In the absence of an existing law, employment contact, or collective bargaining agreement to the contrary, employment relationships are generally considered to be employment-at-will. Both the employer and employee are free to terminate the employment relationship at any time, without notice, and for good reason, bad reason, or no reason at all. However, federal antidiscrimination laws protect employees from losing a job on the basis of race, color, national origin, sex, religion, disability, pregnancy, or age. Employees can bring an action against their former employers under the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, or the Age Discrimination in Employment Act (ADEA).
Terminations: How to Avoid Lawsuits
Employers can minimize the risks of lawsuits when terminating employees, but it requires preparation that should begin before the employee walks in the door, according to two attorneys who recently led a BLR audio conference.
Avoid the Retaliation Trap
Retaliation claims are the fastest-growing type of charge handled by the U.S. Equal Employment Opportunity Commission, accounting for almost 30 percent of all complaints. Here we examine how an employee can lose a discrimination charge yet prevail on a retaliation charge—and we’ll give tips on how to avoid such situations.
Conference to Prepare CA Employers for Workplace Law Changes
The Employer Resource Institute, publisher of California Employer Advisor and a division of BLR, is presenting a two-day conference to help employers in California prepare for changes in federal and state employment law and to update companies on court cases affecting the workplace.
More Executives Fired in 2002
Forced departures of chief executives increased by more than 70 percent in 2002 over 2001, according to a new study.
