As more states legalize recreational and medical marijuana, employers and employees alike have questions about workplace drug policies and practices that may be outdated in light of recent legislative action.
On March 3, 2022, President Biden signed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 (the “Act”) into law. The Act was co-sponsored by a bipartisan coalition of senators and representatives in response to the #MeToo movement.
Significant changes to the Texas Labor Code regarding sexual harassment become effective September 1, 2021. These new provisions particularly impact smaller employers who were previously excluded from the definition of “employer” in the Texas Labor Code. In addition, the new statute identifies situations in which individuals, including managers, company owners, and HR professionals, can be sued and found liable for sexual harassment.
The recently passed Families First Coronavirus Response Act (FFCRA) makes some major changes for employers. This article covers some of the major FFCRA amendments as well as other key considerations for businesses.
Companies should keep in mind that their reaction to and handling of employee complaints can make all the difference in avoiding a costly legal battle.
Given the risks in signing and enforcing physician non-compete agreements, doctors and medical practices should ensure the agreement is enforceable and does not impermissibly interfere with the patient’s right to continuity of care.
Indemnification and advancement are important part of any executive employment agreement, but too often companies and their leadership do not opt for a bespoke agreement and rely instead on their standard documents. Learn why custom indemnification and advancement clauses can benefit both the company and its executives.
In anticipation of the sick leave ordinance going into effect Aug. 1, here is a summary of its application, requirements, and potential penalties.