At-will employment is a bedrock concept – an employee can be discharged without proof of cause.  The principle exists at all employment levels, from rookie to veteran, from entry-level clerical to senior executive.  The common exception is when at-will employment is altered by a contract with just cause employment provisions, such as a collective bargaining

With Hobby Lobby and other prominent cases making religion and the workplace part of the current public discourse, many employment lawyers expect a heightened interested on employees’ and applicants’ parts in claims of religious discrimination in the workplace.  As that occurs, employers need to bear in mind some essential legal facts and an important nuance.

When a partnership forms, expands or changes, the partners must legally define many aspects of their relationships, including employment and post-employment rights.  To do so successfully, it is important to analyze the topics from two points of view: that of the employer and that of the employee, because a partner is both.
For example,

Governor Dayton recently signed a bill into law that allows a plaintiff who has brought a discrimination action under the Minnesota Human Rights Act (MHRA) to have a jury trial.  See S.F. 2322.  The new law takes effect on August 1, 2014.
Until now, MHRA claims were by court trial only, although many judges

In a recent presentation to the Georgetown Law Center Tax-Exemption Organization Conference, staff members to the Senate Finance and House Ways and Means Committees reported on some proposals for legislation that would have a legal impact on larger non-profit employers in the realm of senior executive compensation.
Large non-profit employers need to exercise care in