Q. Some of our employees are required to drive our company vehicles from home to various work sites in our area. Are we required to pay them starting from the time they leave home?
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Articles by Michael Fox
Ogletree Deakins P.C.
Austin, TX
www.OgletreeDeakins.com
Michael.Fox@OgletreeDeakins.com
(512) 344-4711
Michael W. Fox has 30 years of experience representing employers, has been Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization since 1980 and is a Fellow in the College of Labor and Employment Lawyers. He has been regularly listed in the Best Lawyers in America in Labor and Employment Law, as a Texas Monthly ’Super Lawyer’ in employment litigation.
Michael Fox
Q. Some of our full-time employees have told us that they are looking for part-time jobs to make extra income. We’re worried about how this will affect their performance at our company. Can we prohibit them from working for other employers after-hours?
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Q. We need some of our employees to work during the holidays. Are we required to pay them extra for those days?
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Q. One of our employees physically threatened her co-workers. When confronted about the incident, the employee claimed that her behavior resulted from being bipolar. May we ask the employee to provide medical certification to prove that she is bipolar?
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Q. Is an employee who resigns entitled to receive unemployment compensation under Texas law?
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Q. Other than race, ethnicity, national origin, religion, sex, age and disability, are there any other protected classifications under Texas law that might limit an employer’s right to terminate an at-will worker employed?
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Q. Can a Texas employer require employees to accept payment of wages through an electronic transfer of funds?
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Q. Must we give our employees time off to vote? If so, must we pay the employees for the time they spend voting?
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Q. I heard that a new law allows criminal prosecution of employers that commit “wage theft.” Is it true?
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Q. Several of our employees live with domestic partners. Are our employees entitled to FMLA leave to care for a partner?
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