The HR Specialist: Texas Employment Law

Using a group to make hiring or firing decisions can increase the probability that some illegal, discriminatory factor will influence the process.

{ 0 comments }

Employers facing Equal Pay Act claims have a basic defense: That pay differentials an employee says are based on sex are actually the result of other factors.

{ 0 comments }

Former employees generally have just 300 days to file an EEOC complaint alleging that their firing amounted to a discriminatory act. But, under some circumstances, that time period can be extended.

{ 0 comments }

The U.S. Supreme Court heard oral arguments March 28 in a case that asks if an employer can recover attorneys’ fees it spent successfully defending itself against a frivolous EEOC lawsuit.

{ 0 comments }

A city in Texas has asked a federal judge to dismiss a race discrimination suit filed by a black police lieutenant who heads a group of minority police officers.

{ 0 comments }

Q. One of our employees notified us that he will need to take leave under the FMLA. Can we require employees to give us more advance notice?

{ 0 comments }

Suing for unpaid overtime? You have to present at least some evidence that you worked the hours you claim.

{ 0 comments }

A former Police SWAT team member has leveled sexual harassment charges against the chief of police.

{ 0 comments }

According to U.S. Department of Labor officials, the final version of the revisions to the white-collar exemption rules will be released in July. Employers will have only 60 days before the final rules take effect.

{ 0 comments }

Employees who are military reservists can be called to active duty for weeks, months or even year-long deployments. But punishing that soldier for the inconvenience can be costly.

{ 0 comments }