The Sophisticated Employer Blog

Michigan courts add clarity to the enforceability of boilerplate term used in employment applications and acknowledgment forms.

Pay transparency laws are gaining traction nationally, and Michigan employers would do well to proactively prepare for them before being legally compelled to do so.

A Texas federal court has blocked the U.S. Department of Labor's new white collar overtime rules.

Federal court judge strikes down Federal Trade Commission's ban on employment non-compete agreements. 

New salary worker thresholds for overtime pay are set to begin taking effect on July 1, 2024.

The anticipated repeal of Michigan’s “right-to-work” law will significantly change the landscape for unionized and non-unionized employers, alike.

If a new Federal Trade Commission rule is enacted, employer noncompete agreements may be prohibited.

New federal law will soon allow employees to sidestep forced arbitration agreements implemented by employers.

If your job applications don’t include a six-month limitations period, it should or you could face unnecessary liability like this employer.

Employers should carefully consider which employees should be bound by non-compete agreements or at least consider selectively enforcing them only against departing employees who can adversely impact the business.

Employers should clearly state intention to arbitrate disputes when drafting agreements. 

In current legal landscape, employers may do well to continue including a contractual limitations period on employment applications and handbook acknowledgments.

Michigan Court of Appeals issues rare ruling in employee versus contractor workers’ disability compensation case.

There’s no need to mourn the loss of your corporate social media accounts to disgruntled or former employees.

Appellate court found employer’s verbal agreement may constitute an enforceable employment contract, although the written agreement was never signed.

Following new court ruling, employers advised to make employee handbook Acknowledgement and Agreement forms stand-alone document, completely separate from employee handbooks.

If your company doesn't require employees to agree to a shortened limitations period to bring claims, you need to do that today!