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Employment Contracts
Both written words and oral promises must be chosen carefully to avoid creating either actual or implied employment contracts during the hiring process. Employee lawsuits can erupt when managers make promises in an interview that can't be kept, create job offer letters that leave no room for flexibility, or inadvertently oversell the potential for monetary rewards creating an implied employment contract.
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NEWS/ARTICLES
Organized Labor Gets A Boost From Four New Executive Orders. Is The EFCA Next?
Make Sure Your At-Will Employees Stay That Way
Employee Or Independent Contractor? Avoiding Misclassification Of Worker Status
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FAQs
- Can a job-offer letter constitute an implied contract?
- Can an employer be held to oral promises made during the hiring interview to entice prospective employees?
- Can a probationary period create an implied contract of permanent employment?
- Can verbal promises of job security negate an employee's at-will status?
- Can an employer be held legally liable for making false representations to an applicant/employee to entice him/her to relocate?
- What are some ways to avoid contract claims during the hiring process?
- What is the legal doctrine of "promissory estoppel"?