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Texas

Texas recognizes unjust enrichment as legitimate claim

10/07/2014
Texas courts will recognize a claim of unjust enrichment as part of a lawsuit alleging that a purchaser or seller breached the contract terms of the sale. In other words, such a lawsuit can include more than a breach-of-­contract claim; plaintiffs can also argue that the breach unjustly enriched the breaching party.

Employee references aren’t a matter of ‘free speech’

10/07/2014
Answering reference calls? Don’t think all responses are protected by “free speech” rights.

Resist qualification inflation: Super skills don’t make position exempt

10/07/2014

The U.S. Department of Labor considers the minimum job requirements for a position—not the people who hold those jobs—when determining whether the employees are nonexempt, hourly workers or exempt under the FLSA. If you hire overqualified applicants, their training and experience doesn’t transform the job from hourly to exempt.

Don’t play God! It’s not up to you to decide what’s a real religious belief

10/07/2014

Employers must reasonably accommodate employees’ religious beliefs unless doing so would cause undue hardship. Some employers take this to mean they get to decide what constitutes a genuine religious belief—and nix requests for time off for religious observances that don’t fit their defi­nition. That’s legal blasphemy!

Where legal trouble lurks: Even unwritten rules must be enforced fairly and consistently

10/07/2014
Before disciplining an employee who says she did what she did because her supervisor told her it was OK, make sure others following the same informal rule were treated the same. If you fire or demote one, you must fire or demote the other.

Popeyes pays for chickening out on HIV-positive applicant

10/07/2014
A Popeyes Chicken franchise in Tyler has agreed to settle an EEOC disability discrimination suit filed on behalf of an applicant who had several years of experience in the restaurant business. The alleged reason he wasn’t hired: His HIV status.

Beware ‘demotions’ that merely strip duties

10/07/2014

Employees alleging discrimination or retaliation for engaging in protected activity have to show they suffered an adverse employment action. Typically, that means they were fired, demoted or transferred to a less desirable position. But what if the employer simply removes responsibilities, even as the worker retains his title, pay and benefits?

What must I do about employee’s wage garnishment to collect on credit card debt?

09/02/2014
Q. One of my employees recently notified me that a judgment had been levied against him on a suit to collect an unpaid credit card debt. A Texas court has issued the judgment, and I understand the judgment creditor may seek to satisfy it by garnishing my employee’s wages. What am I required to do?

Do I have to grant leave for employees who have been summoned or subpoenaed?

09/02/2014
Q. A few of my employees have been summoned to appear in court for jury duty service and to act as witnesses in trials. Is there any way that I can prohibit them from serving? And if I can’t, am I required to pay them during their service?

How should we comply with laws concerning expressing breast milk at work?

09/02/2014
Q. One of my employees recently gave birth and has asked me about the company policies regarding expressing breast milk in the workplace. What are the federal and state laws that I should consider for my policies?