Quick Answer: Can Employers Change Employment Terms Without Consent in Texas? Yes, generally. Texas employers can usually change an at-will employee’s work schedule, compensation, job duties, job title, or work location without obtaining the employee’s consent. Pay reductions must be…
Quick Answer: Can Employees Legally Record at Work in Texas? Yes, in many circumstances. Texas is a one-party consent state, meaning employees generally may record conversations in which they participate without notifying the other participants. Legal recording does not automatically…
Quick Article Summary Texas employers can allow Halloween costumes, decorations, contests, and workplace parties, but they should set clear expectations before the event so employees understand what is acceptable and what crosses the line. Costume rules should prohibit harassment, discrimination,…
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In 2026, most Texas employers should treat COVID-19 as part of a broader respiratory illness policy rather than rely on outdated pandemic-era isolation rules.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…
