Clouse Dunn LLP : LEGAL UPDATES

LEGAL UPDATES

  • Negligence Actions in Texas Against an Employer

  • Employment Law Issue: Reference Letter as a Condition of a Settlement Agreement or a Separation Agreement

  • Breach of Fiduciary Duty by an Employee

  • Brrr!  Establishing Employment Policies for Inclement Weather

  • Telecommuting: Employment Law Legal Risks

  • United States Supreme Court Recognizes Third-Party Retaliation Claim

  • Who Qualifies as an "Employer" Under Title VII of the Civil Rights Act of 1964?

  • EEOC Reports Workplace Discrimination Charges at All Time High

  • Making the Most of Your First Consultation with an Employment Lawyer to Discuss a Non-Compete Matter

  • Dallas Court Vacates Arbitration Award in Employment Matter

  • Fifth Circuit Court of Appeals Addresses FLSA Issue

  • Hiring an Employment Law Attorney to Conduct Employee Training Sessions

  • Fifth Circuit Court of Appeals Resolves ERISA Issue

  • Hiring a Job Candidate Who Is Bound By a Non-Compete Agreement

  • Texas Supreme Courts Addresses Workers' Compensation Issue

  • Hiring a Job Candidate Who Is Bound By a Non-Compete Agreement

  • Fifth Circuit Court of Appeals Issues Opinion Regarding Disability Discrimination

  • Understanding the "Minor" Provisions in an Employment Agreement

  • EEOC Issues Press Release Regarding 2010 Statistics

  • U.S. Court of Appeals for the Fifth Circuit Affirms Decision in Sarbanes-Oxley Act Matter

  • 'Tis the Season to Go Shopping…and for Employers to Enforce Employment Policies Regarding Internet Use

  • EEOC Issues Final Regulations Regarding the Genetic Information Nondiscrimination Act

  • Employers May Need to Implement Social Media Employment Policies

  • Hosting an Office Party--Avoiding Unintended Legal Consequences

  • Terminating an Employee Who Belongs to a Protected Class

  • Employment Law Issue: Addressing Short-timers' Syndrome

  • Employers May Need to Update Employee Handbooks for Calendar Year 2011

  • What Are an Employer's Obligations Regarding Pay Earned During Holiday Weeks?

  • When an Employer and an Employee Settle an Employment-Related Dispute, What is Included in the Settlement Agreement?

  • Halloween Parties at Work: A Trick or a Treat?

  • Minority Shareholder Oppression In Texas & Majority Shareholder Tax Returns When An Irresistible Force Meets An Immovable Object

  • Texas Supreme Court Enforces Arbitration Agreement in Employment Discrimination Matter

  • Mediation May be Best Option for Resolving an Employment Law Dispute

  • Can an Employee Waive His or Her Right to Receive Overtime Compensation?

  • A Physician Non-Compete Agreement Must Include a Buy-Out Provision

  • Receiving a Dismissal Notice from the EEOC

  • Texas Employers and Employees May Waive Their Rights to a Jury Trial

  • Fifth Circuit Rules for Dallas County District Attorney's Office in Discrimination Matter

  • Hiring an Attorney to Handle a Non-Compete Matter

  • An Executive Should Hire Employment Counsel When the Writing is On the Wall

  • An Employer May Need An Employment Policy Addressing Gifts, Meals and Entertainment

  • Employers May Bind Employees with Non-Disclosure Agreements

  • Fifth Circuit Reverses Summary Judgment in ERISA Matter

  • Retrieving Personal Data From a Company-Owned Computer After a Termination

  • A Texas Temporary Restraining Order Can Prevent an Ex-Employee from Competing with a Former Employer

  • Dallas Employment Attorney Keith Clouse: Don't Save Personal Data on Company-Owned Computers

  • Contact Counsel Before Terminating Employees

  • Money Alone Cannot Buy a Non-Compete Agreement with a Texas Employee

  • United States Department of Labor's Wage and Hour Division Issues a Fact Sheet Regarding Break Time for Nursing Mothers

  • Can an Employer "Force" its Employees to Clock Out for a Lunch Break?

