The HR Specialist: Texas Employment Law — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 2
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The HR Specialist: Texas Employment Law

The key is a fast and effective response that keeps the situation from escalating.

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If HR begins receiving multiple complaints about a supervisor, it may be time to demote or even fire him even if he remains convinced that verbal abuse is appropriate.

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Sometimes, all an employee has to do to bring a federal lawsuit is pay the filing fee. The result is that employers sometimes have to defend against bogus claims.

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President Trump has overturned yet another Obama-era executive order when he scrapped the federal contractor “blacklisting rule.”

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A bill before the Texas state legislature would give the state the power to nullify municipal ordinances protecting lesbian, gay, bisexual and transsexual employees.

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Remind bosses that, along with the organization, they can be personally sued for sexual harassment. Plus, sometimes the employer may be found not liable, but the supervisor is.

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Keep good time records, or expect to fight it out in court if some of your employees allege they weren’t paid for all time worked and are due overtime.

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There’s nothing wrong with accommodating and requesting more information at the same time.

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The employee will have a hard time winning any subsequent lawsuit, since he had an additional chance to prove himself.

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Employers that erroneously classify an hourly employee as exempt can expect their mistake to be a costly one. Not only will they have to pay two years’ worth of back overtime, but they’ll probably have to pay double that amount as a penalty for not getting the classification right.

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