Fewer things cause more unintended consequences in the workplace than employment agreements. They’re used routinely by many employers to spell out expectations for employees, protect legal rights on all sides, and head off disagreements down the road.
However, it’s easy to make mistakes when drafting and enforcing these contracts. You can easily cross legal lines and violate your employees’ rights, as well as face nasty surprises if it turns out your agreement isn’t legally binding.
Order this practical webinar recording, where you’ll learn:
- The components and format of a standard employment agreement
- The clauses that you should always include in your employment agreements - and the ones you should never use
- A plain-English explanation of what "at will" means in an employment agreement (and how much weight the term carries in today's legal environment)
- What constitutes an implied employment agreement - and the legal risks you face in these situations
- The unique issues you must address when using employment agreements with executives and highly compensated employees
- Why restrictive covenants (e.g., noncompete clauses, confidentiality/nondisclosure clauses) may not hold up in court if they're not drafted properly
- When it makes sense to include end-of-employment clauses - such as severance releases and arbitration agreements - in your basic employment agreements
- The biggest mistakes employers make with employment agreements, and the best practices you can follow to prevent them
This webinar was recorded on Friday, September 25, 2009
About Your Speaker:
Mary E. Wright, Esq., is a partner in the San Francisco office of law firm Ogletree, Deakins, Nash, Smoak & Stewart, PC. Ogletree Deakins is one of America's largest law firms that focuses its practice exclusively in the arena of labor and employment law. Wright advises employers of all sizes in all areas of the employer-employee relationship, including hiring, discipline and assessment, training, investigations, disability accommodation competition and confidentiality, classification issues, and terminations (including furloughs, reductions in force, WARN, and other issues impacting employers in this volatile economic climate). Also, she defends employers before federal and state courts and agencies, handling all types of employment cases. She is a frequent speaker and writer on human resource issues, and she has been named a Northern California "Super Lawyer" for 3 years. She earned her law degree from the University of San Francisco.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
