Employees are a big part of any business’s success and fostering a nurturing work environment can go a long way in building your company. However, some disputes are inevitable, making it important to have protocol in place for swiftly and effectively handling conflicts.
If you are concerned with employee issues, consult an experienced attorney on how to foster a positive workplace environment and prevent future issues. If you are facing formal complaints, a Texas employment lawyer at Sparks Law can also defend you in court or before a regulatory agency.
State and federal laws govern employment, and a company would be wise to adopt policies that adhere to these laws. Our experienced employment lawyers can help Texas employers by providing the following services:
If an employer faces accusations of workplace violations, the employment attorneys at our firm are prepared to defend them in court or in front of a regulatory agency. We understand Texas and federal law and can use this knowledge to build a strong defense.
The Fair Labor Standards Act (FLSA) sets the federal minimum wage, currently $7.25 per hour. Texas law is aligned with federal law, so all non-exempt employees must be paid at the federal rate. However, many exemptions allow employers to pay less. For instance, tipped employees may be paid less as long as their wage plus tips amount to $7.25 per hour. Employers can also deduct lodging and meals for onsite employees, such as live-in domestics. Some other exemptions include family members working in a family business, agricultural workers, certain youth and student workers, religious organization workers, and inmates.
Employers under the Texas Minimum Wage Act Sec. 62.201 must provide an income statement so all employees can see how much they were paid for each pay period. Texas law specifies that employers found underpaying employees will be liable for back pay and the same amount as liquidated damages. Our knowledgeable local attorneys can further explain these employment wage laws and help employers avoid issues.
Discrimination occurs when a person or group is treated unjustly because of their identity. To combat workplace discrimination, the Equal Employment Opportunity Commission (EEOC) mandates that businesses with at least one employee must pay equal wages to both sexes if they are doing the same job. Companies employing 15 to 19 people cannot discriminate against employees based on their race, religion, gender, sexual orientation, national origin, or disabilities. Along with the above prohibitions, businesses with at least 20 employees must not discriminate based on age.
Sexual harassment employment claims usually involve unwanted sexual advances in the workplace. However, an employee may also bring a claim for conduct that many would find offensive. For example, an employee who tells sexually explicit jokes may be at risk of receiving a sexual harassment complaint.
Employers should ask a dedicated attorney at Sparks Law to draft a grievance policy in the employee manual to address these issues. Employers who do not do anything to stop sexual harassment may face a civil lawsuit or appearance before a state or federal regulatory board. If a complaint escalates to this level, one of our experienced employment attorneys could rigorously defend the charge.
As a business owner, you strive to create a positive working environment for your employees. There are many documents and policies that can help achieve this goal and prevent issues from occurring down the line.
Consult a Texas employment lawyer on strategies for avoiding costly litigation and disputes. At Sparks Law, we are here to help implement preventative workplace practices and defend you should any conflicts arise. Call today to learn what we can do for you.
