Quick Article Summary In 2026, most Texas employers should treat COVID-19 as part of a broader respiratory illness policy rather than rely on outdated pandemic-era isolation rules. Healthcare employers may need stricter COVID-19 procedures than general workplaces because CDC healthcare…
Quick Article Summary Texas employers can have social media policies that protect confidential information, prohibit harassment, prevent misuse of company accounts, and set expectations for employees who speak on behalf of the business. Employers must be careful not to write…
Quick Article Summary Federal and Texas age discrimination laws generally protect workers who are 40 years of age or older from being treated less favorably because of age in hiring, firing, pay, promotion, discipline, layoffs, benefits, training, and other employment…
Quick Article Summary A benefits wrap document is an employer-created document that “wraps around” insurance carrier booklets and benefit certificates to help create a more complete ERISA plan document and summary plan description for employee benefit plans. Employers, not insurance…
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…
