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 3
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The HR Specialist: Texas Employment Law

The chief of the Harris County, Texas prosecutor’s Misdemeanor Department has been disciplined for making inappropriate comments to female employees.

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President Trump has nominated disabled Iraq War veteran Daniel Gade to serve on the EEOC.

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The results of a recent Quest Diagnostics study serve as a reminder to re-examine your drug and alcohol policies and programs to include education, prevention and treatment components, and to revise your testing procedures.

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Here’s a lesson for small employers that may be tempted to ignore legal pleadings, thinking there’s no merit to a worker’s claims. Doing so likely will result in a default judgment.

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It’s unusual, but sometimes workers claim that being forced to attend a training session was discrimination.

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Generally speaking, the law does not tolerate inconsistency very well. That’s one reason it’s so important to be careful about how you explain someone’s termination. If your story changes, don’t be surprised if it winds up being used against you.

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Courts seldom give much weight to complaints about general disrespect, micromanaging supervisors or impossible workloads unless it is quite clear that those conditions are meant to punish protected activity or are reserved for members of a protected class while others aren’t targeted.

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Courts don’t want to be in charge of running your business. Generally, if you can put forth a genuine, legal rationale reason for an action—such as terminating an employee for budgetary reasons—courts aren’t going to step in.

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What can you do about a disabled employee who has requested a late starting time as a reasonable accommodation—and still can’t manage to get to work on time? You can and should discipline her just as you would any other employee with attendance problems.

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Employers with self-insured health plans should carefully monitor whether employees or their dependents using those health benefits end up suing a provider for malpractice.

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