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Employment Contracts

Temp’s contract expired? He can still sue you

Temporary workers can still sue even if they no longer work for you because their contracts expired and weren’t renewed.

Make clear to staff who owns their Twitter followers

Get an agreement in writing with any employees who use social media under the company’s name. It should clarify who owns those accounts and what will happen to the followers if the employees departs.

Be prepared to prove employees’ at-will status

Does your handbook clearly spell out that employees are truly at-will employees? If not, be sure to add language doing so the next time you update your handbook.

Workers need to know that customer lists are secret

Want to stop unfair competition from former employees? Have them acknowledge that customer lists that they may have access to are considered trade secrets and that they can’t solicit customers from those lists after leaving.

Now what? Employee won’t OK arbitration

Employers that decide to add an arbitration agreement to their conditions of employment often try to get every employee’s signature on the document. But what if some employees don’t sign? What will you do? Can you count on the agreement being binding anyway? That’s unclear.

Handbooks: 5 simple steps for preserving at-will status

The easiest way to make sure employees understand that they are employed on an at-will basis is to place disclaimers throughout your employee handbook. Five key elements will help those disclaimers stand up in court if an employee ever mounts a legal challenge to at-will employment.

Want to arbitrate employment disputes? Ensure handbook doesn’t nix arbitration contract


Some North Carolina employers include an arbitration agreement in their employment policies. Such agreements are legal and enforceable if they form a contract. But employers that include arbitration agreements in their employee handbooks may be making a mistake if they also declare that the handbook itself isn’t a contract.

Can we limit employee freelancing?

Q. I recently found out that one of our designers has been freelancing on the side. It doesn’t seem to be interfering with her work, but is there anything we can do legally to protect the interest of the company?

California Supreme Court to weigh class-action waivers

The California Supreme Court has agreed to review a case that enforced a class-action waiver and required a limousine driver to arbitrate his wage-and-hour claims.

Strict noncompete agreement? Don’t expect it to stick

Here’s a warning if you use so-called noncompete agreements in your employment contracts: California courts generally don’t like them and are often quite hesitant to enforce them.