INDIAN EMPLOYMENT LAW LABOUR LAW AND CONTRACT LAW INDIAN EMPLOYMENT LAW LABOUR LAW AND CONTRACT LAW.
Employment Law Basics
Transcript of Employment Law Basics
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EMPLOYMENTLAWBASICS
DavidTiede,Director
TexasConsumerComplaintCenter
Employment
Law
in
50
minutes? Animpossibletask.
Rocketscience?
EmploymentLaw ahighlytechnicalarea.
Whenindoubt,askaspecialistin
employmentlaw.
Doyoudoyourownelectricalwork?
Whoneedsalawyer?
Everyone: EmployeesandEmployers
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UsefulInternetSites:
TexasWorkforceCommission:
www.twc.state.tx.us
U.S.DepartmentofLabor:
www.dol.gov
EEOC: www.eeoc.gov
TexasAssociationofBusiness:
www.txbiz.org
JustaFew of the LawsThatApplyto
Employment: TitleVII
AmericansWithDisabilitiesAct(ADA)
FairLaborStandardsAct(FLSA)
FamilyMedicalLeaveAct(FMLA)
PregnancyDiscriminationAct(PDA)
AgeDiscriminationInEmployment(ADEA)
FairCreditReportingAct
EqualPayAct
UniformedServicesEmploymentandReemploymentRights(USERRA)
ERISA
OccupationalHealthandSafetyAct(OSHA)
COBRA
HIPAA
TexasPaydayLaw
TexasCommissiononHumanRightsAct
TexasUnemploymentCompensationAct
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AtWillEmployment
TexasisanAtWillEmployment State:
absentaspecificagreementtothecontrary
employmentmaybeterminatedbytheemployer
ortheemployeeatwill,forgoodcause,bad
cause,ornocauseatall.
AtWillEmployment,cont.
SomeRestrictionstoTerminationof
Employment,including:
Discrimination
Retaliationforfilingaclaimorassertingrights
Refusaltodoanillegalact
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AtWillEmployment,cont.
WrittenContract
Acontractisalmosttheonlywaytoprovethanan
employerhasrestrictedtheabilitytoterminatean
employeeatwill.
Notsofastemployers: evenwithoutacontract,if
employerhasusedparticularproceduresorstandards
inthepastterminationsofothers,mightfaceliabilityif
youdontfollowtheminthefuture
EmployeeHandbookisgenerallynotenoughtosupport
acontract argument.
TexasPayDayLaw
Payemployeesinfullandontime TerminatedEmployeesmustbepaidnolaterthan6th
dayaftertermination
Employermayonlywithholdwagesfromemployeeif: Courtorder
writtenauthorizationfromemployee
Stateorfederallawauthorizeswithholding
NoTexasstatelawallowsgarnishment ofwages Federallaw ex:U.S.Dept.ofEducationauthorizedto
withholdforstudentloanpayments
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FairLaborStandardsAct(FLSA)
NationalPolicyonminimumwagesandovertimepaymentsforcovered employersandemployees.
WhatDoesFLSAProvide? FederalMinimumWage:$6.55/hour($7.25/hour
effectiveJuly24,2009)(Texaslawmirrorsfederalwage.)
Overtime:1 timestheregularrateofpayforallhoursworkedover40inaworkweek
IfTexaslaworunionagreementprovidedgreaterprotectionorpaytotheemployee,thoseprovisionsapply.
FLSA,
cont. WhatEmployersareCovered?
Businesseswith$500Kannualsales/revenue almostcertainlycovered
Publicagencies,schools,hospitals,etc coveredevenifrevenuebelow$500K
Businesseswithemployeesengagedininterstatecommerce suchas: Communications regularuseofmailsortelephonesin
interstatecommerce. Transportation handle,ship,orreceivegoodsininterstate
commerce
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FLSA,cont.
Exemptv.nonexemptstatusisthemostlitigated
issueinfederalcourts.
TheFLSAhasapproximately30separateexemptions
fromminimumwageand/orovertimerequirements
Ifyouhaveanydoubts,youprobablyneedalawyerto
helpyoufindtheanswer.
