By Patrick J. Cihon, James Ottavio Castagnera
This article offers an advent to employment and hard work legislations for the non-legal specialist in human source administration and exertions family members. The authors emphasize employment, exertions relatives, and social concerns and laws within the paintings surroundings as they disguise federal and nation legislation governing employer/union and employee/employer relationships. In no different sector of the legislation are non-lawyer pros uncovered to such felony law as are human assets administrators and business relatives experts. EMPLOYMENT AND exertions legislation may help you advance the talents of criminal reasoning and research which are very important for winning functionality in such events.
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Additional info for Employment and Labor Law, Reprint (South-Western Legal Studies in Business Academic)
Is the employee right? See Honorable v. 3d 928 (Wyoming Supreme 2000)]. 3. The corporation’s vice president complained to the board of directors about what she perceived to be potential violations of state and federal antitrust laws by the corporation. The CEO, on learning of this, fired the vice president, who sued claiming that termination of her at-will employment amounted to violation of a clear mandate of public policy. While conceding that state and federal antitrust laws are significant expressions of public policy, the company contended that for the vice president to win her wrongful discharge lawsuit, she must be able to prove that the firm actually was guilty of antitrust violations.
While the parties may not have agreed expressly to a duration of the employment relationship, an employee handbook or other employer policy may state that employees will not be fired except for good cause. Or such a company document may accord employees certain procedural rights, such as arbitration, before a job termination becomes final. • • • Under the doctrine of good faith and fair dealing, which only a minority of American courts have adopted as a limitation on at-will employment, a terminated worker may bring a wrongful discharge action whenever the employer has failed to deal in good faith.
According to Zieminski, the home computer was provided as a “perk” given to all senior executives. ” He said his home computer was used by his wife and children, and that it “was primarily used for personal purposes and contains significant personal information and data” subject to his constitutional right of privacy.... ” Here, the home computer is indisputably relevant (Zieminski does not seriously contend otherwise).... Zieminski’s privacy claim is based on article 1, section 1, of the California Constitution, which provides: “All people are by nature free and independent and have inalienable rights.