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Employment Law

What you can do to discourage union organizing

02/09/2017
Unions have the right to try to organize. Employers have the right to oppose unionization.

Keep complete records of settlement talks

02/09/2017
Sometimes, it’s better to settle an employee’s complaint than to litigate it. If you do, be sure to carefully document the entire process.

Understand basics of work-related U.S. visas

02/09/2017
Brush up on the various types of visas and what’s required of noncitizen workers.

Huntsville, Texas Christian camp sued for bias, ADA violations

02/07/2017
Carolina Creek Christian Camp in Huntsville, Texas faces an EEOC lawsuit alleging it retaliated against an employee for asserting her rights.

Houston club to pay $140k for manager’s ADA mistake

02/07/2017
Diallo’s, a Houston nightclub and party venue, has agreed to pay $139,366 to resolve charges it violated the ADA.

Go ahead and fix flawed system–that’s not an admission of discrimination

02/07/2017
Employers should improve their hiring and promotion systems if they discover problems that can be fixed. Doing so after an employee has filed a discrimination complaint isn’t tantamount to admitting guilt.

5th Circuit: ADEA doesn’t allow damages for pain and suffering

02/07/2017
The 5th Circuit Court of Appeals has concluded that employees cannot obtain “pain and suffering” awards from employers that violate the Age Discrimination in Employment Act.

Sued by nonexempts eligible for bonuses? Get out your calculator and checkbook

02/07/2017
All the math adds up to one conclusion: Employers better get their pay systems right.

Beware triple whammy after FLSA retaliation

02/07/2017
Employers that retaliate against employees who file Fair Labor Standards Act claims don’t just face the prospect of owing back pay, plus double that amount in liquidated damages. They also potentially face a damage award for emotional distress.

Badgering older employee to retire backfires

02/07/2017
Constant badgering about retirement can backfire badly, especially if a supervisor also makes potentially ageist comments about the employee’s appearance, work habits or other characteristics.