Treaty Oak Employers’ Law Blog

The Americans with Disabilities Act is a civil rights law that protects people with disabilities from discrimination. Under the ADA, potential employees with disabilities must be allowed ample accommodations that would enable them to take part in the application process and the performing of necessary functions of the job. For

For some, a friendly hug might be just that, a warm hug, but for people who are the recipients of unwarranted affection, a hug is much more than that; it violates personal boundaries in the workplace. Therefore, in keeping with strict anti-harassment policies, including sexual harassment, an anti-hug approach is

Employers are responsible for providing employees with a safe workplace where people can focus on their job and be free of harassment. Some ways to accomplish this goal include: Identify Harassing Conduct To prevent harassment, employers must first explicitly define this type of behavior. The firm may list protected class

The rise of the independent contractor model has brought to light some significant concerns about liability, negligence, and the type of control and screening companies that operate on an independent contractor must adhere to. For example, in 2017, Massachusetts set its sites on Uber and Lyft. Ride-sharing apps tout lower

The first text message was sent in 1992, since then, the world has changed dramatically. Online shopping changed the way retailers operated, Facebook changed the way people kept in touch with their friends and family spread across the globe, and the advent of streaming services changed the way people interacted

Everyone would like to consider their organization inclusive, offering chances to qualified applicants regardless of race, ethnic background, physical appearance, or gender. That, however, is not the case. A recent study led by Harvard University found that hidden bias is far more common than we think, and it sneaks into hiring

Employers can be held liable for racial bias for specific actions that they take against applicants and employees. Through vicarious liability principles, they can also be held liable for the actions of their employees. Hiring Decisions Employers are prohibited from basing hiring decisions off of an applicant’s race or color.

Employers and human resources staff are often put in the difficult position of trying to determine whether or not to conduct a workplace investigation. It can be taxing to decide whether information warrants an official workplace investigation. However, by following these guiding principles, this decision can be easier.   A Report