A legal firm specializing in employment Law in Dallas TX can help your business maneuver the maze of rules and regulations regarding hiring, training and supervising employees. Small businesses have a lot to contend with when it comes to employees. Even if you have a human resources department, an employment law firm can advise you regarding proper implementation of federal and state regulations.
New business owners may be unfamiliar with current employment law in Dallas TX. Federal and state laws regarding minimum wage, the Americans with Disabilities Act (ADA), Family and Medical Leave Act, right-to-work, background checks, military leave and Fair Labor Standards Act, among others, must be addressed by your company. Employment laws are updated more often today than ever, partly due to the rise of technology and social media. It is the employer’s responsibility to keep track of changing laws and ensure that your company follows them. If not, you may be subject to fines and other disciplinary actions from federal or local government.
American with Disabilities Act (ADA)
Passed in 1990, the ADA stipulates that employers with 15 or more employees can’t discriminate against people with disabilities in hiring, training, pay, promotion, termination or the application process. The definition of “disability” varies on a case-by-case basis. Some common disabilities are blindness, being confined to a wheelchair, deafness, some types of mental illness or a learning disability. If a person uses a medical device, such as a hearing aid, to return their status to what is considered normal, they aren’t covered by the ADA. The disability must make the employee unable to perform a wide range of jobs, not just one job. A person unable to stand for long periods due to a health problem may still be able to work sitting a computer, for example.
Family and Medical Leave Act
If you have 50 or more employees, you must comply with the Family and Medical Leave Act. This act guarantees workers a minimum amount of time off for medical problems or family obligations. To be eligible, an employee needs a year of continuous employment and 1,250 hours of work time prior during the year prior to the leave.
Employers don’t need to pay employees who take Family and Medical Leave, but they must let the employee return to their position and continue their health coverage. Employees are entitled to unpaid family and medical leave for several reasons, including birth of a child and care during a newborn’s first year; care of a spouse, parent or child with a serious health condition or a serious medical condition that interferes with an employees’ ability to perform his or her job. For more specifics regarding the Family and Medical Leave Act, consult a law firm that handles employment law in Dallas TX.
Simon/Paschal PLLC employment law in Dallas TX can represent your company in all matters pertaining to federal and state employment law. We will help you prevent potential lawsuits from employees or prospective employees by advising you regarding employment regulations. If you are faced with a lawsuit, our legal team will give you the best litigation and pre-litigation assistance to ensure a good outcome for your business. Call us today at 972-893-9340.
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