The Chicago Employment Law Blog

March 2013 Archives

What Employers Should Know About Employment Contracts

All employment contracts are not created equal. And if you are not careful about what you put in your boilerplate employment contracts, you may find yourself over-promising, violating the law, and potentially even being sued.

While it may be a good idea to start with a template to get certain standard provisions correct, it is important that you review each individual contract and make it specific for each position.

Some things you should keep in mind when reviewing your employment contracts can include:

What Wage Records Do Employers Need to Keep?

Employers who fall under the Fair Labor Standards Act (FLSA) are required to maintain certain records regarding the hours worked and wages earned by their employees. Failure to comply with these FLSA recordkeeping requirements could lead to penalties for employers.

For the most part, you may already keep these records as part of your ordinary business practice. These records may be enough to fulfill FLSA recordkeeping requirements, as the government does not mandate a specific form for the records.

The only requirement besides maintaining the information is that the records be accurate, according to the Department of Labor.

How to Deal With Your New Employment Contract

More and more new hires are asked to sign an employment contract when they join a company.

Employment agreements can be written contracts, or they can be verbal promises or provisions made in an employee handbook or company policy. Generally, you will want your contract in written form.

Employment contracts are enforceable, and you will want to make sure that everything promised to you at your interview is contained in the contract. In addition, you will want to make sure that there are no surprises.

When reviewing your contract, keep the following three questions in mind:

How to Calculate How Much FMLA Leave You Have Left

Calculating how much FMLA leave you have left can be extremely difficult.

While the Family and Medical Leave Act (FMLA) generally provides that eligible employees may receive 12 workweeks of leave during a 12-month period for qualifying reasons, there are still plenty of questions as to just what this means.

Here are some general guidelines.