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All Texas companies are susceptible to claims based on workplace violence. Due to deeply-rooted legal principles, employers can be held liable for the acts of their employees, even when such acts are intentional and not within the scope of employment. Workplace violence can take on many forms, making it essential
Today, many people prefer texting over many other forms of communication such as calling or emailing the recipient. This is an efficient form of communication because individuals can send a quick message about something important to them within a few seconds rather than being busy on a call for several
According to the Centers for Disease Control and Prevention, more than one-third of Americans are obese. With so many workers falling under this category, it is important for employers and human resource managers to understand the legal implications of obesity in the workplace and to take strides to prevent workplace discrimination.
On Monday, June 15, 2020, the U.S. Supreme Court issued a decision for Bostock v. Clayton County, Georgia, 140 S. Ct. 1731 (2020). By a vote of 6-3, the Court held that an employer who fires an employee for being homosexual or transgender violates Title VII of the Civil Rights
From our family to yours, we wish you a joyous holiday season and a New Year filled with peace and happiness.
It seems the #MeToo movement has left a tsunami effect in its wake throughout the business world. Sexual misconduct by high-profile, powerful men has not only shown harassment to be pervasive but also resulted in more detailed guidance from the EEOC. In 2017, the EEOC introduced a Select Task Force
According to a Bloomberg law analysis, anonymous workplace harassment cases more than doubled in 2018 from the previous year (52 in 2018 vs. 24 in 2017). Some legal experts claim employees face public humiliation, possible retaliation, and career suicide when their identities are revealed in a sexual harassment case. Knowing
Recent changes in the tax code have made sexual harassment charges more expensive than ever for businesses. A little-publicized tax change prohibits taking a deduction for sexual harassment settlements that involve nondisclosure agreements. This means that these settlements and related costs are above-the-line expenses and all the more important for
EEOC Releases New FAQS for Reporting Nonbinary Individuals on The EEO-1 Form New information from the EEOC on how to complete the EEO-1 form has been released. These instructions relate to the documentation small businesses and employers must provide the EEOC on or before September 30th, including data about employees
(Formerly Lynch Law Firm)
Employment Attorneys in Texas, Wyoming, and Colorado
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