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Employment Law

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Although no specific ordinance is before the Minneapolis city council, more than half its members have publicly stated they support a $15 an hour minimum wage.
President Trump has nominated management-side employment lawyer William J. Emanuel and Marvin Kaplan, chief counsel at the commission that reviews contested OSHA decisions, to the National Labor Relations Board.
A case will go to arbitration even though the employer couldn’t find a signed acknowledgment page showing an employee agreed to arbitrate disputes. Because the employer made it a standard practice to have applicants sign such acknowledgments, the court said the employee was bound by the agreement.
Texas courts interpreting Chapter 21 of the Texas Labor Code generally attempt to interpret it consistently with federal anti-discrimination laws. They frequently look to federal court decisions for guidance. However, there are differences between Texas and federal anti-discrimination laws.
In a move not seen in more than 35 years, the U.S. Department of Justice is switching sides in an upcoming Supreme Court case. The DOJ announced June 16 that it would no longer argue the employees’ case in NLRB v. Murphy Oil, backing management instead.
The Texas Supreme Court has reversed a lower court’s decision that urinary incontinence is not a disability under the state’s disability discrimination laws.
Can an employer be held liable for any damage that results from a data breach that leads to identity theft?
Few HR pros relish the thought of playing Big Brother. However, safeguarding sensitive data relies on being able to monitor employees’ use of your computer systems. In turn, you have an obligation to notify employees that you are watching what they read, write, download and upload.
Design Development NYC, a general contractor in Queens, has agreed to pay $726,989 in back wages, overtime and liquidated damages to 184 employees who had been misclassified in violation of the Fair Labor Standards Act.
Make sure all supervisors understand that they must never criticize employees for taking FMLA leave. For employees who need to care for their own serious health condition or that of a close relative, FMLA leave is a right, not a privilege.
The U.S. Department of Labor has announced plans to rescind a rule that would have required employers and labor-management “persuaders” to report contact with workers during union organizing campaigns.
As far as the federal Fair Labor Standards Act and California’s wage-and-hour-laws are concerned, how you label a job is absolutely irrelevant to its genuine exempt/nonexempt status. Classification is based solely on the work the employee performs. Put simply, calling someone a manager doesn’t make him one.
Downhole Technologies in Houston will pay $120,000 to settle charges it retaliated against a black employee after he complained of harassment.
The U.S. Department of Labor is pulling the plug on two pieces of informal guidance affecting independent contractor misclassification and joint employment that were issued during the Obama administration.
Flying Star Transport in Amarillo has agreed to settle charges it violated the ADA when it refused to hire a truck driver whose arm had been amputated when the driver was a teenager.
Here’s another good reason to consistently document all disciplinary actions: If an employee with a history of problems such as rules violations later engages in protected activity, it will be hard for him to show that the discipline was retaliation for engaging in that protected activity.
Brace yourself for an epic do-over of the salary-threshold rules that determine which white-collar workers are eligible for overtime pay.
In advance of President Trump’s planned June 14 visit to the Department of Labor, Acting Deputy Labor Secretary Ed Hugler sent an all-staff email urging DOL employees not to come to work that day.
An American Airlines flight attendant based in Philadelphia and a colleague from North Carolina are suing, claiming the airline failed to police online forums and Facebook pages it controls, permitting other employees to harass the women for their union activities.
Assembly Member Tony Thurmond (D-Richmond) has proposed raising California’s overtime threshold to the higher of $3,956 per month ($47,472 annually) or twice the state’s minimum wage for executive, administrative and or professional employees.
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