At-Will Employment At-will employment laws are part of what determines the viability of a Wrongful Termination lawsuit. Under what is called the “Doctrine of Employment at Will”, it is assumed that employment is both voluntary and of indeterminate length. Both employees as well as employers retain the right to end the employment “at will,” meaning at any time and generally for any reason. In other words, just as you have the right to quit your job whenever you choose, without giving a reason, your employer may be able to fire you whenever they choose, for almost any reason. There are,  [ Read More ]

By: Yellow Brick Road Employment Blog If you were invited for an interview, you’ve conquered half the battle; the recruiter already thinks you can do the job based on your resume. The next half, though, is about proving them right. Things like body language or your outfit play a part, but only a supporting role to what really gets the spotlight: how you answer those tough questions. Here are some tips on how to deliver. Q: “Tell me a little about yourself.” What they’re really saying: “I’m trying to figure out why you want this job and if you’re a  [ Read More ]

Questions And Answers Federal Equal Employment Opportunity (EEO) Laws I. What Are the Federal Laws Prohibiting Job Discrimination? Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin; the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination; the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older; Title I and Title V of the Americans with Disabilities Act of 1990,  [ Read More ]

A hostile work environment exists when an employee experiences workplace harassment and fears going to work because of the offensive, intimidating, or oppressive atmosphere generated by the harasser. A hostile work environment may also be created when management acts in a manner designed to make an employee quit in retaliation for some action. For example, if an employee reported safety violations at work, was injured, attempted to join a union, or in some way caused trouble for the management, then their response might be to harass and pressure the employee to quit. Actions that could be taken in furtherance of  [ Read More ]

Reduction in Force (RIF) is a valid business reason for an employer to discharge its employees. Certain circumstances make it financially necessary for an employer to decrease the volume of its staff, and the law does not prevent an employer from taking this type of action. However, it is illegal for an employer to make discriminatory terminations under the guise of a RIF. Sometimes employers improperly include certain employees in a RIF based solely on their race, sex, national origin, religion, color, age, or disability. Many times a RIF has a disproportionate effect on members of a certain protected class.  [ Read More ]