Employers occasionally become dejected over the prospects of defending against tort and other civil claims in state courts. However, a recent case out of Houston reaffirms that employers can and do win these kinds of cases—if they have implemented the appropriate policies.
Here’s a case that may help you get an ADA or FMLA case dismissed quickly when an employee is acting as her own attorney. A worker has to allege up front in her lawsuit that her employer has enough employees to be covered by the FMLA or the ADA.
Workers at four Dallas-area restaurants will receive more than $188,000 following a U.S. Department of Labor Wage and Hour Division (WHD) investigation. The restaurants—Yes Buffet in Grand Prairie, Royal Buffet in Rowlett and Crown Buffet and Win Chinese Buffet in Dallas—underpaid 61 employees.
Sometimes, keeping quiet is the best approach. That’s certainly true when you discipline or terminate employees for poor performance. Bad-mouthing an employee won’t do any good and may mean a needless lawsuit if the employee’s reputation suffers.
Do you have a rule that says employees who aren’t ready to return from FMLA leave when their time is up face termination? If so, consider providing at least limited flexibility under one circumstance.
Employers shouldn’t worry too much about firing an employee they believe sexually harassed another employee. As long as you conduct an investigation and reasonably believe the employee broke company rules against harassment, a court likely won’t second-guess your judgment. You don’t have to be absolutely right… just honest.
Under the FLSA, employees are entitled to overtime for hours worked over 40 in any workweek. However, the law doesn’t specify how a workweek is determined…
Sometimes, workplace relationships deteriorate beyond repair. That’s especially true if an employee resorts to angry outbursts or even threats. That’s when it’s time to act.
Employers contemplating simply giving employees tax-free cash to purchase health insurance on public exchanges will have to rethink that plan in light of new IRS regulations implementing the Affordable Care Act.
Houston employers have a new local anti-discrimination ordinance to comply with. In addition to the classes protected by federal and state law, Houston now protects employees from discrimination based on familial status, marital status, gender identity and sexual orientation.