Complex,casebycase,analysis:
Texas
Fireworks
Stands
held
to
be
covered
by
FLSA
becausetheydonotfallunderseasonalamusement
orrecreationalestablishment exemption.
FLSA,
cont
WhatTypesofEmployeesareCovered?
Bluecollar employees
Employeeswhoregularlyperformmanuallabor(suchas
carpenters,electricians,mechanics,plumbers,construction
workers,etc.)orlawenforcementandemergencypersonnel.
Anyoneearninglessthan$23,660/year.
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FLSA,cont.
WhatTypesofEmployeesareexempt?
whitecollar employees executives,administrators,
professionals,computeremployees,etc., earning
salaryofmorethan$23,660/year.
highlycompensatedemployees earning$100K/year
or
more
FLSA,
cont. PenaltiesforViolatingtheFLSA:
Amountofunpaidminimumwagesandovertime:
Additionalliquidateddamages equaltotheunpaidwagesandovertime: Ifgoodfaith andreasonablegrounds tobelieveFLSA
wasnotbeingviolated,courtcouldsetasideliquidateddamageaward.
Attorneysfees;and
Costsofthelawsuit
Employersarepresumedtoknowthelaw 2yearstatuteoflimitations;3yearsifwillful
violation
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FamilyMedicalLeaveAct
U.S.policythatqualifyingemployeesbegrantedfamilyormedicalleave.
Appliestoemployerswith50+employeesworkingeachworkdayduring20ormorecalendarweeks(includingtemporary workers)
Appliestoemployeeswho: Workedatemployeratleast12months,and
Workedatleast1,250hours(25hours/week)during
last
12
months,
and Liveswithin75milesofatleast50peopleworkingfor
thesameemployer
FMLA,
cont. QualifiedFamilyLeave:
Birthofsonordaughter
Placementofchildwithemployeefor
adoption/fostercare
Exigencies relatingtoafamilymemberwhois
onactivemilitaryduty(waitingforDept.ofLabor
definitions)
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FMLA,cont.
QualifiedMedicalLeave tocareforaserious
healthcondition for:
son,daughter,spouse,orparent
theemployeeherselforhimself,iftheemployeeis
unabletoperformthefunctionsofthejoborposition
nextofkin,iftherelativeisintheArmedForces
Documentation Employermayrequire
documentationoftheconditionthatisthebasis
oftherequest.
FMLA,
cont. Actprovidesforupto12weeksofleaveper
12monthperiodforeligibleemployeeswith
validmedicalorfamilyreasonsforleave.
Employerisgenerallynotresponsible forpaytoemployeeonleave(thoughmayuse
accruedsicktime,vacation,orpersonalleave
duringthistime).
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FMLA,cont.
ViolationsofAct employeemaysueand
recover:
Economicdamagessuchaslostwagesorsalary,
benefits,outofpocketexpenses,interest;
Liquidateddamagesequaltoactualdamages;
Reinstatement,promotion,orotherequitable
relief:
Attorneysfees,andcourtcosts.
HealthInsurancePortabilityand
Accountability
Act
(HIPPA)
Lawdesignedtomakeiteasierforemployees
whochangejobstobecomeinsuredwithnew
employerswithoutbreaksincoverage,and
providesprotectionsrelatedtoconfidentiality
andsecurityofhealthdata.
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HIPPA,cont.
PreExistingConditions HIPPAgenerallylimitsexclusionofcoverageforpreexistingconditionsto12months(18monthforthosewithbreaksincoverage).
Monthformonthcreditforpriorcontinuouscoverage meansemployeeswhohavehadcoveragefortheprevious12monthsshouldhavenoperiodofexclusionatall.
Not
continuous if
break
of
63
days
or
more
in
coverage Pregnancyisconditionwhichmaynotbeexcludedfrom
coverage.
HIPPA,
cont. PrivacyProtections Lawlimitsthereleaseof
privatehealthcareinformation,provides
safeguardsforthatinformation,requires
disclosuresbyprovidersofprivacypolicies,
andallowspatientsaccesstotheirown
medicalrecords.
