Treaty Oak Employers’ Law Blog

Many Austin employers choose to conduct background investigations on potential job applicants. These investigations must be conducted in accordance with the Fair Credit Reporting Act (FCRA), which was created to promote fairness and accuracy in credit reporting. Under the FCRA, the definition of a credit report is very broad, and

Most private businesses know that they must comply with Title III of the Americans with Disabilities Act (ADA). When business owners think of the ADA and compliance, the things that come immediately to mind are physical accommodations such as wheelchair ramps and handicapped parking spaces. However, there is an increasing

Disparate treatment and disparate impact are two very different types of employment discrimination that use two very other tests to determine if illegal discrimination has occurred and if an employer may be liable for such discriminatory conduct. A better understanding of these terms and the potential liability they may impose

Legal professionals cannot be duplicated by a form. Laws are complex and navigating them competently involves some of the most intense education of any profession. Although LegalZoom may seem enticing when considering options for entity formation, it is not a good long-term choice for a business. Here are five reasons

The relationship between an owner, their business, and the business as a legal entity can be essential to the long-term success of the organization. Careful thought must be given to whether a business is best served as a corporation, a partnership, a joint venture, a limited liability company, a sole

Change and growth both come with growing pains. As the world fights for the equal rights of all, those growing pains can find people facing legal issues that have never been faced in the past. One of the newer issues that employers face in our new and changing world, is

When an employer becomes aware of employee claims of discrimination or harassment, there is an obligation to investigate those claims. Even when a problem appears limited in scope at first glance, a business that fails to take these types of claims seriously can find itself the subject of unwanted litigation

Employers who are made aware of a discrimination, harassment, or workplace violence claim by one of their employees must act quickly to address it. First, the employer should take steps to assure the employee who has come forward that he or she will be protected from adverse action based upon

The Rules of Evidence protects communication between attorneys and clients from being revealed to the other side during a dispute. It’s a basic concept found in federal and state rules of evidence throughout the country. It often comes into play when an employee or former employee alleges harassment or other