When an individual begins work for a new employer, they must often sign a host of documents related to their prospective work and the rights and responsibilities that they will enjoy in their new occupational position. New York employers sometimes include in those hiring agreements specific terms related to the limits they wish to place on their new employees' options for seeking employment with competing entities. These stand-alone contracts or terms incorporated into other documents are effective non-competition agreements and NCAs must abide by certain criteria in order to be valid.
Race is a weighty topic in American politics because the laws and policies that our nation's lawmakers enact have direct impacts on how we live our lives. Race is also an important topic when it comes to our workplaces. In New York and the rest of the United States, employers are prohibited from discriminating against individuals based on their race.
New York residents can often name the actors who portray riveting characters in their favorite movies. They may be able to recognize the work of directors who include trademark effects or stylistic choices in the films they release. Usually, though, they may not have a clue who financed the movie as a producer.
When a business brings on a new hire, it is often looking for new energy and new human capital that will help the entity as a whole grow and become more competitive in its market. Upon retaining a new employee, it is not uncommon for a New Jersey business to offer its new acquisition a contract of terms that detail the employee's conditions of employment. One of those terms may be a confidentiality clause; this post will generally address what these clauses are and how they can cause issues in the employer-employee relationship.
Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against their employees based on a number of protected classes. One of those protected classes is religion and, as such, a New York employer may be liable for an employee's damages if that employee suffers adverse employment actions due to their religious practices and preferences.
Individuals in New York change jobs with a fair amount of frequency. Some may decide that they would prefer to work for different employers or that they are ready for a complete change in their career paths. Others may find themselves out of work when their employers close their doors or when they are laid off. In some cases, workers may be singled out for dismissal and they may have no idea why their employers chose to let them go.
Most New Yorkers have had to work at jobs that they did not enjoy. Whether in their youth or while between careers, it is not uncommon for a person to have a horror story of a terrible job they left because it was just too awful or awkward to continue. While bad jobs of this sort are not unusual, jobs that are made so difficult to continue due to the working conditions provided by the employers may provide those who are forced to leave them with legal remedies through employment law.
It is not uncommon for New York residents to sign various agreements when they begin working for new organizations. For example, they may be asked to agree to noncompete agreements that will prevent them from leaving their new employers for competitors. They may also agree to forego interests in any technologies or business plans that they create in their new jobs if they choose to sever their employment with their employers.