Employment Contracts: What to Include and What to Avoid
|Date / Time:
When was the last time your organization reviewed and updated its employment agreements?
From commission programs to noncompetes to general employee terms of employment either through the at-will relationship or under a specific length of employment, employers must recognize and understand the enormous complexity associated with these agreements.
Employers are increasingly being pulled into costly litigation over ill-advised or poorly prepared employment agreements. This topic will allow employers to better diminish and avoid employment at will issues, along with wage/hour and compensation/benefit nightmares - while strengthening key terms valued by most employers (such as restrictive covenants, choice of law, remedies upon breach and arbitration).
Identifying Types and Uses for Employment Contracts
The Basic Must Haves
- At-Will Employment
- Express Contracts and Terms
- Separation Agreements
Identifying Common Pitfalls
- Drafting Provisions on Salary, Position Responsibilities, etc.
- Provisions on Benefits, Vacation Time, etc.
- Incorporating Handbook Policies by Reference?
Ways to Avoid Unintentional Creation of Contractual RelationshipsAbout The Presenter
- Review of Recent Case Law - i.e., Examples of What Went Wrong
- Restrictive Covenants and Arbitration Considerations
Rebecca L. Dobbs Bush
- Of counsel with SmithAmundsen
- As a former human resources consultant, has a unique understanding of the legal landmines clients face every day; hot topic issues like employee benefits, executive compensation and ERISA can be exceedingly difficult for employers to navigate without strong and dedicated counsel
- Thoughtfully and skillfully provides management with advice and counsel in employee benefit compliance, administration issues and employment litigation
- Represents employers in various matters arising under federal and state employment laws, including wage and hour claims and audits, discrimination and retaliation claims and contract disputes; also helps employers navigate the quagmire of health care reform compliance
- J.D. degree, magna cum laude, Northern Illinois University; B.S. degree, Northern Illinois University
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