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Our law firm practices only employment law. We never represent the employers in a dispute-only employees.


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Over the past couple of months I have been dealing with a case against a major national bank on behalf of one of its former employees.  The case involves his “discretionary” annual bonus, which most employers would say is just that-discretionary.  However, the term discretionary is misleading because except in some very limited circumstances a [...]


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Well, my post about the Los Angeles Times article on their new employee handbook seems to have set off (or at least contributed to) a firestorm throughout the web. Some of the reaction seems off-the-mark, though.
Comments: The Good, The Bad and the Ugly
The overwhelming majority of mail I received is in agreement with my comments on the handbook, but I also received the most hate mail for any…


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An article in Thursday’s Los Angeles Times discusses their own parent company, Tribune Co.’s new employee handbook that was introduced by their CEO, Sam Zell, via a recent e-mail to employees.

This caught my eye because it is not every day that a company publicly releases or discusses their employee handbook. In fact, many handbooks actually state that its pages are the employer’s property and must be returned…


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Jay Shepherd over at the Gruntled Employees blawg has an interesting post from the employer’s attorney perspective about why he believes mandatory arbitration clauses are a stupid employer trick” and actually “not good for employers”.

I never understood why many employers force their employees to sign mandatory arbitration clauses, so this is refreshing to hear from a management-side employment law attorney…


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My employer terminated me today (December 31, 2006). I was supposed to receive a $10,000 performance bonus for 2006, but one of the terms of my bonus agreement says that I have to be employed on January 1, 2007 to get my bonus. The company is not doing very well and I think I was actually terminated so that they did not have to pay me…


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