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Employment Law

Immigration plan: More penalties, mandatory E-Verify

03/11/2013
The immigration reform plan put forth by President Obama last month calls for increased penalties against employers for hiring undocumented workers. Plus, it would mandate employers’ participation in the electronic E-Verify system within five years.

What are wage-and-hour implications of tracking time for telecommuters?

03/07/2013

Q. We recently started permitting two of our employees to telecommute on certain days of the week. We are concerned with tracking these employees’ hours. What are the wage-and-hour concerns we should be aware of for telecommuting employees?

When equipment must start up, when does work begin?

03/07/2013
Q. When our employees come in to work, they spend part of their time getting their equipment running. Do we need to compensate them for that time?

Mexico revamps labor law, with implications for U.S. firms

03/07/2013
For the first time in 40 years, Mexico has instituted significant labor reforms, a move that has far-reaching implications for its em­­ployers as well as U.S. companies doing business there.

Eye care company sees the error of its pay ways

03/07/2013
Fort Worth-based Alcon Laboratories has agreed to pay $199,443 in back wages to 342 assemblers, material handlers and production technicians at its Houston facility.

Scooter Store settles suit alleging it violated ADA

03/07/2013
New Braunfels-based mobility aids retailer The Scooter Store has settled a disability discrimination suit with the former manager of a store in New York. The manager claimed the store fired him after he requested a leave of absence to care for his psoriatic arthritis.

Courts cracking down on pro se litigants

03/07/2013
Employers that face lawsuits from employees who act as their own lawyers know it’s hard to get those cases dismissed. But judges are becoming more sensitive to this problem—and less tolerant of pro se litigants.

It’s up to employee to connect dots between alleged bias, protected status

03/07/2013
The fact that a worker may endure slights, insults or even plots to drive him out of the job aren’t necessarily the basis for liability. It’s up to the employee to prove a connection between incidents and something like his race, age, disability or other protected characteristic.

Employee complains and then quits? Investigate anyway, to prove what happened

03/07/2013
When you get a discrimination or harassment complaint, it’s essential to launch an immediate investigation. If the employee quits, continue the investigation. That way, in case of a lawsuit, you can show the court you took the complaint seriously.

Name-calling may be just the tip of the iceberg

03/07/2013
If you are receiving reports that a manager or supervisor is engaging in name-calling, look beyond the obvious problem. It just may be that discrimination is a pervasive problem. It’s your job to bring it to light before it’s too late.