Personnel Practices

Employment Practices Group provides these articles as guides only, and does not purport to provide definitive answers. The information contained in these articles should be used only as a starting point, and should not be relied upon exclusively. In all instances, the cases, statutes, and other legal authority referenced in these articles should be checked to determine whether they have been reversed, repealed, distinguished, or otherwise amended. Although prepared by professionals, these articles should not be used as a substitute for professional service. When legal advice or other legal assistance is required, always consult an attorney.

Copyright, Employment Practices Group 1998. All rights reserved. Reproduction in any form is prohibited without the prior written consent of the authors.

• Million-Dollar Sex Discrimination Suit Offers Lessons to Learn
• Warning: Direct-Mail Offers Are Not What They Seem
• E-mail is Not the Be-All and End-All in Office Communications
• Make Sure There Are No Bumps in the Road to Termination
• Minimizing an Employer's Liability to Alleged Sexual Harassers
• Employers in Sexual Harassment Arena: Beware
• Sex in the Executive Suite: What Policy is in Order?
• Workplace Romance: Deflect Cupid’s Arrows Before it’s Too Late
• No Sex Harassment Policy Can Be a Very Costly Mistake
• N.H. Supreme Court Clarifies Definition of Personnel Files
• Personnel Files: A Pandora’s Box for Unprepared Employers
• An Update on the Law of Personnel Files
• A Thorough Hiring Process Can Eliminate Problems Later On
• Ex-Employer Has Responsibility to Tell Truth in Reference Checks
• Ill-Prepared Employee Handbooks Are a Lawsuit Waiting to Happen
• Nothing Prohibits NH Employers From Testing for Drugs
• Email Opens Up World of Legal Risks for Employers

Employment Practices Group
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Telephone: 978.975.0080
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