Recently-announced firm-wide employment terminations at Deutsche Bank will require the bank to properly adhere to the statutory requirements for reductions in force (RIF). Terminated employees should be aware that although the bank, or any employer in a similar situation, may have complied with the statute, prior to the employee’s legal release of the bank, the company will not be in the clear for wrongful terminations, including those involving violations of other laws such as discrimination, retaliation, and whistleblower laws, among others. » Read More
Sometimes the most obvious steps to minimize the risk of adverse employment decisions are disregarded. Critical to avoiding making matters worse when disciplining an employee for some form of misconduct or failure in performance, up to and including termination is to DOCUMENT, DOCUMENT, DOCUMENT. » Read More
The next critical step to take in the negotiation of an employment package is:
The Termination Scenarios. Defining the circumstances under which the employment relationship can be terminated is essential. Considerable attention should be paid to the definitions of “cause” and “good reason.” Not focusing on the details of the definitions can have costly ramifications.