Let The Rubin Law Corporation help you to organize your employment forms and handbooks and provide you with the proper guidance for outlining contractual agreements with your employees.
The general rule in California is that employment is “at-will,” meaning that employees may be terminated for any reason with or without prior notice. The exceptions, however, often swallow the rule. The following are some examples of the myriad exceptions to the “at-will” rule that the employer should be aware of:
Employment contracts may be written or oral, or implied by the conduct of the parties, or some combination of all of these. A contract does not have to be a formal agreement as such. Promises made in e-mails may form a contract, for example.
An employment contract can be implied in fact when the employee has enjoyed a lengthy tenure at a company and the employer has, over the course of many years, made statements or undertaken acts that suggest the employee will only be terminated for cause. Statements such as “You have a future here” combined with raises, promotions or other incentives are examples of an implied contract and have merit in a court of law if an employee is terminated in contrary to these circumstances.
Employers can prevent this sort of ambiguity by being clear and ethical in their employee handbooks, offer letters, and other dealings with employees. The Rubin Law Corporation can show you how to prevent costly and damaging misunderstandings.
The following is a brief list of simple things you can do to seriously curb the amount of lawsuits brought on by former staff members:
Contact The Rubin Law Corporation for answers to your specific questions by scheduling an initial consultation. The firm can be reached through e-mail or by calling 310-385-0777.