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.

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Q. We are a nonunion company and obviously would like to stay that way. We gave a very modest wage increase six months ago, and we just learned that another company in the same industrial park got hit with a union organizing campaign. I think we should be proactive. Normally we review wages every 12 months, but I want to recommend to my management team that we break that cycle and do a wage increase now. Can we get in any trouble by going ahead with a wage increase now, even though it’s not in keeping with our regular practice? —C.O.

Q. One of our drivers is not medically able to drive company trucks. Should we offer alternative employment? Should we adopt a formal policy covering disabled drivers?

It’s a dilemma faced by many HR professionals: Discipline an employee who has engaged in a “protected activity” (like union organizing), and you risk a retaliation lawsuit ...

Do you worry you may be courting a discrimination lawsuit when you turn away an applicant or toss an unsolicited résumé in the trash? Rest assured that turning away applicants when you don’t have an opening isn’t likely to get you in trouble ...

Q. One of my staff showed me an Internet link to another employee’s personal blog, which included racial and offensive comments about our company and employees. Can we reprimand the employee for the racial slurs?

Age discrimination cases are on the rise, with more employees suing under the federal Age Discrimination in Employment Act and the Texas Commission on Human Rights Act ...

When it comes time to fire a difficult employee, focus on clear and easily explained legitimate business reasons for the action you want to take. That means documenting any work problems and relating those problems to the major job functions you hired the employee to perform ...

A star employee tells you his new depression medicine makes it impossible for him to get to work on time. Must you alter his schedule? ...

When it comes to discharging employees, it’s very important to document your decision-making process. Be prepared to show that you followed company disciplinary rules and applied them even-handedly ...

Incentive plans are wonderful motivational tools, but make sure yours doesn’t create an enforceable contract. That mistake may force you to pay bonuses to employees who’ve left or cause lawsuits over the payment amount ...

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