Employee Handbook or Manual
A sound human resource policy and procedure manual is an important document to provide to your employees from the outset. It will establish the framework for the employment relationship and provide employees with notice of same.
Employment and business law changes often, accordingly, such a document will require frequent revision in order to remain compliant. Also, an incorrectly drafted employee handbook or HR policy and procedure manual can attract liability for violations of the National Labor Relations Act, Title VII of the Civil Rights Act, the Americans with Disabilities Act, the Family Medical Leave Act, among very many others.
When last did you have competent counsel review your company’s HR Manual? Are you trying to manage employees without a properly drafted HR manual?
Ms. Oluyemi is licensed in two American jurisdictions and one Canadian jurisdiction; if you are located in the state of Georgia or New York or have a multi-jurisdictional organization please Contact us today.
Other helpful resources include:
Employment Agreement and Offer Letters
Generally, the law permits a freedom of contract, which means that parties can contract to almost anything as long as the elements to create a valid contract are present and there are no defenses to the formation of that contract.
However, to ensure that you receive EXACTLY what you bargained for and to understand what the fine print really means, you may need assistance drafting the contract or reviewing its terms and conditions. This is especially relevant in severance and separation agreements.
Contact the Law Office of Sheri Oluyemi, LLC. to obtain quality and dedicated assistance in any employment contract or offer letter review and drafting.
Restrictive Covenants
1. Non-Disclosure Agreements (“NDA”), Secrecy and Confidentiality Agreements
Your company’s trade secrets, pricing rubrics, intellectual property and other confidential information can be protected from unauthorized use by a departing employee. The NDAs, the Federal Defend Trade Secrets Act (“DTSA”) and the Georgia Trade Secrets Act (“GTSA”) offer protection to business owners under certain conditions.
2. Non-Solicitation
Your talented staff and valuable clients/customers can also be protected from solicitation by a former staff member.
3. Non-Competition
Departing employees seeking to provide the same or similar services and products that you do can certainly be free to so do, unless they are subject to enforceable non-competition obligations.
4. Non-Disparagement
Business and professional reputation is invaluable. However, it can easily be tarnished through disparaging or defamatory statements.
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These restrictive covenants are available to protect your micro and small business. At the very same time, departing employees have entitlements to use prior work experience to seek new employment and business opportunities elsewhere. Courts in the United States and Georgia understand the delicate balance at play; thus, restrictive covenants are closely scrutinized for proper drafting to respect this balance. Contact us for a free consultation today.