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White Paper

6 Pages
  • 6 Pages

Employment-at-Will: Implementing a Four-Day Workweek

 

Understand the legal and practical implications employment at will.

At its most basic, employment at will means that an employer can terminate an employee for any reason or no reason at all, and the employee has no legal recourse. Similarly, the employee can leave employment for any reason and no reason at all, and the employer has no recourse. The employment at will doctrine remains the basic tenet of employment law in all states and provides employers with considerable freedom. That freedom of action provides a fertile ground for implementing alternative work weeks, like a four-day work week. This white paper reviews how one state handles the contours of the employment at will doctrine.

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Employment-at-Will: Implementing a Four-Day Workweek

Agenda

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Employment-at-Will: Implementing a Four-Day Workweek

Faculty

Michael A. Pavlick

Michael A. Pavlick

K&L Gates LLP

  • Partner in the Pittsburgh office of K&L Gates LLP
  • Practice emphasizes all aspects of labor and employment law, with a focus on wage and hour law and traditional labor law
  • Has represented a variety of clients in cutting-edge cases and cases of first impression
  • Conducts regular seminars and workshops on numerous aspects of labor and employment compliance
  • Written several publications related to the areas of labor and employment
  • Best Lawyers’ Lawyer of the Year in 2012 for labor and employment litigation in Pittsburgh, and a Best Lawyer pick every year since
  • Former judicial clerk for U.S. Court of Appeals Judge
  • J.D. degree, magna cum laude and Order of the Coif, Case Western Reserve University; B.A. degree, magna cum laude, Phi Beta Kappa, Drew University
  • Can be contacted at [email protected]
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Employment-at-Will: Implementing a Four-Day Workweek

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