Establishing the Proper
Employment Relationship
- The At-Will Employment Relationship
- Exceptions to the Employment-at-Will
Relationship
- Using Individual Employment Contracts
- Restrictive Covenants in Employment
Contracts
- Protecting Trade Secrets and
Confidential Information in Employment Contracts
- Contracts Mandating Arbitration of
Employment Disputes
- Executive Compensation–Avoiding
Executive Employment Disputes
- The Inevitable Disclosure Doctrine
- Managing Leased Employee Exposure
- Confirming Independent Contractor
Arrangements
- Defining Independent Contractor
Agreement by NLRB Analysis
Employer Policies That
Pay Off: Preparing the Employee Handbook
- The Purpose of an Employee Handbook
- Introduce Company and Philosophy
- Explain Expectations: Company and
Employees
- Meeting Basic Employee Needs
- Legal Purposes Served
- Content of an Employee Handbook
- Section One–Philosophy of the
Business
- Section Two–What the Company Expects
from Employees
- Section Three–What the
Employee can expect from the Company
- Section Four–Closing
Matters
- What to Avoid in an
Employee Handbook
- Implementing a New or
Revised Employee Handbook
Compensating Correctly:
Wage and Hour Law Compliance
- Introduction
- Fair Labor Standards Act Background
- Wage-Hour Exemptions
- The Equal Pay Act
Hiring Legally and Right
- The Ten-Step Audit of Hiring Practices
- Hiring Right
- Audit Step #1–Knowing the Laws that
Govern the Hiring Process
- Audit Step #2–Designing the Employment
Application
- Audit Step #3–Creating the Job Profile
- Audit Step #4–Recruiting a Pool of
Applicants
- Audit Step #5–Matching Behavior to the
Job
- Audit Step #6–The Legal Aspects of
Interviewing
- Audit Step #7–Reference and Background
Checks
- Audit Step #8–The Employment Offer
- Audit Step #9–Physical Exams That
Comply With the ADA
- Audit Step #10–The Immigration Reform
and Control Act of 1986
Proper Supervisory Methods
- The Importance of a Good Employee
Orientation
- How Supervisors Should Act
- Performance Evaluations
- Dealing with Cultural Diversity
- Constructive Discharge
- Discharging Employees
- Making Peace with Employees
- Conclusion
Keeping Union-Free Status
- Understanding the National Labor
Relations Board
- Keeping Non-union Status
- How Unions Organize a Company
- Developing a Legal Employee Involvement
Committee
- In the Event of a Union Campaign
- Issues in Merger and Acquisition
Transactions
- Important Recent Decisions
- Decertifying Existing Unions
- Keeping Union Free Through an
"Alter Ego" or "Double Breasted" Operation
Terminating Employees
- Introduction
- Incident Investigation Protocol
Checklist
- Discharge for Just Cause
- Discipline and Discharge
Decision-Making
Winning Denials of Unemployment
Compensation Benefit Claims
- Unemployment Compensation Background
Information
- Unemployment Compensation in a Nutshell
- The Employer's Obligations
- General Rules for Benefit Eligibility
- The "Quit" Exceptions
- Distinguishing a Quit from a Discharge
- Quitting Without Formal Notice
- Employer-Induced Discharges
- Discharge Before Resignation Date
- Quitting for Good Cause
- Benefits Denied Because of Misconduct
Connected with Employment
- Types of Employee Misconduct
- Proper Management of Corrective
Progressive Discipline
- Establishing Misconduct
- Sample Basic Interrogatories for the
Employer-Witness
- Conclusion
Handling Equal Employment Opportunity
Law Challenges
- Background
- Analysis
- Pregnancy and Maternity Issues
- Sexual Harassment
- The Americans with Disabilities Act of
1990 (ADA)
Miscellaneous Employment Law Issues
- AIDS
- Telecommuting
- Violence in the Workplace
- The Employee Polygraph Protection Act of
1988
- Smoking at the Workplace
- Workplace Privacy
- Employment Practices Liability Insurance
- List of Employment Laws, Required
Recordkeeping
- Federal Posting Requirements