That
form
you
have
to
sign
at
the
doctors
office
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HIPPA,cont.
NonDiscriminationProvisions Prohibitsgrouphealthplansfromdiscriminating(indeterminingeligibilityorsettingpremiums)againstthoseseekingcoveragebasedupon: Healthstatus
Medicalcondition(physicalormental)
Geneticinformation
EvidenceofInsurability
But,
discounts
can
be
provided
for
wellnessprogramsorincentivestopromotehealthandpreventdisease. (suchasnonsmokers,etc.)
COBRA
Lawdoesnotrequireemployerstooffer
groupmedicalinsurancecoverage,butifthe
employerdoesoffersuchcoveragelawallows
employeetoelecttokeepcoverageattheir
ownexpenseiftheyleaveemployment
CoveredEmployers:20+employeesandgroup
healthplan
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COBRA,cont.
QualifyingEventsforEmployee:
Employeeleavesjob
Employeeisfired(aslongasnotgross
misconduct)
Reducedhoursresultinlossofcoverage
Employersbankruptcy
Employeebecomeentitledtomedicare
COBRA,
cont. QualifyingEventsforSpouse/Dependentsof
Employee:
Employeedies
Divorce/legalseparation
Dependentchildceasestobedependantbased
uponage,marriage,orcompletionofschooling
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COBRA,cont.
RequiredCOBRANotificationstocoveredemployeesandbeneficiaries:
InitialNoticeofCOBRARights Planadministrator(usuallyemployer)mustsendmodelnoticeofCOBRAbenefitswithin90daysoftheemployeeorbeneficiarybecomingcoveredbyCOBRA
QualifyingEventNotice Planadministrator(usuallyemployer)mustsendmodelnoticeof
qualifyingevent with14daysofreceivingnoticeoftheevent.
COBRA,
cont. EmployeeElection Employeemustmake
electionwithin60days,andbeginmaking
paymentswith45daysofelectionifemployee
electstocontinuecoverage.
Generally,employeecancontinueCOBRA
coveragefor18months.
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DiscriminationandHarassment
Threemainstypesofprohibitedconduct:
Discrimination
Harassment
Retaliation
DiscriminationDiscrimination generallyunlawfultorefuseto
hire,tofire,ortotreatdifferentlyin
compensationorworkconditionsbasedupona
protectedclassification:
Race,color,nationalorigin,gender,disability,age,
religion,etc.
Disparatetreatmentvs.disparateimpact
Defense:
legitimate
non
discriminatory
business
reasons.
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Harassment
harass[huhras,haruhs]verb(usedwithobject)
1. todisturbpersistently;torment,aswithtroublesorcares;
bothercontinually;pester;persecute.
2. totroublebyrepeatedattacks,incursions,etc.,asinwar
orhostilities;harry;raid.
Employment
Harassment Harassment forgetthedictionarydefinition.
Harassmentisprohibitedconductdistinctfrom
hiringandfiringdecisions.
TwoTypesofHarassment:
Quidquopro(sexualharassment)
HostileWorkEnvironment
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Quidquopro sexualharassment
Unwelcomesexualadvances,requests,or
conductwheresubmissiontotheconductis
usedasthebasisforanemployment
decision orisexplicitlyorimplicitlymade a
conditionofemployment.
Forcedtochoosebetweensubmissiontosexual
advancesandemploymentbenefits.
Hostile
Work
Environment Lookstothegeneralatmosphereofthe
workplace,suchasverbaland/orphysicalconductthatunreasonablyinterfereswithanindividualsworkorperformance orcreatesanintimidating,hostile,oroffensiveworkingenvironment.
Thistheoryisnotjustrestrictedtosexual orgenderbasedharassment. Possibletohavea
hostile
work
environment
based
upon
race,
age,
disability,etc notageneralcivilitycode.
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HostileWorkEnvironment,cont.
Mustprovesevereandpervasive conduct.
