Question: I’m the owner of a small record store. I have 13 sales clerks and 4 back room employees. Things aren’t great these days – but we get by. Fortunately, while people listen to music on their phones and the...
Question: We have an employee who we have been planning to terminate because of performance issues. This employee may have realized this was coming because he recently sent an email to a number of people claiming that our company policies...
Question : One day during the lunch break, as I was heading to my car in the parking lot, I discovered two employees smoking what smelled like pot. I approached the employees and reprimanded them for engaging in illegal activities...
Question: A friend just told me that we have to revise our Employee Handbook. He claims we no longer can say that our employees are employed “at will.” They are. Why can’t we say it?
Question: One of our managers is known for being very “tough.” None of the employees he supervises has filed a complaint against him, either internally or externally, but rumors of borderline abusive behavior kept reaching our executive suite. As a...
Question: We are a national company. We sell products through a network of sales representatives. Sometimes they’re great. Sometimes they aren’t. When they aren’t, we fire them and move on. Recently, we learned that dumping underperforming sales representatives in Minnesota...
On March 1, 2011, the Supreme Court decided the case of Staub v. Proctor Hospital, No. 09-400. The decision was unanimous (8-0), with Justice Scalia writing the Court’s opinion, Justice Alito writing a concurrence in which Justice Thomas joined, and...
Question: I saw your last question about discharging an executive for cause. We recently terminated a C-level executive for that reason. His contract delineated four different “cause” grounds and we felt that two were implicated, although one of these ground...
Question: Our company is considering terminating a C-level executive for cause pursuant to a provision in his employment agreement. I mentioned this to a friend of mine who is an attorney and she said the company will be obligated to...
Question: We are a nationwide company with offices and employees in nearly every state. One of our primary growth areas is California. We understand that California courts are generally inhospitable to post-employment restrictive covenants, including non-competes. But, we are trying...
Jack SullivanJack is a Partner in Dorsey’s Labor & Employment group, where he focuses his practice on employment adv...
Nisha VermaNisha has delivered results for her clients with respect to all aspects of employment litigation, including com...
Aaron GoldsteinAaron is a Partner in Dorsey’s Labor & Employ...
Hannah GreenHannah is an associate in the Costa Mesa offic...
Michelle HaynesMichelle’s practical and thorough approach to l...
Susan LorencSusan is a strategic labor and employment advisor...
Nick PappasNick litigates and counsels with respect to com...
Ketul PatelKetul advises employers on the full spectru...
