Q. We need some of our employees to work during the holidays. Are we required to pay them extra for those days?
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?
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?
Q. Is an employee who resigns entitled to receive unemployment compensation under Texas law?
Q. Can a Texas employer require employees to accept payment of wages through an electronic transfer of funds?
Q. Must we give our employees time off to vote? If so, must we pay the employees for the time they spend voting?
Q. I heard that a new law allows criminal prosecution of employers that commit “wage theft.” Is it true?
Q. Several of our employees live with domestic partners. Are our employees entitled to FMLA leave to care for a partner?
Q. We recently extended an employment offer to someone who was later determined to be unable to perform the job’s essential functions due to a visual impairment. As a result, we wasted a significant amount of time. Aren’t workers obligated under the ADA to disclose that they suffer from a disability?
The 5th Circuit Court of Appeals has dismissed a lawsuit brought by a worker who claimed she was fired in retaliation for taking intermittent FMLA leave. The court ruled that she was fired for the most defensible of all reasons: She treated a customer badly.