This case was not handled by our firm. However, if you have any questions regarding this case, or any employment matter, please contact Joseph Maya at 203-221-3100 or by email at JMaya@MayaLaw.com.
A legally binding employment agreement between an employer and employee outlines the terms or conditions of employment. Most employment contracts have common elements such as the employee’s start date, salary, and benefits. The provisions of employment contracts usually include an explanation of compensation, health benefits and paid leave, retirement benefits, employee grievance procedures and other special conditions of employment.
An employment contract can be verbal, written or both to be valid. Often, employment agreements are implied from verbal statements or through information stated in employee handbooks and company policies. Implied employment contracts come about when an employer discusses details relating to job duties, compensation, benefits and termination of employment with an interviewee or current employee. Much of the information in the company’s employee handbook is generally the same as the terms the employer would specify in a written employment contract.
An enforceable contract requires consideration. Consideration is the benefit that each party gets or expects to get from the contractual deal. The employee gives the employer his time, energy and resources in exchange for a variety of benefits, including salary, healthcare, 401(k), severance package, and bonuses. Under Connecticut law, courts may refuse to enforce a restrictive covenant when an employment contract lacks consideration.
An employer is not obligated to enter into a written employment contract with an employee. However, even when an employee signs a written employment contract, the employer needs to be cautious about the wording he uses. To protect against misunderstandings, an employer often will ask employees to sign a document agreeing to at-will employment rather than sign an employment contract.
This case was not handled by our firm. However, if you have any questions regarding this case, or any employment matter, please contact Joseph Maya at 203-221-3100 or by email at JMaya@MayaLaw.com.
If you have questions about non-compete clauses and employment contracts, please contact the experienced employment attorneys at Maya Murphy, P.C. at (203) 221-3100 or Joseph C. Maya, Esq. at JMaya@Mayalaw.com.