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The Employment Life Cycle, Part 4: Don't Overlook Employment Agreements


From early-stage startups to the Fortune 50, companies who fail to identify and integrate legally sound employment practices risk enormous and avoidable harm. It's not enough to hire a talented employment litigator after a relationship has already gone south—the key to protecting your company is a proactive posture in adherence to jurisdictional standards and demonstrable respect for current, former and prospective employees.

In Part 4 of this series, Deena Merlen (Partner, Reavis Page Jump LLP) emphasizes the importance of beginning each employment relationship with some form of written agreement, even in jurisdictions, such as New York, that allow for "at-will" termination. Among other things, Deena spotlights how companies can leverage the hiring and onboarding phases of the cycle to protect legitimate business interests upon the departure of the employee(s) in question.

Interested in restrictive covenants, including non-solicitation and non-compete provisions? Don't miss our 3-part Expert Insights series, "Drafting for Enforceability in the Internet Age," featuring Lawrence Brocchini, also Partner at Reavis Page Jump.

 

The Employment Life Cycle (Index):

Part 1:  What Do You Need to Know?

Part 2:  Posting Jobs & Screening Applicants

Part 3:  Interview Best Practices

Part 4:  Don't Overlook Employment Agreements

Part 5:  Sexual Harassment Training Requirements Expanding


DISCLAIMER: Because of the generality of this material, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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