On June 11, 2013, the EEOC sued Dollar General and BMW for barring from employment persons who have been convicted of certain crimes.  The EEOC argues in these cases and other suits that a policy barring persons from employment … Continue reading →

Clarity and brevity have never been the hallmark of government forms.  Instead, the government typically produces forms that seem longer than necessary.  Welcome the new and (perhaps) improved I-9 form that all employers will be required to utilize as of … Continue reading →

At this time of year, I reflect about how I can improve my business, my health, and my personal life by focusing not only on my positive habits but also on how best to modify unsuccessful routines. Drawing upon my personal practices, … Continue reading →

The Department of Labor can and will show up at your business unannounced.  Most often, a disgruntled current or former employee spurs the audit with a phone call.  That call nearly always leads to either a letter announcing the audit … Continue reading →

Facebook turns 8 on February 4, 2012.  In that relatively short period of time, social media has dramatically changed the workplace.   The long-term implications are only beginning to surface.  This newsletter discusses five critical issues employers should consider as we … Continue reading →

My last newsletter discussed the sometimes complex way in which the Family Medical Leave Act (“FMLA), Americans with Disabilities Act (“ADA”), and the Texas Worker’s Compensation Act (“TWCA”) interact when an employee requires a leave of absence for medical reasons. … Continue reading →

An Employee Handbook should be the most effortless and trouble-free document an employer maintains. All too often, though, it lands into two equally inefficient and useless categories. On one hand, there is the slacker Handbook, a pile of unbound pages … Continue reading →

Firing an employee may seem simple enough, but missteps in the termination process may initiate a slippery slope to the litigation process. When dismissing an employee, we suggest that employers: (i) succinctly state the reason for termination; and (ii) develop … Continue reading →