Detroit Employment Law Blog

Some employers negotiate severance on a case-by-case basis, while others have a formal policy in place.

While no two companies take the exact same approach to severance, a formal policy typically includes the following:

• Conditions: This defines the circumstances in which an employee qualifies for severance, such as layoffs related to downsizing. It will also outline circumstances when severance is not paid, such as termination for cause.
• Groups covered by the severance policy: It's possible that only some employees will qualify for severance pay. For instance, a company may offer severance to salaried workers but not hourly employees.
• How it's calculated: Employers can calculate severance however they best see fit. A common approach is offering payment based on how many years you worked for the company. For example, you could receive one week's salary for every year you were employed.
• How and when it's paid: Some employers pay severance in a lump sum, while others do so using the same pay schedule you're familiar with. Also, make note of whether you're to receive a check or direct deposit.
• Documents required before receiving severance: You may have to sign certain documents before receiving severance pay, such as a legal release and noncompete.

Many Michigan college and university professors teach and conduct research as associate professors, adjunct faculty, part-time lecturers or graduate assistants. Often, those on non-tenure tracks or working as associate professors are women.

If you’re a female university professor, you may have applied for tenure with hopes of career advancement. Tenure offers job security, financial stability and the ability to keep doing what you love. However, in instances where tenure is denied, it may be evidence of discrimination.

If you have ever been a victim of workplace harassment, you probably waited a long time before you even considered legal action. Many people hesitate because they hope the behavior will stop on its own. Another reason for hesitation is because victims might not be completely certain that discrimination is occurring.

A recent news report reveals why swift action is necessary to find a satisfactory legal remedy. A former police officer with the Warren, Michigan, police department is attempting to sue the city and several individuals for workplace discrimination. The ex-cop claims that the city "discriminated against her and abused and harassed her" because she is a woman and an African-American. She also alleges the following:

• The city failed to provide proper diversity training, which resulted in a "racially and sexually" hostile work environment.
• The police department consistently violated her rights by failing to assign her with "adequate backup" when she was on duty.
• The department discriminated against her by handing down poor performance reviews and questioning her competence as a female cop.

Upon receiving an employment contract, you'll turn your immediate attention to details such as compensation, benefits and paid time off.

While all of these details are important, it's critical to pay close attention to the many provisions that could impact you in the future. Here are three that deserve your full attention:

• Confidentiality agreement: This part of the contract states that you are not permitted to share any information about the employer's business, such as how it collects data, its processes or any trade secrets. In most cases, a confidentiality agreement remains in effect even after you leave the company.
• Non-competition agreement: In the non-competition clause, you agree that you will not work for a competing company while employed or for a predetermined period after your employment ends.
• Exclusive employment: Some contracts state that you are not allowed to hold another job while working for the company. Others only note that you are not permitted to work for anyone in the same or a similar industry.