Smooth Transitions : Rob Radcliff : Texas Non-Compete Lawyer & Attorney : Langley Weinstein LLP Law Firm : Dallas Employment & Employee Departures : Smooth Transitions Law Blog

Earlier in the week we discussed policies and procedures that should be in place to deal with end of year employee departures. Companies should also consider a number of other HR related issues as the year draws to a close. Here are my thoughts:

1. Evaluation of all employment policies, including the employee handbook;
2. A review of all federal and state law changes that may impact employment practices - talk to your lawyer;
3.  A review of all employment contracts;  
4. A review of all employment files - are they up to snuff?; and
5. An evaluation as to whether the company should adopt post-employment covenants including non-competes, non-solicitations, and garden leave policies.

Now is the time to make any necessary changes before the New Year begins. Let me know if you have any additions to the list.

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I’m embarrassed to admit to watching “The Real World” when it first came out in the early 90’s. It’s been many years since I have tuned in, but I always wondered what the contract was like that cast members had to sign. Luckily, the Village Voice has obtained the agreement. 

Some highlights:

I acknowledge and understand that, as for the participating in other hazardous activities, my participation in the Program carries with it the potential for death, serious physical injury, extreme emotional distress, mental or physical illness and property loss.  

I understand and acknowledge that Producer may or may not screen or conduct background checks or investigations of the other participants or any other person who appears, or may appear, on the Program (including an investigation of any person’s medical, professional or criminal history) and Producer has no duty to conduct such an investigation.

The Producer is not responsible if any of the cast members obtain a sexually transmitted disease. 

And my favorite: 

I further understand that my appearance, depiction, and sexual portrayal in an in connection with the Program (including without limitation, the title of the Program), in my actions and the actions of other displayed in and in connection with the Program, may be disparaging, defamatory, embarrassing or of an otherwise unfavorable nature, may expose me to public ridicule, humiliation or condemnation and may portray me in a false light.

So, I get to live with persons who have had no background check and may be disease-ridden and the producers of the Program can portray me in any manner that they see fit, whether or not it is accurate or even true. Where do I sign up? Certainly not your typical employment contract.

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Tune into the Proactive Employer for a roundtable social media podcast that a number of sharp lawyers participated in last week.  Should be something for everyone. 

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