Marcus L. Turner is a founding partner of Parker Turner Albright PC in Sacramento.. Turner has more than two decades of experience assisting clients with construction disputes and related employment claims. He has been a practicing attorney for more than a decade in complex civil litigation and related fields of law, including public works construction law, employment and labor law, business law and also provides outside general counsel services to contractors, business owners and C-level executives. He has successfully litigated multi-million dollar cases on behalf of his clients, including cases brought by and against both state and federal governments. Turner can be reached at Marcus@PTALawCorp.com.
In general, messaging is a more informal method of communication, which often leads to a false sense of security or lack of forethought, and has the potential to create legal exposure. It also opens the door for mistakes, by saying the wrong thing or leaving room for the wrong interpretation.
By now, most employers know there are certain questions they can ask, and certain questions they must avoid when interviewing a candidate for a job. They know that anti-discrimination laws apply before a worker is even hired, and have heard stories about costly lawsuits resulting from an employer asking the wrong question of a prospective employee during a job interview.
When an at-will termination is at issue, there are certain steps to take and considerations an employer should evaluate to minimize the risk of later becoming the target of a wrongful termination lawsuit.
Watch any news channel, listen to any talk radio station or read virtually any online news or social media feed, and chances are, you’ll learn about a new lawsuit being filed against a company based on allegations of harassment, discrimination or retaliatory conduct in the workplace.