Today’s blog post at the long-tenured Delaware employment law firm of Martin D. Haverly targets a relatively narrow and specific audience.
If it looks like a duck and quacks like a duck, then it probably is a duck.
Can you imagine a company in Delaware or anywhere else that seeks to operate successfully without a written go-to source of materials that set expectations and detail policy specifics concerning key work-related matters?
“We wanted to send a message,” a jury foreman told reporters in the wake of a recently rendered verdict in an employment-linked matter.
More than seven a day on average, every day of the year.
The above-posed headline query in today’s blog post is certainly not intended as a trick question. Readers of our long-tenured multi-practice Delaware law firm might reasonably intuit that there is no simple and definitive answer to the question, though.
Here’s a potential scenario that spells a bona-fide concern from a Delaware employer’s perspective: A top employee has just left the firm, and company principals fear that the worker will divulge closely kept trade secrets to a rival company.
Select workers in many Delaware businesses are intimately involved at high levels in matters concerning their employers’ policies, business plans and proprietary data. Company principals know that, while such employees are key assets to their enterprises, they can also prove detrimental if they quit their jobs absent any post-termination controls on their knowledge or ability to compete.
Understanding one's rights is the first step to protecting them. That is why individuals must understand the rights they have under the Americans with Disabilities Act (ADA).