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An unpublished opinion of the North Carolina Court of Appeals does not constitute controlling legal authority. Citation is disfavored, but may be permitted in accordance with the provisions of Rule 30(e)(3) of the North Carolina Rules of Appellate Procedure.

NO. COA04-1117 NORTH CAROLINA COURT OF APPEALS Filed: 17 January 2006 BARBARA P. CHILDERS, Petitioner v. ASHE MEMORIAL HOSPITAL, INC., and EMPLOYMENT SECURITY COMMISSION OF NORTH CAROLINA, Respondents Appeal by respondent Employment Security Commission of North Carolina from an order entered 6 May 2004 by Judge Melzer A. Morgan, Jr. in Ashe County Superior Court. Appeals 22 August 2005. No brief for petitioner-appellee. Fred R. Gamin for respondent-appellant Employment Security Commission of North Carolina. No brief for respondent-appellant Ashe Memorial Hospital, Inc. BRYANT, Judge. The Employment Security Commission (ESC) of North Carolina (respondent-appellant-Commission) appeals an order of the Ashe County Superior Court remanding for new findings rather than ruling on the Commission's final decision disqualifying claimant Barbara Childers from receiving unemployment benefits. Heard in the Court of Ashe County No. 03 CVS 486

-2On or about 20 May 2003, claimant tendered to her employer, Ashe Memorial Hospital, a written resignation with notice of intent to leave employment on 26 May 2003. the resignation. Her employer accepted

Although claimant attempted to rescind her

resignation prior to her last day of employment, her employer did not accept the attempted rescission. Her employer terminated

claimant's employment effective 26 May 2003. Thereafter, claimant filed a claim with ESC for unemployment insurance benefits, but she was determined to be "disqualified for unemployment benefits." Claimant appealed the determination, and

hearing Officer Amy Funderburk made the following findings of fact: 3. On or about May 20, 2003, claimant gave employer a written resignation with notice of her intent to leave the employment effective May 26, 2003. 4. Claimant planned to leave this job because she did not want to work her floor with a light duty employee. . . . 7. Claimant typically worked her shift with one other employee. Claimant and her partner were responsible for CNA duties on one hall of the hospital. 8. Claimant was required to have the physical ability to lift up to 100 pounds. Claimant's partner typically had the ability to lift 100 pounds. 9. At the time of her resignation, claimant's partner was on medical restriction and could lift no more than ten pounds. These medical restrictions were expected to last a total of two weeks. 10. Claimant was directed by the Director of Nursing and Clinical Supervisor to contact employees working on a neighboring hall if she

-3needed assistance that her partner was unable to provide. The employees on the neighboring hall were to provide assistance to the claimant. If the Claimant was unable to locate an employee on the neighboring hall that could assist her, she was to contact the Director of Nursing or the Clinical Supervisor. 11. Claimant contacted employees on the neighboring hall and they provided assistance when they finished their job duties. Claimant was able to provide for the needs of her patient in a timely manner despite the delay in receiving assistance from another employee. 12. Claimant contacted the Clinical Supervisor for assistance in lifting a patient on one occasion. Claimant was given the requested assistance. 13. Claimant was able to locate other employees to assist her on each occasion she requested it. 14. Claimant was allowed to use her own discretion and knowledge of patients' needs to determine if they needed to be lifted by one person or two. If a patient required assistance by two CNA's, claimant could contact an employee from the neighboring hall or a supervisor for assistance. 15. Claimant was allowed to work her notice period. Based upon these findings, the hearing officer concluded that claimant's separation constituted a "leaving" rather than a

"discharge" and that "the record evidence and facts found therefrom do not support a conclusion that the claimant has met the burden of showing good cause attributable to the employer for leaving." Claimant then appealed to the Commission, which affirmed the hearing officer's decision. Thereafter, claimant filed a pro se document which was treated as a petition for judicial review, in which she asserted that her

-4leaving was not voluntary. The superior court, after hearing from

both claimant and counsel for the Commission, and after reviewing the entire record on appeal, remanded the matter "for the taking of further evidence and for consideration of whether [claimant's] resignation was voluntary." From the superior court's order of However, for the reasons

remand, Respondent-Commission appeals.

stated herein, we dismiss this appeal as interlocutory. ______________________ In general, "there is no right to immediate appeal from an interlocutory order." Flitt v. Flitt, 149 N.C. App. 475, 477, 561

S.E.2d 511, 513 (2002); see N.C. Gen. Stat.

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