Reasonablepersonstandard wouldtheconduct
substantiallyaffecttheworkenvironmentofa
reasonableperson?
notthehypersensitiveperson standard
Butitisthereasonablepersonviewfromthevictims
perspective:
Ex: onlywomaninanallmaleofficemayfindsomething
offensivethathermalecoworkersbelievetobefine.
Hostile
Work
Environment,
cont. Unlesstheconductisquitesevere,asingleincidentor
isolatedincidentsofoffensivesexualconductorremarksgenerallydonotcreateanabusiveenvironment. TheNword isonceenough?
TheSupremeCourtsaysno:mereutteranceofanethnicorracialepithetwhichengendersoffensivefeelingsinanemployeewouldnotaffecttheconditionsofemploymenttoasufficientlysignificantdegreetoviolateTitleVII.
Couldoneincidentsuffice?
The
EEOC
says
yes:
The
Commission
will
presume
that
the
unwelcome,intentionaltouchingofachargingparty'sintimatebodyareasissufficientlyoffensivetoaltertheconditionofherworkingenvironmentandconstituteaviolationofTitleVII.
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HostileWorkEnvironment,cont.
Factorsinthesevereorpervasivedetermination: thefrequencyoftheconduct,
theseverityoftheconduct,
whetherornottheconductisphysicallythreatening
orhumiliating,
whetherornottheconductinterfereswiththe
employeesjobperformance,
what
context
the
conduct
occurs
in,
and thetotalityofallthecircumstances.
Retaliation Retaliation whenanemployertakesan
adverseaction againstacoveredindividual
becauseheorsheengagedinaprotected
activity. CoveredIndividual peoplewhohaveopposedunlawful
practices,participatedinproceedings,orrequested
accommodationsrelatedtoemploymentdiscrimination
basedonrace,color,sex,religion,nationalorigin,age,or
disability.
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Retaliation,cont.
AdverseAction isanactiontakentotrytokeepsomeonefromopposingadiscriminatorypractice,orfromparticipatinginanemploymentdiscriminationproceeding,suchas: employmentactionssuchastermination,refusaltohire,anddenialof
promotion,
otheractionsaffectingemploymentsuchasthreats,unjustifiednegativeevaluations,unjustifiednegativereferences,orincreasedsurveillance,and
anyotheractionsuchasanassaultorunfoundedcivilorcriminalchargesthatarelikelytodeterreasonablepeoplefrompursuing theirrights.
Notpettyslightsandannoyances,suchasstraynegativecommentsin
an
otherwise
positive
or
neutral
evaluation,
"snubbing"
a
colleague,
or
negativecommentsthatarejustifiedbyanemployee'spoorworkperformanceorhistory.
Retaliation,
cont. Protectedactivityincludes:
Oppositiontoapracticereasonablybelievedtobe
unlawfuldiscrimination,suchas:
Complainingtoanyoneaboutallegeddiscrimination
againstoneselforothers;
Threateningtofileachargeofdiscrimination;
Picketinginoppositiontodiscrimination;or
Refusingtoobeyanorderreasonablybelievedtobe
discriminatory.
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Retaliation,cont.
Protectedactivityincludes: Participationinanemploymentdiscrimination
proceeding. eveniftheproceedinginvolvedclaimsthatultimatelywere
foundtobeinvalid.
Examplesofparticipationinclude: Filingachargeofemploymentdiscrimination;
Cooperatingwithaninternalinvestigationofallegeddiscriminatorypractices;or
ServingasawitnessinanEEOinvestigationorlitigation.
Aprotectedactivitycanalsoincluderequestingareasonableaccommodationbasedonreligionordisability.
TitleVII The1964CivilRightsAct
BasicSourceforModernEmploymentLaw
TexasCommissiononHumanRightsActessentially
mirrorsTitleVII similarproceduresforstatecourt
lawsuitswithminorchanges.
Appliestoallemployerswith15ormoreemployees.
Prohibitsdiscriminationand harassmentbasedupon
race,color,nationalorigin,gender,orreligion
In1964,thiswasallaboutrace,genderwasanafterthought
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TitleVII,cont.
