Employment Law
Need employment law advice? Your employee’s hungry attorney knows the latest on employment at will, reasonable accommodations, and more.
Minimize employer liability, optimize labor relations, bullet-proof your employee handbook and update your knowledge of ADA guidelines with our employment law advice.
OSHA has ordered AirTran, a subsidiary of Dallas-based Southwest Airlines, to pay $1 million in damages after it found the airline retaliated against a pilot who reported safety problems.
The Court of Appeals of Ohio has let stand a decision that denied unemployment benefits to a woman who quit her job so she could move with her husband to California.
Employees won’t get far if they try to sue their employer over discipline that has yet to occur.
Employers that find themselves in the cross hairs of the National Labor Relations Board should get expert legal help, especially if charged with unfair labor practices. That’s because once the NLRB concludes you fired employees for engaging in protected activity, it is very hard to argue against those employees’ eventual reinstatement.
Q. We recently hired a deaf employee who communicates exclusively by written notes. We are finding that this process is time-consuming and harms productivity. May we require the deaf worker and his supervisor to learn sign language? Can we terminate them if they refuse?
Printing company SpeQtrum Prepress Production Services faces 14 serious safety and health violations and one other-than-serious violation following an OSHA inspection of its facility in Euless. Proposed penalties add up to $44,800.
Austin-based information technology firm HBMG and its president, Manuel Zarate, have agreed to settle a lawsuit alleging the company failed to transfer employee retirement fund contributions into its 401(k) program.
It’s complicated to determine who is an independent contractor and who is an employee. Someone you consider a contractor may turn out to be an employee under the Texas Commission on Human Rights Act (TCHRA)—and the TCHRA may cover you if those contractors turn out to be employees.
Employers that leak information related to employee lawsuits can wind up doing more harm than good if the publicity prompts a jury to jack up awarded damages.
Q. A recently terminated employee demanded immediate payment of his wages and asked us to directly deposit the check into his bank account. I know that Minnesota law requires us to pay the wages through the employee’s last day of employment within 24 hours of his demand. While this employee was normally paid through direct deposit, we cannot coordinate a direct deposit within 24 hours. Can we just send the employee a check by mail?