  • Fifth Circuit Court of Appeals Addresses Fair Labor Standards Act Issue

  • Most Employment Law Matters Do Not Proceed at the Pace of Courtroom Television Dramas

  • Fifth Circuit Court of Appeals Rules that an Employee Does Not Always Need to Comply with Employer's Heightened FMLA Notice Policy

  • Fifth Circuit Court of Appeals Addresses Texas Employment Contract Issue

  • Dallas Employment Law Attorney Keith Clouse Believes Treating Employees with Respect Leads to Fewer Employment Lawsuits

  • Settling an Employment-Related Lawsuit

  • Dallas Non-Compete Attorney Keith Clouse: Dallas Court of Appeals Rules for Physicians in Dispute with Employer

  • Executives Entering into Agreements with Employers Must be Aware of 409A Issues

  • Liquidated Damages Award Under the FLSA

  • Fifth Circuit Court of Appeals Rules on Disability Matter

  • U.S. Department of Labor Clarifies Definition under Family and Medical Leave Act

  • United States Supreme Court Rules on Arbitration Agreement Issue in Employment Law Matter

  • Employers May Be Held Liable for Sexual Harassment by Non-Employees

  • Texas Supreme Court Rules on Employment Law Issue

  • Fifth Circuit Court of Appeals Rules on FLSA Issue

  • FLSA's Requirements for the Executive Employee Exemption

  • Employees and Employers Should Properly Amend Employment Agreements

  • United States Supreme Court Issues Employment Law Decision  

  • Employers Must Ensure that Employees Avoid Security Breaches When Using Smart Phones

  • Fifth Circuit Court of Appeals Rules Against Plaintiff on Race Discrimination Claim

  • Many Employment Agreements Contain Choice of Law Provisions

  • Even Large Employers Negotiate Terms in Employment Agreements

  • Potential Litigants Should Not Destroy Documents

  • Texas Statute of Limitations for Employment Contract Cases

  • Texas Supreme Court Orders Parties to Arbitrate Dispute

  • Employers Should Avoid Asking Certain Questions When Interviewing Job Applicants

  • Fifth Circuit Court of Appeals Reverses Judgment in Disability Discrimination Matter

  • Engaging in the EEOC Mediation Process

  • Dallas Non-Compete Attorney Keith Clouse Notes that Declaratory Judgment Actions Over Non-Compete Agreements May Benefit Former Employees

  • Department of Labor Issues Guidance on For-Profit Companies' Use of Unpaid Interns

  • Executive Employment in a Merger/Acquisition Situation

  • Texas Doctors Subject to Non-Compete Agreements Must Weigh Options Before Leaving Employer

  • Can an Employer Require an Employee to Repay Training Costs if the Employee Resigns Shortly After Incurring the Training Costs?

  • Healthcare Reform Law Contains Provision Requiring Employers to Allow Reasonable Break Time for Nursing Mothers

  • Texas Court of Appeals Rules that Amendment to Federal Law Applies to Lawsuit Brought Under Texas State Law

  • Fifth Circuit Affirms Summary Judgment for Employer

  • Thinking of Joining a Start-Up Company?

  • Fifth Circuit Court of Appeals Rules for Employer in Religious Discrimination Case

  • Dallas Court of Appeals Enforces Forum Selection Clause in Employment Contract

  • Texas Non-Compete Agreements Must Contain Reasonable Geographic Limitations or an Effective Substitute

  • Employers Must Give Employee Adequate Consideration to Support Non-Compete Agreements

  • Discovery Matters in Lawsuits over Employment Law Issues

  • Fifth Circuit Rules for Employer in Retaliation Claim under Texas Health and Safety Code

  • Planning Ahead May Help an Employee Avoid a Non-Compete Lawsuit

  • Equal Opportunity Bullying in the Workplace?

  • Non-Compete Rules Vary by Jurisdiction

  • Some Federal Laws Protect Whistleblowers

  • Employment Contract Attorney Describes Contents of Typical Severance Agreement

  • Houston Court Rules in Trade Secret Misappropriation Claim

  • Workplace Retaliation Matter Decided by Texas Court

  • Fifth Circuit Rules for Employer on Discrimination Law Question

  • Pros and Cons of Hiring Independent Contractors

  • The Appellate Process in Employment Matters

  • Small Businesses Should Get Agreements in Writing

  • Texas Non-Compete Lawyer Discusses Recent Texas Appellate Court Case Regarding Non-Compete Agreement

  • Keith Clouse, Employment Lawyer, Discusses Business Disparagement Claims

  • Tread Lightly if an Employer Asks to Amend an Employment Agreement, says Employment Lawyer Keith Clouse

  • Keith Clouse, Employment Law Arbitrator, Discusses the Pros and Cons of Arbitrating an Employment Dispute

  • Texas Employment Law Attorney Discusses Recent Texas Supreme Court Case

  • Texas Employment Law Lawyer Explains What "Right to Work" Means

  • Let it Snow?  On a Business Day?

