employment law basics

8/7/2019 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


2/25

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


3/25

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


5/25

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).


10/25

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


12/25

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.


15/25

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.


16/25

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.


19/25

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.


24/25

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.


25/25

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.

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