Employment Contracts: Why You Should Actually Read Them

“Sign now, read later” is usually a bad plan with Employment Agreements as it can have particularly awful consequences. I often meet with clients shortly after they have resigned or have been terminated from their job. At the exit interview the client may have been advised by the company that all of their “restrictive covenants” remain in effect. Generally speaking, “restrictive covenants” relate to activities that the former employee is NOT allowed to do post-employment. Some examples may be to …
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The Way You Dress at Work

Generally, your employer may maintain a dress code that applies to all employees within a certain job category, even if it means that, coincidentally, the dress code happens to conflict with some workers’ ethnic or religious beliefs.  However, your employer’s policy can’t single out groups of people based upon factors such as national origin or religion.  For example, the company can’t ban employees from wearing traditional African head wraps while allowing other employees to don western-styled hats (cowboy hats, fedoras, …
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Wrongful Discharge Claims Under North Carolina Law Must Plead a Specific Public Policy Basis to Avoid a Motion to Dismiss

In the recent case of Horne v. Cumberland County Hosp. Sys., 2013 N.C. App. LEXIS 720 (2013), the North Carolina Court of Appeals held that when a plaintiff alleges wrongful termination in violation of the state’s public policy, the complaint must allege “specific conduct by a defendant that violated a specific expression of North Carolina public policy.” (quoting Considine v. Compass Grp. USA, Inc., 145 N.C. App. 314, 321-22, 551 S.E.2d 179, 184 (emphasis added), aff’d per curiam, 354 N.C. 568, 557 S.E.2d 528 (2001)).  The court further explained that …
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