  • Texas Court Finds Employer Did Not Treat Male Employee Differently

  • Genetic Information Nondiscrimination Act Takes Effect

  • Fifth Circuit Court of Appeals Reverses Summary Judgment in Race Discrimination Case

  • Serving Alcohol at a Company Party?  Be Careful.

  • Timing Matters in a Workplace Retaliation Case

  • Waiving Federal Age Discrimination Claims in a Severance Agreement

  • Fifth Circuit Court of Appeals Affirms Summary Judgment for an Employer in a Hostile Work Environment Case

  • Dallas Employment Lawyer Keith Clouse Discusses the Recent Settlement in a Lawsuit Over a Non-Compete Agreement

  • Can an Employer Withhold Funds from an Employee's Paycheck?

  • Some Employers Must Create Affirmative Action Plans

  • The ADA Protects Workers Who Are Perceived to be Disabled

  • An Executive Who Plans to Resigns with "Good Reason" Should Consult with Counsel

  • Doctors Moving to Texas Should Consider Differences in State Non-Compete Laws

  • Employers Should Document Employee's Shortcomings in Discipline Reports

  • Houston, Texas Court of Appeals Rules for Employer in Non-Compete Matter

  • Federal Court in Dallas, Texas Grants Summary Judgment for an Employer

  • Fifth Circuit Court of Appeals Gives Plaintiff a Chance to Prove Race Discrimination

  • Employers Should Rid the Workplace of Bullies

  • Texas Court Upholds Summary Judgment for Employer in Wrongful Termination Suit

  • Discrimination Lawsuits: Burden-Shifting Framework Explained by Dallas Employment Lawyer Keith Clouse

  • Texas Employment Lawyer Keith Clouse Notes Key Issues an Employee Should Consider when Facing a Lay-Off

  • Dallas Employment Lawyer Keith Clouse Suggests Doctors Seek Counsel Prior to Signing a Non-Compete Agreement

  • Federal Court in Dallas, Texas Considers Employment Discrimination and Retaliation Case

  • Filing for Unemployment Compensation in Texas

  • Smart Use of Smartphones

  • Texas Supreme Court Rules on Arbitration Issue in Employment Dispute

  • San Antonio Court of Appeals Addresses Disparate Discipline in Employment Discrimination Case

  • Dallas Appellate Court Rules for Employer in Sex Discrimination Case

  • Handling Employees Who Habitually Report for Work Late

  • Sarbanes Oxley Whistleblower Law

  • Creating a Company Dress Code Policy

  • Fifth Circuit Court of Appeals Rules for Employer in Discrimination Case

  • Considerations When Hiring an Employee with a Non-Compete Agreement with a Former Employer

  • Age Discrimination in Employment Act

  • Employers Should Create Powerful Job Descriptions

  • Texas Supreme Court Makes Enforcement of Non-Compete Agreements Easier

  • Some Employers Overuse Non-Compete Agreements

  • Fifth Circuit Court of Appeals Rules for Employer in Retaliation Case

  • Equal Pay Act

  • Breach of an Employment Agreement by Employer

  • Constructive Discharge in Texas

  • Rise in Discrimination Charges Expected

  • Corporate Whistleblowing

  • Poor Economy Could Lead to Rise in WARN Claims

  • Fifth Circuit Court of Appeals Rules for Employer in Disability Action

  • Negotiating Employment Agreements

  • Non-Disclosure, Non-Solicitation and Non-Compete Agreements

  • Corporate Executives Must Prepare to Negotiate Severance Pay Agreements

  • Including a "Release" in a Separation Agreement May Help an Employer Avoid Litigation

