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.
Recently board-certified employment attorney Camille Avant is adding another accolade to her trophy case this month: She has been recognized on the 2020 list of Super Lawyers Rising Stars published by Thomson Reuters.
In the last quarter of 2019, the U.S. Department of Labor issued two new rules regarding overtime and non-exempt employees under the Fair Labor Standards Act (FLSA). The rules mark the first significant update to the regulations governing regular rate requirements under the FLSA in over 50 years.
Congratulations to our own Camille Avant, who has earned her Certification in Labor and Employment Law by the Texas Board of Legal Specialization – a designation that fewer than 700 attorneys in Texas can claim.
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.
It’s that time of the year again – when employers should reflect upon the previous year and revise employee handbooks and employee policy and procedure guidelines to ensure that they are compliant with the most recent interpretations of both federal and state employment regulations. This can help employers reduce their risk of liability for future litigation, so long as employers…
The College of Labor and Employment Lawyers, a non-profit professional association honoring the leading lawyers nationwide in the practice of labor and employment law, has selected Clouse Brown PLLC name partner Keith Clouse as a fellow of the organization.
For the second consecutive year, “Best Law Firms” has named Clouse Brown PLLC a Tier 1 law firm in Dallas/Fort Worth for both Employment Law – Management and Litigation – Labor & Employment.
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.