Employment Law

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Employers and employees are supposed to engage in the interactive accommodations process once an employee indicates she may be disabled. If she doesn’t cooperate, document it. You can use that later to show she’s to blame for not receiving an accommodation.

There’s no collecting attorneys’ fees from the EEOC in mid-litigation. A court said that it must wait until a case ends.

The former director of public information at the Texas Department of Crimi­nal Justice (TDCJ) is suing the agency after she was demoted and subsequently resigned. She says her demotion was retaliation for blowing the whistle on internal violations of state law and policy.

Buffalo-area cheese manufacturer Sorrento Lactalis faces $241,000 in fines following an OSHA inspection that revealed numerous hazards at its plant.

Q. We recently fired an employee who worked in our office. Several weeks later, our HR department received a phone call from the man demanding a copy of his personnel file. Are we required to send him a copy?

Canton-based Republic Steel has agreed to settle outstanding training and safety issues discovered in the aftermath of a worker’s fall in 2010.

You never know which terminated employee will sue or for what. That’s why you should treat every layoff as a potential lawsuit. Defend yourself by doing all you can to help employees who may lose their jobs find other opportunities within the company.

Sunset Car Wash had no idea it was about to be cleaned out when it took over the lease from Auto Spa Express. A court has ruled Sunset must pay back wages and penalties owed to Auto Spa’s former em­­ployees.
Presumably, Kamps Pallets heard from OSHA via nonverbal means. The company’s plant in Versailles faces fines for 10 OSHA violations after inspectors discovered conditions so noisy that workers’ hearing was endangered.

Q. We are considering holding, off-site at a park, a “Company Olympics” event featuring sports such as softball and tennis. If an employee were to be injured while participating, would that be considered a workers’ compensation-covered injury? Would it matter if participation was voluntary?

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