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Navigating the Pitfalls of Employment Contracts and Agreements in California



Introduction


When the sun is shining in the relationship between employees and employers, the skies seem endlessly clear. However, when it comes to crafting employment agreements, especially with the future possibility of separation in mind, this optimism can obscure potential legal landmines. In the state of California, known for its robust employment laws, understanding these nuances is critical.

Common Traps in Employment Agreements


1. Overlooking the "Break-Up" Many employment contracts are negotiated without considering the eventual termination of the employment relationship. This can lead to challenges when drafting enforceable severance agreements. Employers and employees must address potential scenarios of separation at the outset to avoid future complications.


2. Restrictive Covenants California law is particularly stringent regarding restrictive covenants like non-compete clauses. These are generally unenforceable in the state, except in very specific circumstances. It's crucial for employers to understand these limitations to avoid legal challenges.


3. Banishment Clauses According to the EEOC, provisions that prevent a former employee from being rehired are unlawful. Such clauses could be seen as punitive and are generally frowned upon, making it important to draft severance terms that are fair and legal.


4. Mandatory Arbitration and Jury Trial Waivers The enforceability of mandatory arbitration agreements and jury trial waivers in employment contracts can vary. While arbitration clauses are generally upheld in California, they must be carefully crafted to ensure they are not unconscionably one-sided.


5. Whistleblower Protections California protects whistleblowers rigorously. Any contractual clause attempting to prevent an employee from reporting unlawful acts to state agencies is likely to be struck down as illegal.


6. Tax Considerations Various tax implications, including issues related to non-disclosure agreements and overall compensation packages, must be considered. Sections like 409A, which deals with deferred compensation, are particularly noteworthy for their detailed requirements and the severe penalties for non-compliance.


Best Practices for Drafting Agreements


To avoid these and other potential pitfalls, consider the following strategies when negotiating and drafting executive employment and severance agreements:


- Future-Oriented Drafting: Always draft with the potential end of the employment relationship in mind. Consider all scenarios and ensure terms are clear and enforceable.


- Legal Compliance: Stay updated on changes in labor laws, both at the federal level and specific to California. This includes understanding evolving guidelines from entities like the Department of Justice and the NLRB.


- Balanced Agreements: Strive for fairness and clarity in all agreements. Severance terms, in particular, should be just and enforceable, reflecting a balance of interests between the employer and employee.


- Consult Experts: Engage with employment lawyers who specialize in California law to review contract terms, particularly in complex situations involving executive contracts or substantial severance packages.


Conclusion Whether you are drafting an executive employment contract or navigating the complexities of severance agreements, understanding the legal landscape is crucial. In California, where employment laws are particularly robust, taking a proactive and informed approach can save both parties significant time, money, and stress in the long run. By attending specialized programs and consulting with experts in employment law, you can ensure that your employment agreements are not only compliant but also strategically sound.


For personalized advice and expert legal services in navigating California's employment laws, consider reaching out to the Law Office of Jack Kakoian. Our expertise can help you avoid common pitfalls and align your employment practices with current legal standards.

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