Quick Article Summary Texas employers can usually enforce reasonable attendance and no-call no-show policies, but they should not rush to terminate an employee without first checking for medical, disability, FMLA, safety, or communication-related issues. A job abandonment policy should clearly…
Quick Article Summary Private-sector employees in Texas generally have the right to discuss wages, complain together about working conditions, organize a union, refuse to support a union, and participate in protected concerted activity under the National Labor Relations Act. A…
Quick Article Summary Texas employers should take employee complaints seriously, document the concern, avoid retaliation, and respond through a consistent process that protects both the business and the employee. Some employee complaints may involve legally protected activity under federal or…
Quick Article Summary Texas employers can use artificial intelligence in the workplace, but AI tools must be managed carefully because existing employment laws still apply to hiring, promotion, discipline, termination, disability accommodations, background checks, and employee monitoring. Employers should never…
Quick Article Summary Workplace culture is not built through expensive perks but through consistent leadership behaviors, communication, and accountability that cost little to implement. Small businesses can improve morale quickly by focusing on recognition, clarity, fairness, and communication, rather than…
Quick Article Summary Employers must provide religious accommodations under Title VII of the Civil Rights Act of 1964, unless doing so creates an undue hardship. The U.S. Supreme Court recently raised the standard for “undue hardship,” requiring employers to show…
Quick Article Summary Texas employers are not required to allow employees access to their personnel files, but federal laws require strict handling of medical and sensitive information. Employers must separate personnel files, medical records, and I-9 documents to comply with…
Quick Article Summary Texas employers generally have the legal authority to require employees to work from a specific location, including requiring in-office work or restricting remote employees to certain states, because Texas follows strong at-will employment principles unless contracts or…
Quick Article Summary Only Applicable Large Employers (ALEs) — generally those with 50 or more full‑time and full‑time equivalent employees — must comply with the ACA’s employer mandate, offering minimum essential health coverage that is affordable and meets the minimum…
Quick Article Summary Employers may change schedules or close operations due to dangerous weather, but pay obligations depend on exempt vs non‑exempt status and whether work is performed. If hourly workers cannot safely get to work because of weather, you…
