On Tuesday, I wrote about severance agreements. Specifically, I suggested that employers benefit from: (1) drafting easy-to-understand agreements; and (2) giving former employees a reasonable amount of time to read the agreement and decide whether to sign.
Generally, if you check those boxes, you’ve got yourself an enforceable agreement in which the former employee has released all claims.
Well, there may be at least one exception. Continue reading
The session, entitled “Check-In: EEOC, DOL and NLRB Compliance—A Labor and Employment Law Roundtable,” features an all-star panel of lawyers* and will explore each federal agency’s current compliance environment, enforcement priorities, practical guidelines for navigating difficult compliance issues and best practices. Continue reading
When parties agree to resolve these claims as part of litigation, two things often happen:
- A court must approve the settlement; and
- The settlement agreement becomes public; i.e., no confidentiality.
Recently, Trevor Tahiem Smith, Jr. and the other parties to an FLSA action requested that a New York federal court relax the publicity rules by creating a “celebrity exception.”
Oh, you don’t know Trevor Tahiem Smith, Jr.?
That’s Busta Rhymes!
We’re gonna try a new feature here at The Employer Handbook.
It’s where I take a new U.S. Department of Labor Opinion Letter and tweak it as if someone is asking me for my opinion on the precise legal issue on which the DOL is being asked to opine, but with slightly different facts.
It can’t miss. Continue reading