/cdklawyers.com// 11/10/2011
Dallas employment law specialist Keith Clouse often handles employment law matters for executive employees. Oftentimes, he advises these clients about their employment agreements. Although Mr. Clouse focuses attention on several key provisions, he always considers the termination provisions seriously.
Usually, an employer agrees that it may terminate an employee’s employment either with cause or without cause. This distinction is important. In most cases, an employee who has been fired with cause is entitled to no further benefits whereas an employee who has been terminated without cause often qualifies for severance payments and other benefits. “Cause” can be defined in several ways, but it typically includes an executive’s conviction of a criminal act, embezzlement, willful failure to meet performance expectations, fraud, willful violation of a material corporate policy, or material breach of the executive’s employment agreement. In some instances, the employer is required to give the employee notice that the employer believes cause for termination exists and allow the executive time to resolve the problem.
Because future payments and benefits may hinge on why an executive was fired, employers and executives often dispute whether cause existed for a termination. Mr. Clouse helps his clients navigate these disputes and litigates them if necessary. To speak to Mr. Clouse about an employment agreement, contact the Dallas employment law firm of Clouse Dunn LLP at [email protected].
Press Release Contact Information:
KEITH A. CLOUSE
Clouse Dunn LLP
214.220.2722
214.220.3833 ( fax)
[email protected]
