Medium

Yes, in most cases. Employment relationships without a specific term exists at the will of both parties and can be terminated by either party upon notice to the other. No minimum length of notice (for example, a two-week notice) is required. Contracts specifying a term of employment, however, can pre-empt the at-will provision.

Reference: N.D.C.C. § 34-03-01

No, an individual’s right-to-work may not be denied due to membership or non-membership in any labor union or labor organization.

Reference: N.D.C.C. § 34-01-14

An employer may, in good faith, truthfully disclose dates of employment, pay level, job description and duties, and wage history about a current or former employee to a prospective employer of the former employee.

Reference: N.D.C.C. § 34-02-18
 

Yes, an employer may set the terms and conditions of employment, including if it requires an employee to download and use an app on the employee’s personal cell phone.

An Employment Agency License is only required to be filed with our Department if the entity is a permanent-placing employment agencies that is operating as exclusively employee-paid.  Agencies that provide only temporary placement of employees are not subject to licensure.

Reference: N.D.C.C. ch. 34-13.