On March 27, 2020, Congress passed and the President signed, the Coronavirus Aid, Relief, and Economic Security (CARES) Act. The Act appropriated $2 Trillion to preserve and stimulate the U.S. economy during the Coronavirus crisis. In addition to important economic relief provided to individual tax payers and government backed loans and grants to especially hard

The Families First Coronavirus Response Act that provides emergency paid leave and expanded FMLA rights to employees of small and mid-sized employers requires covered employer to post notice of rights and responsibilities under the Act in the workplace.  The U.S. DOL has posted model posters employers can use and post in conspicuous places where employees

On March 18, 2020, President Trump signed the Families First Corona Virus Response Act.  The Families First Act requires small and midsized employers to provide paid sick leave benefits and expanded FMLA leave to employees needing time away from work due to COVID-19 reasons.  While the Act provide others benefits, the FMLA Expansion Act and

The Texas Legislature ended its session last week without passing a bill that preempts municipalities from passing laws requiring private employers to provide paid sick leave to employees. Consequently, employers in Dallas and San Antonio must prepare for the implementation of the local paid sick leave laws that take effect August 1, 2019.

Dallas, San

During the 84th Legislative Session, the Texas Legislature passed an employment provision that allows employers to end the employment of employees that have misrepresented their military record.  While most Texas employees are at-will, this law will likely have little impact, however, it does provide the voiding of written contracts with employees where the employee has

Another legislative session ended with few changes affecting Texas employers on the labor and employment law front.  One bill that did become law is one that prohibits the sexual harassment of unpaid interns.  The law creates an offense if the employer’s agents or supervisors know or should have knowledge of conduct constituting sexual harassment was