Treaty Oak Employers’ Law Blog

Identifying the Best Solution for Labor and Employment Disputes  When business owners are threatened with labor and employment disputes, the attorneys at the Treaty Oak ELG can help you identify the most effective venue to resolve your legal issue. Although our goal at Treaty Oak ELG is to reduce the

Addressing Hostile Work Environments Within the Medical Profession Treaty Oak ELG has years of experience guiding businesses of all kinds through every phase of a workplace investigation. Natalie Lynch, the firm’s managing member, recently investigated an instance where a nurse accused a physician of creating a hostile work environment within

Even Small Family Run Operations Can Find Themselves in Need of a Workplace Investigation According to federal law, all employers, regardless of the organization’s size, are obligated to investigate allegations of harassment or discrimination. State laws parallel the concept that harassment and discrimination should always be investigated. When circumstances of

DOJ brings these suits as part of its enforcement authority for Title II of the Civil Rights Act of 1964, which prohibits discrimination based on race, color, religion, or national origin in places of public accommodation, such as restaurants, gas stations, and hotels. An info sheet in multiple languages can

As of September 1, 2021, this article is out of date.  The information below is more updated: As of September 1, 2021, if your Texas company has one or more employees, it is subject to new sexual harassment laws. Learn more here: New Standard for Employers Liability for sexual harassment

I do not think this is the right foundation for a workplace. We do not advise hiring to bring people into your family. Families are intimate and have shared trauma and are largely dysfunctional. Families engage in groupthink and repetition of traditions that are never exposed to critical evaluation. When

Years ago, employees could expect to work for the same employer for decades. New employees were trained, but furthering their education for potential work opportunities from within the business was limited.  It wasn’t unusual for employees to remain in their positions from their first day on the job until retirement.

In spite of anti-discrimination training, many federal and state laws, and company policies and regulations, harassment and discrimination continue in the workplace. Obviously, addressing complaints after wrongdoing has occurred is just a band-aid to a much deeper problem. Is it time for employers to consider proactive and preventive measures like