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Mount Carroll-based Haasbach LLC has resolved 25 OSHA citations stemming from the deaths of two young workers at its grain bin facility.
The Indian Beach-Salter Path Fire Department faces $10,838 in fines after state OSHA inspectors learned that firefighters had removed 120 ceiling tiles that contained asbestos from a mobile home a citizen had donated for use in the department’s training program.
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.
Here’s a tip that doesn’t cost anything to implement and may prevent a lawsuit: When employees return from an illness, medical leave or other absences, make them feel welcome—and don’t publicly focus on any lingering problems.
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.
If you engage independent contractors, you may include a “choice of law” clause in your contracts, designating which state’s laws will apply should a dispute arise. But that doesn’t mean courts will always agree to the jurisdiction you prefer.
Employees and their lawyers are always looking for new reasons to sue. Lately, there’s been an increase in efforts to cast terminations as public-policy violations.
Q. We want to hire someone who signed a noncompete agreement with his current employer. He asked us to indemnify him in the event his employer sues him. What are the legal risks associated with agreeing to indemnify him?
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.
The U.S. Supreme Court recently confirmed the existence of a “ministerial exception” to the ADA and other federal employment statutes such as Title VII of the Civil Rights Act. The justices held that the Constitution’s First Amendment bars employees in ministerial positions from suing churches and other religious employers under such laws.