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Employment Law

Need employment law advice? Your employee’s hungry attorney knows the latest on employment at will, reasonable accommodations, and more.

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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.
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