Last year, San Antonio joined the Austin in passing a law requiring employers to provide paid sick leave. Last week, business owners fought back.
In November of last year, Richard Mester lost his job at a Boeing facility in South Carolina for allegedly failing to report a bird strike. As an Air Force veteran with 30 years' experience, Mester claims he could not have missed such an obvious issue. Instead, Mester suspects he and two other employees were fired because of their unionization efforts.
Uber announced last week that the majority of the 60,000 arbitration demands filed by drivers have now settled. Drivers across the U.S. disputed their classification as independent contractors and demanded that the issue be resolved at arbitration. The settlement announcement came as part of Uber's regulatory filings for its upcoming IPO.
Many Texas companies are subject to the Family and Medical Leave Act. FMLA allows leave from work not only for an employee's own health reasons, but also when an employee has a relative with a serious health condition. Intricacies in this aspect of the law can cause confusion for employers and potentially leave them open to charges of discrimination.
Texas employers should take steps to ensure that they protect themselves if they need to fire an employee. In fact, these actions can begin long before the termination process and start when people are hired.
On June 7, a Texas appellate court issued a grant of summary judgment regarding a man who had made a whistleblower complaint regarding the safety of a vessel. The man told investigators he had warned his employer that the vessel was unsafe with its surveying equipment, and an accident that occurred afterward left one crew member dead and six more injured. When the man was fired two years later, he alleged it was whistleblower retaliation.
After a lower court ruled in favor of a steel company, a federal appeals court affirmed the decision that the employer had not broken the law when terminating a salesman's job. The employee had alleged that the company fired him because he took time off under the provisions of the Family and Medical Leave Act.
When prestigious companies in Texas face legal action related to employment discrimination, they tend to have better odds of obtaining a favorable resolution. This is according to research done by the Kellogg School. In many cases, the company's status helps it to get the benefit of the doubt from a jury. However, if a highly regarded company is found liable, it could be punished more severely than others.
Employers in Texas should pay close attention to recent developments regarding employee communication with the Equal Employment Opportunity Commission, or EEOC. Employees have a right under federal law to communicate freely with the EEOC about allegations of discrimination or violations of the Americans with Disabilities Act. How an employer responds to such a complaint can have a major impact on the ensuing impact of the filing, and employers can take action to protect themselves from being at risk of further charges.
A Texas-based company has lost an appeal involving an arbitration award. The man who received the award sold his business to the other company and was then subsequently terminated. An appeals court upheld a lower court's ruling in the case although the man was denied a motion for filed sanctions. The transaction between the two businesses involved two contracts, an interest purchase agreement and an employment agreement.