  • Responding to Sexual Harassment

  • Employment Contracts for Physicians

  • Union Organization in Texas May Increase

  • United States Supreme Court Expands Anti-Retaliation Law

  • President Obama Signs Lilly Ledbetter Fair Pay Act Into Law

  • Arbitrating Employment Disputes

  • Fifth Circuit Court of Appeals Addresses Enforceability of Non-Compete Covenants Under Texas Law

  • Texas Supreme Court Rules on Evidentiary Issue in Age Discrimination Case

  • Employee Free Choice Act

  • Fifth Circuit Analyzes Employee/Independent Contractor Issue

  • Employers May Not Interfere with an Employee's Duty to Serve on a Jury

  • Proposed Employee Misclassification Prevention Act Would Penalize Employers Who Improperly Classify Employees as Independent Contractors

  • Commission-Based Compensation Plans

  • Fair Labor Standards Act's Provisions Regarding Overtime Pay

  • Mediation Frequently Resolves Lawsuits

  • Federal Discrimination Laws

  • Federal Law Requires Some Employers to Provide Notice of Mass Layoffs

  • Federal Law Prohibits National Origin Discrimination

  • Property Owners Found Not Entitled to Diminished Value of Land After State Takes Portion for Closing Direct Access to Highway

  • Real Estate Developers Plead and Prove They Are Ready, Willing, and Able to Perform Under a Purchase Contract for Specific Performance

  • Negative Economic Conditions Affect Employment Law Issues

  • Consumer Product Safety Improvement Act Protects Whistleblowers

  • Judicial Review of Arbitration Awards: Supreme Court Holds FAA Provides "Exclusive Regime" for Review 

  • Ways to Increase Employee Retention

  • Texas Supreme Court Examines Arbitration Dispute

  • When an Employee is Under Investigation at Work

  • Providing References for Former Employees

  • Developing a Telecommuting Policy

  • ADA Amendments Act of 2008

  • Avoid Sending Political E-mails at Work

  • Younger Bosses, Older Workers

  • Internet Privacy in the Employment Context

  • Potential Trouble Zones for Employers

  • Dallas Court of Appeals Rules on Non-Compete Agreement

  • Evaluating an Employee's Performance

  • Just What is Sexual Harassment?

  • Negotiating the Best Deal Possible When Leaving a Company

  • Employers Should Anticipate "Hot" Vacation Issues

  • Preparing for a Potential Layoff

  • Employers Should Address Suspected Theft by Employees

  • Navigating the EEOC's Administrative Process

  • Non-Compete Agreements in Texas

  • Federal Law Protects an Employee from Religious Discrimination

  • United States Supreme Court Places Burden of Proof on Employers

  • An Employer May Not Retaliate Against Employees

  • Corporation did not Waive Contractual Right to Arbitration Notwithstanding a Seven Month Battle Over Jurisdiction

  • Employers Turn to Wellness Programs to Reduce Health Care Costs

  • Genetic Information Nondiscrimination Act Signed into Law

  • Warning Signs May Indicate a Potential Firing

  • Discharging an Employee

  • Litigation Over Purchase of Apartment Complex: "As is" Clause not End of the Road - Even with Merger Clause

  • Complex Dispute Over Oil Drilling Rights: No Jurisdiction Over Parent Due to Foreign Subs' Texas Contacts

  • Large Loss Property Subrogation: Property Insurer Entitled to Piece of Insureds' Settlement Funds

  • Commercial Building Owner Sues Manufacturer: Breach of Express Warranty Allows Recovery of Attorneys' Fees

  • Sale of Helicopter Gone Bad: Economic Loss Doctrine Trumps Post-Sale Negligence Claim

  • University Safety Manual Not Give Rise to Premises Liability: Warning of One Potential Danger Not Evidence of Actual Knowledge of Another Potential Danger

  • Lifestyle Discrimination: Employers Penalize Employees for Lifestyle Choices

  • Companies Must Guard Against Resume Fraud

  • United States Supreme Court Limits Judicial Review of Arbitration Awards to Grounds Prescribed by Federal Arbitration Act

  • President Bush Signs into Law Changes to the Family Medical Leave Act

  • Employers Must Provide Employees with Guidelines for E-Mail Communications

  • Texas Supreme Court Finds that a Party Cannot Pursue Arbitration After Substantially Invoking the Litigation Process

  • Employers Should Address "Blogging" by Employees