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Texas

OK to broach retirement option before layoff

08/26/2013
Merely informing an older worker that he or she may be eligible for retirement benefits while discussing a layoff isn’t evidence of age discrimination.

State-by-State Chart on Final-Pay Laws

08/14/2013
This chart summarizes the states’ final-pay laws. States without laws have been omitted.

What are the rules for compensating nonexempts for overnight travel?

08/07/2013
Q. Several of our employees will be required to travel to another state for a seminar. What’s the rule for compensating nonexempt employees who take overnight business trips?

What are the rules for obtaining notice that an employee needs FMLA leave?

08/07/2013
Q. Can we require our employees to give us notice of when they need FMLA leave? Can we require that notice in writing?

J.B. Hunt drops ban on hiring those with criminal records

08/07/2013
Transportation giant J.B. Hunt has agreed to revise its hiring policy that the EEOC claimed prohibited hiring anyone with a criminal record. The case began with a single black applicant who was denied a truck driving position because he had been convicted of a crime.

Texas’ new hiring law should help employers and convicts

08/07/2013
Gov. Rick Perry has signed legislation providing important protections for employers facing negligent hiring or supervision claims. The new law also makes it more attractive for ­employers to hire applicants with criminal records.

Company signature not required on arbitration agreement

08/07/2013
Most employers that use arbitration agreements require employees to sign them. If that’s your practice, don’t worry about getting the company’s “signature” on the dotted line. As long as the company can show it intends to be bound by the agreement, it is valid with just the em­­ployee’s signature.

Drug test inconclusive? Offer a second chance

08/07/2013
If a prehire drug test is inconclusive, you may want to offer the applicant a second chance to take the test.

Have solid reason for termination if employee previously engaged in protected activity

08/07/2013
Employees who file discrimination charges are protected from retaliation; any adverse action an employer takes afterward can be retaliation. The closer in time the two events are, the more likely a retaliation claim will stick. Your only real protection is having a rock-solid reason for your action.

When FMLA leave expires, no need to offer more time off to balance work/life issues

08/07/2013

Despite the FMLA’s protections, supervisors are free to insist on consistent attendance. They can require employees to meet job goals as long as they don’t interfere with their FMLA rights and don’t treat them differently than employees who haven’t exercised their FMLA rights. Simply put, reg­­ular attendance is a reasonable work expectation.