Quick Article Summary Texas employers must understand different legal obligations based on business size: fewer than 15 employees (general attendance policies), 15 or more employees (ADA compliance), and 50 or more employees (FMLA compliance). Effective management of excessive absences requires…
Quick Article Summary When an employee suddenly quits, promptly assess critical tasks, communicate clearly with your team, and redistribute responsibilities effectively. Establishing detailed Standard Operating Procedures (SOPs) significantly reduces the impact of unexpected departures by documenting essential roles and procedures….
Quick Article Summary Issuing written warnings requires clear communication, specific documentation, and compliance with employment laws to protect both the employer and employee. Effective warnings clearly outline performance expectations, consequences of continued issues, and provide a roadmap for improvement. Avoid…
Quick Article Summary A structured onboarding process significantly improves new employee retention, boosts productivity, and enhances overall job satisfaction. Effective onboarding includes clear communication, goal-setting, mentorship, thorough training, and continuous support beyond the initial weeks. Common onboarding mistakes to avoid…
Quick Article Summary The U.S. Citizenship and Immigration Services (USCIS) has released a revised Form I-9 with minor updates, including changes to statutory language and document descriptions. Employers enrolled in E-Verify can now utilize a DHS-authorized alternative procedure for remote…
Quick Summary Federal law, primarily through the Age Discrimination in Employment Act (ADEA), protects employees aged 40 and older from workplace discrimination and sets guidelines employers must follow. Texas law supplements federal protections with specific requirements related to youth employment,…
Quick Article Summary Texas businesses hiring remote workers outside of Texas must ensure compliance with the employment laws specific to each remote employee’s state to avoid legal penalties. Managing payroll and unemployment insurance obligations becomes more complex, requiring registration and…
Quick Summary Define Core Values – Establish company values that align with your business goals and employee expectations. Lead by Example – Company culture starts at the top; leadership must embody the values they promote. Foster Open Communication – Encourage…
Quick Summary ICE can visit a workplace for Form I-9 audits, employee investigations, or enforcement actions. Keep your documentation organized and conduct regular internal audits. Develop a preparedness plan with legal counsel to ensure compliance. Train staff on their rights…
Quick Summary What’s the difference? A W-2 employee works directly for an employer, receiving wages and benefits, while a 1099 contractor is self-employed and works independently. Why does it matter? Misclassifying workers can result in fines, back wages, tax penalties,…
