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How to Protect Your Investment in Employees in a Tight Labor Market Posted on: June 02, 2021 In: Labor & Employment
In a tight labor market, competitors will seek to hire experienced, fully trained employees to immediately fill much-needed roles. The loss of a such an employee can have an outsized impact on a department or business segment. Therefore, it is now more important than ever for employers to protect their investment in their workforce and act proactively to avoid these departures. Here are four tips to help you to grow your workforce during this tight labor market.
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Tags:
human resources, employee retention, at-will employment, employment contracts, non-competition, non-solicitation
What Does Employment “At-Will” Mean? Posted on: May 28, 2021 In: Labor & Employment
An “at-will” employment relationship means the employment relationship can be terminated by either the employer or employee, at any time, for any reason or no reason at all (except an illegal reason). Except for the State of Montana, the at-will rule is the default rule in every jurisdiction in the United States. In other words, unless there is an agreement to the contrary, the common law presumes employment relationships to be “at-will.”
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Tags:
employment law, at-will employment, employment contracts, human resources
Common Law Claims for Wrongful Termination Based on a Claimed Violation of Public Policy: Five Tips for Employers to Avoid Liability Posted on: June 24, 2020 In: Labor & Employment
The at-will employment doctrine provides extensive flexibility to both employers and employees to conclude their employment arrangements. As a general matter, this at-will rule permits an employer to terminate an employee for a good reason, a bad reason, or no reason at all as long as the termination does not implicate a protected federal or state statutory basis—most particularly, statutory protections against employment discrimination.
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Tags:
at-will employment, wrongful termination, public policy, severance agreement, human resources

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