New Jersey has, for a long time, produced cutting edge legal authority regarding the legal consequences created by employee handbooks and the presence or absence of particular language. That trend continues through this day, with appellate authority being issued as recently as 2016 concerning the issue of whether an employer can enforce an arbitration clause contained within an employee handbook.
This course examines the reasons for having employee handbooks, and how handbooks can become contractually binding (and what employers can do to prevent that). We pay special attention to commonly included useful clauses and potentially problematic clauses.
I. Examine the reasons for having employee handbooks
II. Understand how handbooks can become contractually binding (and what employers can do to prevent that)
III. Review commonly included useful handbook clauses and potentially problematic clauses (and examine some, in detail, that have been the subject of recent published judicial opinions)
Mr. Meyers has been practicing law since 2000. After working in the labor & employment department of one of the nation’s largest law firms, he became a principal of employment law boutique, Meyers Fried-Grodin, LLP.
Highlights of Mr. Meyers’ legal practice history include:
● Successfully representing cosmetics & fashion giant, Liz Claibore, Inc., before the United States Supreme Court, in an employment discrimination lawsuit. (Riddle v. Liz Claiborne, 129 S.Ct. 405, 172 L.Ed.2d 296 (2008));
● Obtaining, for a software company that serves Wall Street, an appellate victory that has become a landmark decision in New York, to which courts and attorneys now look for guidance in interpreting fundamental employment law and class action issues. (Shah v. Wilco Sys., Inc., 27 AD 3d 169 (1st Dept; 2005)); and
● Gaining uniquely valuable experience by defending a multitude of employment-based claims, in New York and New Jersey, for the largest private employer in the world, Wal-Mart.
In addition to being a skilled negotiator, Mr. Meyers has years of experience defending lawsuits, before courts and arbitrators, and of handling matters with government agencies such as the EEOC, OSHA, New York Division on Human Rights, New Jersey Division on Civil Rights, the United States Department of Labor, and various state departments of Labor. He uses this body of experience to cost-effectively help employers implement practices and policies aimed at avoiding: (i) lawsuits; (ii) entanglements with government agencies; (iii) unnecessary union disputes; and (iv) other legal and practical human resources problems.
Mr. Meyers' program was extremely informative, and actually enjoyable to listen to watch.
As in house counsel, I found this course to be very helpful and informative.
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