As artificial intelligence and other technology platforms begin to disrupt our workplaces, I have received more and more legal questions about the impact technology will have on employment law.
Here are some of the key questions my firm has tackled this quarter:
Q. My employer is a major technology company and has laid off hundreds, if not thousands of employees in the last year. I was recently let go, but my department head said that he may be able to “get me back in” when the market shifts. Does this mean I should accept whatever I am being offered in my termination package in case I get rehired?
A. Review your termination package to determine if there is a repayment obligation in the event you reemploy. Markets can shift but with no promises of rehiring, the best practice is to treat your termination as though it is final. Contemplate how long it will take you to find a similar job and similar level of pay. Too often employees accept low packages with the hopes of maintaining previous relationships. In the long run, this may not serve you well, particularly if you remain unemployed longer than you hoped.
Q. My employer uses an online engagement platform for employees to use to rate job satisfaction, sign up for courses and complete performance reviews. It feels like there is an expectation for employees to use the portal outside of working hours to show loyalty...
The United States alleges that from September 2015 through December 2020, St. Michael’s Eye & Laser Institute (St. Michael’s) and Dr. Michaelos caused the submission of false claims for transc...