EEOC regulations require employers to post notice of employee rights that protect employees from discrimination. These posters must be posted in conspicuous places. The EEOC has updated its “Know your Rights” posters. Employers should update their posters with the most
Kelly Hart Hallman LLP
Kelly Hart & Hallman LLP is a law firm with a history spanning over 45 years and a team of more than 160 attorneys. The firm publishes blogs that cover a range of legal topics including litigation, corporate and securities law, oil and gas and energy law, real estate, estate planning and wealth preservation, labor and employment, bankruptcy and business reorganization, environmental law, tax, healthcare law, and nonprofit organizations. Their content often addresses recent legal developments, court decisions, statutory changes, and practical implications for clients and practitioners. The firm also highlights involvement in legal education and professional organizations.
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Latest from Kelly Hart Hallman LLP - Page 6
COVID-19 is not a Natural Disaster under WARN
In the weeks and months following the start of the COVID-19 pandemic, many employers were faced with the need to quickly conduct substantial reductions in force. In making these decisions, the question frequently arose around whether an employer had to…
It Just Got Easier to Waive Arbitration
Many employers have implemented mandatory arbitration programs to resolve disputes with employees. When sued by an employee, an employer with a mandatory arbitration provision occasionally delays seeking an order compelling the lawsuit into arbitration. When a delay occurs, the party…
Federal Arbitration Act Amended to Preclude Mandatory, Predispute Arbitration Agreements of Sexual Assault, Harassment Disputes
On March 3, 2022, the President signed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021 (“Act”). The new law amends the Federal Arbitration Act to prohibit the enforceability of mandatory, predispute arbitration agreements and class…
OSHA’s On-Again, Off-Again Vaccine and Testing Mandate for Large Employers is On-Again—Happy Holiday Employers!
Enforcement of the Biden Administration’s three vaccine mandates (i.e., government contractor, CMS and large employer mandates) had been stayed or partially stayed by various federal courts. The OSHA Emergency Temporary Standard (ETS) applicable to most employers having 100 or more…
Learning from the Mistakes of Others
Some of the best lessons are those learned not through our own mistakes; but rather by the mistakes of others. We get all the same knowledge without the pain associated with learning by our own mistakes. Fifteen years ago, Radio…
Answering 10 Questions About OSHA’s Emergency Vaccine and Testing Mandate for Large Employers
On November 4, 2021, OSHA issued its Emergency Temporary Standard (“ETS”) on mandatory COVID-19 vaccination and/or testing. The ETS requires that employers with more than 100 employees require most employees get vaccinated or undergo weekly COVID-19 testing and masking. OSHA’s…
Governor Abbott Issues Executive Order Prohibiting Vaccine Mandates
On October 12, 2021, Texas Governor Greg Abbott issued an Executive order prohibiting businesses and employers from requiring employees and consumers who object to getting a COVID-19 vaccine for reasons of personal conscience, religious belief or medical reasons (including prior…
Federal Vaccine Testing Mandate for Large Employers is not Workable
Last week President Biden announced that he was directing OSHA to develop and publish an emergency temporary standard requiring employers with 100 or more employees to require employees to get a COVID-19 vaccination or undergo weekly testing. According to the…
Biden Directs OSHA to Issue Emergency Standard Mandating Large Employers Require COVID-19 Vaccinations of Workforce or Weekly Testing
Yesterday, President Biden announced that he is directing the Occupational Health and Safety Administration (“OSHA”) to engage in emergency temporary rule making and issue a standard requiring employers with more than 100 employees to cause their employees to either be…