In a recent case, an appellate court determined that deducting pay from employees who spend more than a minute and a half in the restroom is a violation of the Fair Labor Standards Act. This ruling could have impacts on Texas work environments.
Nearly every Texas business deals in contracts. These agreements can be with vendors, suppliers or customers, among others. What they all have in common is that they must comply with the law in order to remain valid.
In 2015, a survey revealed that one out of three women experienced harassment at work at some point. When Texas employees experience such harassment, it may be a violation of their rights under Title VII of the Civil Rights Act of 1964. Title VII prohibits sex discrimination, and sexual harassment is deemed to be a form of discrimination.
A woman claims that she was raped by another worker outside of work. Both the alleged rapist and the victim were workers for the Idaho Department of Corrections. At the time of the incident in August 2011, the man had been on administrative leave for another alleged rape that occurred in July 2011. The IDOC acknowledged to the woman that it knew about his history, and he had three prior complaints prior to the July 2011 incident.
Under the Fair Labor Standards Act (FLSA), an exempt employee generally does not accrue overtime pay. That right rests with employees classified as non-exempt. Exempt employees often make a flat salary, but non-exempt employees usually receive their pay according to the number of hours they work.
On Sept. 29, it was reported that three former Oracle employees, all female, filed a lawsuit against the company for pay discrimination. The lawsuit, which was seeking class-action status in order to represent all female employees at Oracle, was filed on Aug. 28. The company has locations in Texas.