Treaty Oak Employers’ Law Blog

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

Employers are often held responsible for the actions of their employers through vicarious liability principles. However, one way to guard against claims of discrimination or harassment is to develop clear and effective nondiscrimination policies and to follow the instructions included in these plans. Non-Discrimination Policies Nondiscrimination policies may be included

An Upjohn Warning is a disclosure to employees of a company that legal representation is not extended to individual employees but rather covers the company only. Upjohn warnings are typically issued when an internal investigation is ongoing, or if the company is being investigated by regulators. Sometimes called a Corporate

Minimizing workplace violence can help employers avoid liability and promote a more positive working environment. Some ways to accomplish this goal include: Having a Zero Tolerance Policy Explaining in clear language in the employee handbook and other materials that violence in the workplace will not be tolerated. Employees should have an

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.

Employer liability spans a broad range of potential issues. For example, an employer may still be held liable for the show even when another employee’s acts were intentional – such as when committing an act of violence or psychological abuse against a worker. However, by responding to all reports of workplace incidents and implementing

All businesses must be aware of the potential employer liability that can arise when there are employee claims of harassment. Understanding the relevant cases that have been adjudicated and their impact on employer obligations can help businesses develop a better understanding of their legal responsibilities. High profile cases can also help

One of the most common types of claims that workers allege is retaliation claims. For example, when a government employee reports illegal actions by their employer and is consequently treated poorly. Employers and human resource managers must take care to avoid retaliation claims based on their response to a workplace complaint. Protected