim predicated on allegedly defamatory statements made prior to 17 April 2011 would be time-barred.\nPlaintiffs complaint fails to identify the allegedly defamatory remarks made by CCHS or to specify when they were made. This lack of specificity is, by itself, a sufficient basis to support the dismissal of plaintiffs defamation claim. See Stutts v. Duke Power Co., 47 N.C. App. 76, 84, 266 S.E.2d 861, 866 (1980) (holding that in order to withstand motion to dismiss defamation claim, \u201cthe words attributed to defendant [must] be alleged \u2018substantially\u2019 in haec verba, or with sufficient particularity to enable the court to determine whether the statement was defamatory\u201d). However, even assuming - under a liberal construction of the complaint - that plaintiff is referring to the three instances where she was \u201cwritten up\u201d by her supervisor, which occurred on 21, 22, and 29 March 2011 and further assuming, without deciding, that these write-ups could be the subject of a defamation claim, all three write-ups occurred prior to 17 April 2011. Therefore, they cannot serve as the basis for plaintiff\u2019s defamation claim. See Philips, N.C. App. at , 731 S.E.2d at 473 (\u201c[B]ecause Plaintiff did not assert this claim until more than two years following [defendant]\u2019s allegedly defamatory statement, this claim is barred by the one-year statute of limitations.\u201d). Accordingly, the trial court did not err in dismissing plaintiff\u2019s defamation claim.\nV. Punitive Damages Claim\nAs we have concluded that the trial court properly dismissed all of plaintiff\u2019s substantive claims, she is precluded from recovering punitive damages since, \u201c[a]s a rule[,] you cannot have a cause of action for punitive damages by itself.\u201d Oestreicher v. Am. Nat\u2019l Stores, Inc., 290 N.C. 118, 134, 225 S.E.2d 797, 808 (1976). Consequently, plaintiff\u2019s claim for punitive damages was properly dismissed as well. See White v. Cross Sales & Eng\u2019g Co., 177 N.C. App. 765, 771, 629 S.E.2d 898, 902 (2006) (holding trial court properly dismissed punitive damages claim where underlying substantive claim did not survive summary judgment).\nConclusion\nFor the reasons stated above, we affirm the trial court\u2019s order dismissing plaintiff\u2019s complaint.\nAFFIRMED.\nJudges McGEE and GEER concur.",
        "type": "majority",
        "author": "DAVIS, Judge."
      }
    ],
    "attorneys": [
      "Law Offices of Kathleen G. Sumner, by Kathleen G. Sumner, for plaintiff-appellant.",
      "K&L Gates LLP, by Amie Flowers Carmack and, Brian C. Fork, for defendant-appellee."
    ],
    "corrections": "",
    "head_matter": "AMY M. HORNE, Plaintiff, v. CUMBERLAND COUNTY HOSPITAL SYSTEM, INC., d/b/a CAPE FEAR VALLEY HEALTH SYSTEM, a/k/a CAPE FEAR VALLEY MEDICAL CENTER, Defendant\nNo. COA12-1276\nFiled 2 July 2013\nEmployer and Employee \u2014 termination from employment \u2014 failure to state claim \u2014 claims properly dismissed\nThe trial court did not err in an action based on plaintiff\u2019s termination from her employment by granting defendant\u2019s motion to dismiss pursuant to Rule 12(b)(6) of the North Carolina Rules of Civil Procedure. Plaintiff\u2019s failure to include in her complaint a specific no-discharge-except-for-cause allegation was fatal to her breach of contract claim; plaintiff\u2019s complaint failed to sufficiently allege that her termination violated the public policy of this State and failed to sufficiently allege facts establishing the first and third elements of negligent infliction of emotional distress; and plaintiff\u2019s claim for defamation was barred by the statute of limitations. As the trial court properly dismissed all of plaintiffs substantive claims, she was precluded from recovering punitive damages and her claim for punitive damages was properly dismissed.\nAppeal by plaintiff from order entered 1 August 2012 by Judge Douglas B. Sasser in Cumberland County Superior Court. Heard in the Court of Appeals 12 March 2013.\nLaw Offices of Kathleen G. Sumner, by Kathleen G. Sumner, for plaintiff-appellant.\nK&L Gates LLP, by Amie Flowers Carmack and, Brian C. Fork, for defendant-appellee."
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  "last_page_order": 161
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