ExhaustionofAdministrativeRemedies
MustfileachargeofdiscriminationwiththeEqual
EmploymentOpportunityCommission(EEOC)
within300days,becauseTexasstatelawalso
prohibitstheconduct
Texaslaw:mustfileachargewiththeTexas
CommissiononHumanRightsActwithin180daysif
youwanttosueunderstatelaw.
EEOChasaform checktheboxes
Title
VII,
cont. EEOCmayinvestigateyourclaim,ormerely
issueyouarighttosue letter.
Youmayalsorequestarighttosueletter
immediatelyuponfiling.
MustfileTitleVIIsuitinFederalCourtwithin
90daysofreceivingtherighttosue letter.
Texaslaw Mustfilewithin60daysfromreceipt
ofrighttosue letterifyouwanttosueunder
statelawinsteadofTitleVII.
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TitleVIIRemedies
Ifyouprevailincourt,youmayrecoverdamagesfor: lostpay,promotions
mentalanguish,
attorneysfeesandexpertandcourtcosts.
Thecourtmayalsofindyouentitledtobehired,promoted,orreinstated.
Iftheconductwasintentional,oriftheemployeractedwithmaliceorrecklessindifference,thecourtmayalsoawardpunitivedamages.
AgeDiscriminationinEmployment
Act
(ADEA)
Maynotdiscriminateagainstemployeesonthe
basisofage(40andover).
Coversemployerswith20+employeesforeach
workingdayfor20weeksincurrentorpreceding
year.
BonaFideOccupationalQualifications
Lawrecognizesthatwithagesomephysicalabilitiesare
diminished allowsmandatoryretirementagesforcertainoccupationssuchaspilots,lawenforcement,firefighters,
etc.
GenerallyusesTitleVIIstandardsandprocedures.
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AmericansWithDisabilitiesAct(ADA)
Protectsqualifiedindividualwithadisability fromdiscrimination.
Anindividualwithadisabilityisapersonwho: Hasaphysicalormentalimpairmentthatsubstantiallylimitsoneor
moremajorlifeactivities;
Hasarecordofsuchanimpairment;or
Isregardedashavingsuchanimpairment.
Majorlifeactivitiesincludethingslikecaringforoneself,walking,seeing,hearing,speaking,working,sitting,standing,lifting,sleeping,thinkingorconcentrating,interactingwithothers,etc. Temporary,nonchronicconditionsarenotdisabilities.
Thequestionofwhoisdisabled underthelawisacasebycaseandfactintensiveanalysis.
ADA,
cont. Qualifiedindividualwithadisability isapersonwho
meetsthefundamentalqualificationsofthejob,andcanperformthejobwithorwithoutreasonableaccommodations.
Reasonableaccommodationmayinclude,butisnotlimitedto: Makingexistingfacilitiesusedbyemployeesreadily
accessibletoandusablebypersonswithdisabilities.
Jobrestructuring,modifyingworkschedules,reassignment
to
a
vacant
position; Acquiringormodifyingequipmentordevices,adjustingor
modifyingexaminations,trainingmaterials,orpolicies,andprovidingqualifiedreadersorinterpreters.
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ADA,cont.
Anemployerisrequiredtomakeareasonableaccommodationtotheknowndisabilityofaqualifiedapplicantoremployeeifitwouldnotimposean"unduehardship"ontheoperationoftheemployer'sbusiness.
Unduehardshipisdefinedasanactionrequiringsignificantdifficultyorexpensewhenconsideredinlightoffactorssuchasanemployer'ssize,financialresources,andthenatureandstructureofitsoperation.
ADA,
cont. But,therearelimits:
Anemployerisnotrequiredtolowerqualityorproductionstandardstomakeanaccommodation;
Notobligatedtoprovidepersonaluseitemssuchasglassesorhearingaids:
notrequiredtoappointthedisabledpersontoa
new
job
that
does
not
already
exist. Warningtoemployers:withtechnologyandmedical
advances,thingschangequicklyinthisareaofthelaw. theinsulindependentpoliceofficer.