by Kristen E. Smith, Esq., Bond, Schoeneck & King, Syracuse
Late in 2012, the National Labor Relations Board (NLRB) left many employers scratching their heads—and pulling their employee handbooks off the shelf.
Just about every employee handbook includes a clear statement about at-will employment. Employment lawyers always hammer home the point that an at-will clause is essential to ensure the handbook doesn’t become an enforceable contract. Without a clear acknowledgment that employees could be fired for no reason or any legal reason, the argument goes, employees could come to rely on the handbook as a binding agreement that employers could not change going forward.
Then in stepped the NLRB. That’s the government board charged with enforcing the National Labor Relations Act (NLRA). Until recently, the NLRB pretty much limited itself to dealing with labor unions and the right to organize, leaving employers alone as long ...(register to read more)
- Courts losing patience with frivolous suits—and asking failed litigants to pay up
- No need to give 'bonus points' to disabled applicants
- OK to cut returning veteran's job if decision wasn't based on military status
- 'Direct threat' no longer required to bar former substance abusers
- How employers can stick to their guns under the BSEPA