Employment contracts serve very important purposes for the employer and employee. In our previous post, we discussed nondisclosure agreements. Those are only one type of employment contract that employees and employers might sign. There are several other types, including some that have to do with pay and some that have to do with competitors, that might be used in business.

The factor that binds all employment contracts together is that the employer and employee agreed on the terms in the contracts. If either the employer or the employee fails to abide by the terms in the contract, legal action might be necessary.

We know that the last thing anyone wants to do is to have a legal battle that takes him or her away from his or her life. If you are having to fight a legal battle regarding an employment contract, we can help you. We stand firm by your side to advocate for your rights and represent your position.

We can help you deal with legal battles involving non-compete agreements, severance pay agreements, confidentiality agreements, use of company assets agreements, benefit package agreements and executive compensation package agreements. We can also represent you in breach of contract cases, and Family Medical Leave Act cases. We can even help you with employee handbook disputes.

You don’t have to try to fight against employment contract matters on your own. We can review all contracts, determine the options for handling the matter and help you understand your options. Once you decide on a course of action, we can help you move forward with your case.

Going through the hiring process for a new job sometimes entails having to sign a variety of papers. Some of these papers might be contracts or agreements. It is vital that these documents protect not only the employer but also the employee. One of the possible forms that might be required is the nondisclosure agreement.

A nondisclosure agreement is a contract between the employer and employee that protects the trade secrets and other specified company information throughout the course of the employee’s employment and for a specific time afterward. This protects the employee by giving him or her a document that outlines exactly what information must not be disclosed.

The contract protects the employer because it provides a legal basis to ensure that confidential information is kept out of competitors’ hands. Of course, the protection that the contract offers is only as good as the terms of the contract. With this in mind, many employers opt to use comprehensive nondisclosure agreements.

A nondisclosure agreement should contain several points. It should contain the length of time for which the agreement is valid. It should also contain a definition of what information is considered confidential and what information is excluded from that definition. The agreement should also have information about the employee’s obligations and duties with regard to the confidential information.

Since a nondisclosure agreement is a legal document, both the employer and employee should understand the terms. Reading over the agreement is vital before signing it. If there are any points that you don’t understand or that need to be clarified, have that taken care of before signing the contract.

Source: FindLaw, “A Nondisclosure Agreement,” accessed Aug. 06, 2015

When many people think off correctional officers, they think of people who are strong and in control since they are in charge of keeping inmates in order throughout the prison or jail. The sad fact is that many correctional officers are abused and harassed on a daily basis.

A study that was co-authored by a man from the University of Central Florida notes that correctional workers often feel like they are subjected to discrimination. An example of this is that non-white officers noted feeling more fear than what white officers noted. Non-white officers also had a lower morale than white officers.

When it came to differences between male and female officers, the female officers said they were more fearful when working in a male housing unit. These female officers noted that they were often subjected to unwanted sexual advances at the hands of the male inmates. Male officers seemed to report more fear if they were less educated. That seems to suggest that education might help boost correctional officer morale.

This study, as well as some other studies done by a criminologist at Eastern Kentucky University, have found that having good management at the jail or prison and having an adequate training program can help to make the job more satisfactory for correctional officers and reduce the fear of incidents.

It is important for all employees, even correctional officers, to understand that sexual harassment of any kind is unacceptable. Anyone who is being subjected to sexual harassment or any form of discrimination should learn how he or she can put an end to those illegal actions.

Source: The Marshall Project, “What Are Correction Officers So Afraid Of?,” Dana Goldstein, July 13, 2015

In our previous posts, we discussed some various aspects of workplace discrimination. Our most recent post was about sexual orientation discrimination. That post leads us into another very serious employment topic — sexual harassment. Sexual harassment of any form is a very serious issue that plagues many employees.

We want all employees to know that they don’t have to deal with unwanted sexual advances. No employee has to deal with inappropriate sexual comments or innuendos. Instead, all employees can take steps to make those types of actions stop.

It is important to realize that not all sexual harassment is totally obvious. Some forms of sexual harassment take on very sneaky forms. In the case of a hostile work environment, employees might be subjected to behaviors that have a sexual overture but don’t involve direct touching. Even that is a considered sexual harassment.

Having a supervisor suggest that sexual favors will win you benefits at work is considered quid pro quo sexual harassment. In some cases, there might even be penalties laid out if you don’t move forward with the sexual activities as requested by the supervisor.

We want employees to know that you can file complaints about sexual harassment even if the harassing actions aren’t directed at you. If you see someone at work making unwanted sexual advances toward another employee, you can make a complaint about sexual harassment.

Some employees worry about retaliation when they make sexual harassment complaints. We can help you to ensure that your rights aren’t violated simply because you choose to speak up against deplorable sexual harrssment.

There are several different forms of workplace discrimination that can occur. In our previous blog post, we discussed religious discrimination. There is another form of workplace discrimination that has gotten a lot more prevalent in the public’s eye recently — sexual orientation discrimination.

What is sexual orientation discrimination?

Sexual orientation discrimination refers to any actions by an employer or another employee that are based on your sexual orientation. This can include discrimination that is based on the person’s perceptions of you. For example, if you are treated differently because your boss thinks you are gay, you are a victim of sexual orientation discrimination even if you are actually heterosexual.

Are laws in place to protect me from discrimination based on my sexual orientation?

Yes, there are federal and state laws that protect workers from discrimination in the workplace. It is important for you to understand the specific protections that you are afforded, which depend to some extent on where you work. For example, there are federal laws that give specific protections to federal employees that aren’t extended to private sector employees.

What are some examples of sexual orientation discrimination?

The types of discrimination you might be subjected to can vary greatly. Being passed over for promotions is one example of a discriminatory action. Being called names or having to listen to slurs that are based on sexual orientation are other examples. In any case of workplace discrimination, you have the right to put an end to the discrimination.

Learning your options for stopping the discrimination can help you to decide on a course of action.

Source: FindLaw, “Sexual Orientation Discrimination in the Workplace,” accessed July 16, 2015

Religious beliefs are held closely by some people. When people who have specific religious beliefs are looking for a job, employers can’t hold those beliefs against them. Employers can’t use those beliefs as the basis to bypass them during the hiring process or to fire them if they are already employed by the employer. There are some very specific guidelines that employees should be aware of when it comes to religious discrimination.

Title VII of the Civil Rights Act of 1964 is what covers religious discrimination. This act requires that employers provide reasonable accommodations for employees with religious beliefs as long as doing so doesn’t place an undue hardship on the employer.

There is some leeway for employers who claim that an employee’s religious beliefs place an undue hardship on the company. Higher than normal administrative costs is one example of an undue hardship. Another would be if religious beliefs, such as the need for time off, would interfere with a seniority system for shifts if that system is already in place.

Employers have to walk a fine line when it comes to hiring practices, testing and similar activities. Examinations and other similar activities can’t take place if they are in conflict with the religious beliefs of a prospective or current employee. Asking about future availability, refusing to observe religious holidays and keeping restrictive dress codes are some examples of things that employers can’t do unless they place an undue hardship on the employer.

It is easy to see how the law governing religious discrimination can be difficult to interpret. If you feel you have been subjected to religious discrimination by a current or prospective employer, you should seek to understand how the law pertains to your case.

Source: FindLaw, “Facts About Religious Discrimination,” accessed July 08, 2015