The HR Specialist: Texas Employment Law

Rules that are unclear, vague or poorly worded can spell trouble if they end up being applied differently to some employees and not others. That’s one reason you should pay careful attention to the language in your policies.

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OSHA inspectors staging a spot inspection at K-T Galvanizing Co. in the Dallas-Fort Worth-area town of Venus found 13 serious violations of workplace safety and health regulations.

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Some jobs require special government physical certifications as a pre-requisite to employment. These are generally designed to make sure the employee can safely perform a job that might otherwise put the public, or the employee, at risk of harm. What happens if such an employee becomes disabled?

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Many Americans have criminal records. The EEOC and local government agencies want to help former convicts start over. The movement to “ban the box” on job applications—the box those with criminal histories are supposed to check—is part of that trend. So is the EEOC’s position that barring applicants with criminal records from employment may amount to discrimination based on race or ethnicity. Employers that refuse to consider any applicant who has a criminal record risk litigation.

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Employers can, and should, ask for appropriate medical documentation to back up requests for time off. If not received, the worker can be disciplined.

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Sometimes, all a disabled employee needs in order to return to her job is a little bit of additional leave. But there needs to be some sort of estimated return date.

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Another day, another political scandal involving a politician accused of having an extramarital affair. Consider the recently exposed allegedly improper relationship between Alabama Gov. Robert Bentley and a top female aide.

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Are separate oil rigs counted under one company bannner?

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On March 24, the Austin City Council passed a “ban-the-box” ordinance—the Fair Chance Hiring Ordinance—which took effect April 4. The final version of the ordinance was released on April 12.

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Federal employees have just 45 days after a discriminatory act or decision to file an internal complaint.

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