The Dallas City Council recently joined several other major Texas cities in passing a mandatory paid sick leave ordinance. The new rules (found in Chapter 20 of the Dallas City Code, and summarized in this memorandum from the City) are set to go into effect on August 1, 2019, for employers with 6 or more employees, and on August 1, 2021, for those with 5 or fewer employees. Although Dallas employers are encouraged to closely review the new rules and format internal policies accordingly, here is what you need to know to start that process: Read more ›
Starting today, Minnesota has one of the toughest wage theft laws in the country. The civil portions of Minnesota’s new Wage Theft Law, effective July 1, 2019, require employers to take the following additional actions:
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Connecticut has joined the growing number of states passing or enhancing laws aimed to deter sexual harassment in the workplace. On June 18, 2019, Connecticut Governor Ned Lamont signed into law a bill entitled “An Act Combatting Sexual Assault and Sexual Harassment” which expands Connecticut’s current sexual harassment training and notification requirements for employers. Read more ›
It’s hurricane season, and companies all along the Gulf should have a plan in place not only to address business continuity issues, but also the human resources and staffing questions that arise in the event of a natural disaster like a hurricane or flooding event. Our firm has prepared the attached employer guide addressing these practical questions for employers, including:
– Legal protections for employees who are absent due to a disaster or evacuation order;
– Payroll obligations for exempt or non-exempt employees who are absent because of a disaster;
– Practical impact of on-call time or employees volunteering to help during a disaster;
– Communication plan for coordinating reopening of operations in the aftermath of a disaster;
– Leave rights related to caring for family members during a weather event; and
– Checklist for preparing a disaster preparation plan for the HR Department.
The key to successfully handling a natural disaster as an organization is having a plan in place before the event occurs. If your company doesn’t have a plan, now is an excellent time to prepare one. If you have one already in place, the start of hurricane season is a great time to dust off the plan and update it.
Colorado employers should review and, if necessary, revise job applications to remove questions about criminal history.
Colorado has joined a growing number of states and municipalities to pass “ban the box” laws, which prohibit employers from asking job applicants about criminal convictions on job applications. Read more ›
On May 22, 2019, Colorado passed a new pay equity law which brings the state to the cutting edge of regulation in this area.
The Act, which will take effect on January 1, 2021, prohibits discrimination because of sex (including gender identity) and provides that employers may not pay an employee of one sex less than an employee of another sex for substantially similar work (measured as a composite of skill, effort, and responsibility). The Act allows employers to avoid liability for pay disparities if they can show that the disparity results from: Read more ›
The Texas legislative session has come to a close, and the much expected law banning cities from implementing sick leave ordinances and similar employment laws failed to make it to the Governor’s desk. The reason for the collapse of the proposed bill (which had broad support from Governor Greg Abbott and business groups) was perceived over-reaching in language that would have not only outlawed cities from passing sick leave laws, but any employment laws — including prohibitions on sexual orientation and trans-gender discrimination. Since Texas has no such protections in its state anti-discrimination law, the only protections on the books are local ordinances; and lobbying groups came out in force to protect these ordinances. This controversy sank the chances of the bill passing; and since the legislature meets only every two years, this issue is likely going to be left to the state courts to decide.
As it currently stands, the Austin sick pay ordinance has been enjoined by a state appellate court from taking effect. That case appears to be headed to the Texas Supreme Court, which will decide whether the law is constitutional. San Antonio has also passed a sick pay ordinance, scheduled to take effect August 1, 2019 for businesses with more than 15 employees. The San Antonio City Council is currently considering whether to postpone the effective date of its law to allow the Austin ordinance to be reviewed by the Supreme Court. Not to be outdone, Dallas passed its own sick pay ordinance in April 2019 to take effect August 1, 2019 for employers with more than five (5) employees. Notably, the law restricts the city from issuing penalties until April 2020, and there is a strong likelihood a lawsuit will be filed challenging its implementation, just like the one filed in Austin.
In sum, the Texas Legislature failed to bring some much needed clarity to this emerging trend of cities in Texas passing employment laws. The issue will be left for the courts to decide, and it is uncertain how long that will take or where the cases will ultimately end up for Texas employers.
The proposed Chicago Fair Workweek Ordinance, introduced in the City Council on May 29, 2019, would require certain Chicago employers to publish employees’ schedules two weeks in advance and limit their ability to change employees’ schedules or impose mandatory overtime and impose new record-keeping requirements. If enacted in its current form, the ordinance would take effect on April 1, 2020. Read more ›
What questions are considered illegal to ask during the interview process? Bethany Salvatore and Bryant Andrews discuss interview do’s and don’ts as well as best practices.
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