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Managing the Modern Workplace
V&E International Labor & Employment Resources

  • 12
  • November
  • 2019

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Baring Arms Part 1: Texas Tips on Implementing a Lawful Firearms Policy

For three years, Texas law has allowed folks with a concealed license the right to carry their firearms openly. Texas continues to expand the rights of gun owners. In September, a spate of new gun reform legislation in Texas became effective, including looser restrictions on firearms during states of emergency and natural disasters, as well as new prohibitions against landlords from restricting gun ownership within their rented properties. Given this new legislation, we are starting a mini-series dedicated to helping employers navigate the changing landscape of gun rights and regulations in the Lone Star State. In this first installment, we’ll begin by describing the basics of firearm policies.

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  • 07
  • November
  • 2019

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Requirements for Lactation in the Workplace Continue to Evolve

States (and cities) across the country are increasing protections for employees that are lactating. Effective January 1, 2020, a new California law amends and broadens pre-existing requirements for employers’ accommodations of lactating employees, as well as the penalties for non-compliance. The new law also requires employers to create and distribute a lactation accommodation policy. 

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  • 18
  • October
  • 2019

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Approved! NLRB Okays Workplace Policies on Media Contact and Confidentiality

Last Thursday, the NLRB approved a pair of workplace rules in a decision related to the protection of proprietary client and vendor lists and limits on who may speak to the media on the employer’s behalf. The Board grounded its decision in a common sense reading of the text of the workplace rules, finding that neither rule could reasonably be read to limit any protected activity, despite some minor points of textual ambiguity.

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  • 09
  • October
  • 2019

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De mortuis nil nisi bonum.

The death of an employee is an upsetting and traumatic occurrence. It is also very likely to be unexpected. Thus, it is preferable to have a basic framework in mind for dealing with such an occurrence before it happens. This post is intended to give you an overview of three of the many important considerations resulting from a death occurring outside the workplace. It is not intended to cover incidents in which a death or serious accident or illness occursat the workplace, on the job, or is related to work. For example, it does not address the requirement that an employer notify OSHA when an employee is killed on the job (among other events requiring such notice).

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  • 24
  • September
  • 2019

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T or F: Employers Shall Make No Rule Abridging the Freedom of Speech?

It’s been so long since I’ve taken a True/False quiz, and as a young man I generally detested the format. Although the answer to the question in the title of this post is False, there really is more to it than that! While the First Amendment does not apply to private employers and has not been interpreted to prohibit employers from setting certain restrictions on speech in the workplace, many states (including California, Colorado, Connecticut, Illinois, Louisiana, Maryland, Mississippi, and New York) do have laws that prohibit employers from discriminating against employees because of their political views, especially political views expressed outside of the workplace. In such states, an employer who terminates an employee because of their political views could end up facing a wrongful discharge lawsuit.

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Contributors

Thomas H. Wilson

Thomas H. Wilson Partner

Christopher V. Bacon

Christopher V. Bacon Counsel

Sean Becker

Sean Becker Partner

Stephen M. Jacobson

Stephen M. Jacobson Partner

Martin C. Luff

Martin Luff Counsel

Lawrence S. Elbaum Partner