Wanting to be fully and fairly compensated for one's time on the job is not unreasonable. When an employment wage dispute does occur, though, what can the affected individual do and what relief -- if any -- may be obtained? Through legal means, Wisconsin residents may seek compensation for their losses and even seek backpay for the time that they were unfairly or inappropriately paid.
We previously began looking at employers’ duty to make religious accommodations in the workplace. As we noted, employers are obligated to provide accommodations to employees so that they may meet religious obligations. The duty to provide religious accommodations is not absolute, though. Employers are not required to commit to accommodations that would be an undue hardship for them.
Workplace discrimination is an important area for employer to carefully address, both by establishing sound policies to remain in compliance with state and federal law and to address legal liabilities should they arise. The types of a discrimination issues an employer has to address can vary depending on the demographics of the work force.
Workplace discrimination is usually a distressing occurrence for those exposed to it, particularly if the discrimination is followed up by retaliation against those who speak out or take action to stop it. One of the big questions these employees have is: how can I hold my employer accountable for allowing discrimination to occur?
In our previous post, we looked briefly at the importance of carefully approaching the negotiation of executive compensation. For employees, this is important to ensure fair compensation and appropriate job security, while for business, there is both the need to attract and retain high quality employees, and the need to balance financial limitations and manage risks.
Fair compensation is a high priority for anybody, in any profession. It is especially important for those employed in executive positions that require a high-level of expertise, time commitment, and personal responsibility. Those who are in a spot that allows them to consider employment offers for such positions understand the importance of negotiation, but may not know how to best approach to negotiating their own compensation agreements.
In our last post, we began discussing the topic of whistleblower protections. As we noted, these protections vary by statute and the scope of activity protected can vary somewhat depending on the jurisdiction.
Whistleblower protections are one of the ways government helps ensure businesses comply with state and federal laws and regulations. The protections available depend on the statute, but a general feature is that employees have protection from employer retaliation for reporting violations.
We’ve been exploring in recent posts the topic of non-compete agreements, and the limitations and requirements for their valid use here in Wisconsin. Last time, we began discussing the requirement that non-compete agreements be supported by consideration, which is a general requirement for any contract.
In our last couple posts, we’ve been looking at the topic of non-compete agreements, and specifically at some of the requirements of Wisconsin law when it comes to negotiating valid and enforceable non-compete agreements. As we noted last time, non-compete agreements must be reasonable with respect to duration and territory.