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How to Legally End Employee Contracts

Avoid legal pitfalls of ending employment contracts. In today's employment climate, very few terminations are without some level of legal risk. Often, employers approach termination decisions without fully considering their legal obligations, and they fail to take important steps that will reduce the risk of legal claims. Managers and HR professionals may spend years wrapped up in litigation that could have been avoided by devoting an hour or two toward evaluating and planning a termination. Identify key steps that every employer should take in preparing for a termination, and how to approach a termination in a manner that decreases rather than increases the risk of a wrongful termination claim.


Runtime: 89 minutes
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Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Written Employment Agreements

  • Term Agreements: Common for Executives, On-Air Personalities, Other Specialized Fields
    • Reviewing Notice Requirements at End of Term
    • What Happens When a Term Contract Expires and Relationship Continued?
    • Evaluating "for Cause" Termination and "Good Reason" Termination
    • Damages
    • The Role of Attorneys' Fees
    • Employee Resigns/Breaches a Term Agreement
  • Notice Only Agreements
    • How Much Notice Is Reasonable?
    • Be Mindful of OneWay Notice Provisions
    • Calendar Notice Dates in Advance
    • Damages That Arise When Notice Dates Are Missed
  • At-Will Agreements With Severance or Notice Provisions
    • Many Agreements Are "AtWill" Agreements but Provide for Payment of a Severance If the Employee Is Terminated Without Cause or for Good Reason
    • Guidance on the Tax Implications of 409A Requirements
  • Silent Written Agreement
    • Is the Employee "AtWill" or Can They Be Terminated for Good Cause Only?
    • Integration Clauses

Verbal Agreements

  • How Enforceable Are Verbal Agreements?
  • Where Terms May Be Reflected in Other Communications
  • State Law Will Govern Whether Employee Is "at Will"
  • Parole Evidence Rule

Best Practices for Terminations

  • Developing Formal and Informal Policies
  • Serious Misconduct
  • Repeated Misconduct
  • Poor Performance
  • Trial or Probationary Periods
  • Reorganizations/Lay-Offs/Redundancy
  • Following a Disability Leave
  • Resignations
  • Documentation
  • Return of Property
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Webinar

This course was last revised on March 7, 2019.

Call 1-866-352-9540 for further credit information.

  • ASA 1.5
     
  • This program qualifies for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]
     
  • HR Certification Institute 1.5
     
  • This E-Learning program has been approved for 1.5 recertification credit hours toward general recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.5
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     

To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.

  • Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Audio & Reference Manual

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • GA CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

MP3 Download

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Chandra S. Andrade

Chandra S. Andrade

Farella Braun + Martel LLP

  • Senior associate with Farella Braun + Martel LLP
  • Represents employers in workplace disputes as well as other businesses in pursuing and defending complex commercial litigation
  • Her clients range from global corporations to small family companies, spanning several industries, from technology and media to retail and food
  • For employers, she handles a wide variety of matters involving wage and hour compliance, workplace environment issues, discrimination claims, performance management, workplace rules, and trade secret protection; in addition to frequently appearing on behalf of clients before administrative agencies and state and federal courts, she routinely counsels and advises businesses on their employment policies
  • With an approach that seeks the best results for her clients in the most efficient manner, her experience includes successful early resolution to numerous cases through demurrer, dismissal and favorable settlement
  • Maintains an active pro bono practice, representing clients in employment and civil rights matters; in a recent civil rights case, she successfully convinced the U.S. Court of Appeals for the Ninth Circuit to reverse a trial court’s unfavorable ruling on a key constitutional issue
  • J.D. degree, University of California, Berkeley, School of Law; B.A degree, cum laude, Princeton University
Holly L. Sutton

Holly L. Sutton

Farella Braun + Martel LLP

  • Partner in the San Francisco law firm of Farella Braun + Martel LLP
  • She practices exclusively in the area of employment law counseling, advice, and litigation
  • She regularly conducts seminars, workshops, and trainings on employment law, including lawful terminations, wage and hour requirements, leave laws, investigations, and developing policies, as well as assisting with mergers and acquisitions
  • J.D. degree, Stanford University; B.A. degree, University of CA Berkeley
  • Can be contacted at 415-954-4476 or [email protected]
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Product ID: 405129
Published 2019
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