Even the most conscientious employer occasionally needs help from a lawyer. Although you can handle many employment matters on your own, some issues are particularly tricky and will require some legal expertise.
Treating all employees who are being dismissed with dignity and fairness is a crucial strategy in avoiding lawsuits.
Factors to consider in drafting an at-will disclaimer include:
An at-will disclaimer is a statement by an employer that says that the employer does not intend the handbook to be a binding contract, and that the employer is
Do not forget the needs of the new employee.
You should modify the handbook information presented here to reflect your situation and to identify areas for improvement.
Employers can minimize the likelihood of being faced with breach of contract claims based on their employee handbooks (and increase their chances of prevailing
On employment applications, at-will statements:
When an employee leaves your business, is he or she taking things along that you would rather not give up? Is the employee going to open up in competition with
As with every organization, we have problems from time to time.
This policy is designed for use in an employee handbook or other document that contains separate sections outlining the consequences of violating company polici
With the current technology culture as it is today, many employers are proactively implementing cell phone policies.
The most common mistake is that companies state things in a policy and then don’t follow through on them.
Office romances, in my opinion, are generally OK as long as they don’t interfere with the employees’ work.
Businesses should develop some very basic policies at a minimum.
Polices are a way for a business to guide how they operate, not just on a long-term basis, but also on a day-to-day basis.
An increasing number of employers are requiring, as a condition of employment, that applicants and employees give up their right to pursue employment discrimina
An implied contract differs from an express contract between an employer and an employee in that it is not a formal written document setting out the terms of em
There are two methods your organization may consider in an attempt to limit its liability for wrongful discharge in the case where an employee's misconduct warr
Arbitration is the process of submitting a dispute for resolution to a neutral party, who renders a decision after receiving evidence and hearing arguments.
See ¶5-2500 for penalties that may apply under the state's fair employment practices law.
Contact Oregon's Bureau of Labor and Industries at 800 NE Oregon Street, No. 32, Portland, OR 97232.
It used to be that a job reference was almost automatic.