Wrongful termination lawsuits: the employers finally win a few

Much attention has been given of late to the erosion of the "employment-at-will" doctrine. Exceptions to this doctrine began to emerge when courts held that at-will employees could sue if their termination violated public policy. The at-will doctrine was further eroded by court rulings that a contract requiring good cause in order to terminate could be inferred from employee handbooks, company personnel policies, and circumstances of employment. As the initial flood of wrongful termination lawsuits now reaches the appellate level, some guidance on the standards employers must observe can be drawn from court decisions. The authors examine these decisions as well as the legislative reform being proposed in response to them.     

Drug testing in the work place: a primer for employers.

Substance abuse has been linked to numerous problems in the work place, including increased absenteeism and tardiness, increased accident rates and insurance costs, and lowered productivity. One recent study has estimated that the economic costs alone may exceed $100 billion. While employer response in dealing with substance abuse has included a broad range of approaches, including pre-employment inquiries, employee testing, searches of employees and their property, employee assistance programs, and specific personnel policies, drug testing has received the most attention. The following article is devoted to both the practical and legal factors to be considered in implementing a drug testing program.