Michigan is an at-will employment state and as a result, absent a contract stating otherwise, a Michigan employee cannot only be terminated for cause. Therefore, there is no layer of assumed security once an employee learns that their employer can terminate them for any reason at any time.
Read moreResponding to an EEOC/MDCR Complaint
Employees (and applicants) are protected from various forms of discrimination. Employees are also protected from retaliation by employers when they engage in certain types of behavior related to these protections.
If an employee or job applicant thinks that his or her rights have been violated, a business owner may receive something called a “EEOC complaint/charge.” The Equal Employment Opportunity Commission (“EEOC”) is a federal administrative agency which assists in the enforcement of federal employment-related anti-discrimination laws, particularly Title VII.
Read moreFore(WARN)ing →
The Worker Adjustment and Retraining Notification Act of 1988 (“WARN Act”) requires a covered employer to provide 60 days’ notice of certain plant closings and mass layoff that cause a specified number of employees to lose their jobs. This Act is highly technical, which in conjunction with extensive regulations, contains many definitional ambiguities and potential traps for the unwary employer. Any business owner, with over 100 employees
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