On April 2, 2020, the U.S. Department of Labor (“DOL”) issued a new rule to regulate the FFCRA and the paid leave programs that just became effective on April 1, 2020.
Last week, in response to the COVID-19 pandemic’s impact on the United States, Congress passed several new laws that apply to many employers.
A recent decision of the Supreme Court of California brings new changes for employers in California.
Employees’ increasing use of social media presents employers with difficult choices and shifting responsibilities and legal obligations. On October 12, 2018, Hollie Reiminger and Larry Stuart educated members of the Houston Bar Association about the benefits and pitfalls of using social media to investigate employees/candidates and responding to employee complaints about employees’ use of social media. The session also provided guidance about when to discipline employees for statements made on social media platforms and using social media posts as evidence in employment litigation. Click here for a copy of the presentation.
Glen Rigby gave a presentation entitled “Cutting Edge Issues and Other Interesting Developments in Employment Law” as part of the Houston Bar Association’s seminar series. The presentation addressed developing areas of employment law, such as employee surveillance and monitoring, policing social media, firearms in the workplace, gender discrimination, and workplace bullying. Click here for a copy of the presentation.
The DOL has announced long-awaited changes to the Fair Labor Standards Act overtime rules which significantly increase the minimum salary for exempt employees and change how companies can comply with the salary basis requirement.
On Monday, May 9, 2016, the Equal Employment Opportunity Commission (EEOC) issued a new resource document entitled “Employer-Provided Leave and the Americans with Disabilities Act” which details the steps the agency believes employers must take to accommodate employees who need time away from work in connection with medical issues. Employers should be prepared to consider time off as a reasonable accommodation when employees need medical treatment or rehabilitation to enable them to perform essential job functions.
A new year brings new changes for employers with employees working in California, who are now subject to one of the most stringent equal pay laws in the country. Effective January 1, 2016, the California Fair Pay Act (“Act”) aims to shrink the gender wage gap by making several significant changes to California’s equal pay law. The Act provides greater protections to employees by broadening the scope of individuals who may be compared and by narrowing the factors an employer may rely on to justify a wage discrepancy. The Act also shifts to the employer the burden of proof to show that wage differences are not gender-based.
Employers continue to struggle with how best to respond to employees with medical issues who request accommodations. With the EEOC’s renewed focus on disability issues and pregnancy-related limitations, employers must take care to understand, handle, and document accommodation requests carefully. As detailed in Hollie Reiminger and Larry Stuart’s recent article in the April 6, 2015 issue of Texas Lawyer, employers should assume that although every accommodation request will be unique, having a standard way of responding to such requests will minimize legal risks.