The Transportation Security Administration has announced that by 3 AM EDT on March 25, 2017, passengers on flights to the United States from 10 specific airports will be required to check any electronic devices larger than a smartphone. The affected airports are all in North Africa and the Middle East, and include some of the most frequently used airports among international business travelers. As a result, employees who might otherwise plan to work on the plane will be limited to those tasks that can be performed either from their phones or on paper. Employers should communicate these restrictions to employees who travel internationally so they can be better prepared. Continue Reading Travel Warning: TSA Bans Large Electronic Devices on Certain Flights to the US
Jacob Crumrine is an associate in the Firm's Compensation, Employment and Labor Practice Group in Houston. Mr. Crumrine has experience in traditional labor law, employment litigation and counseling.
On January 31, President Trump nominated Judge Neil Gorsuch from the Tenth Circuit Court of Appeals to fill the Supreme Court seat previously held by the late Justice Antonin Scalia. Judge Gorsuch is known as a conservative, a textualist, and a talented writer—much like Justice Scalia. So, what effect would a Justice Gorsuch have on employers? Continue Reading What Does Gorsuch Supreme Court Nomination Mean for Employers?
The Fifth Circuit held Monday, August 8, 2016, that employers who prohibit workers from storing guns in locked vehicles may be subject to wrongful discharge claims. The decision was based on the Mississippi Supreme Court’s interpretation of a Mississippi statute, but Texas employers should take note—Texas has the same statute, potentially resulting in the same holding. Continue Reading Shots Fired By 5th Circuit – Prohibiting Guns in Parking Lots Could Lead to Wrongful Discharge Claims
On July 11, 2016, the National Labor Relations Board issued its opinion in Miller & Anderson, Inc., and held employer consent is no longer necessary for a union to organize a single bargaining unit consisting of both the employer’s regular employees and temporary workers that are supplied from other companies. In the wake of last year’s Browning-Ferris decision and the NLRB’s expansion of its joint employment standard, Miller & Anderson seems to be the latest effort of the NLRB to broaden the reach of the National Labor Relations Act. The decision reversed previous Board precedent, which gave employers discretion to consent to the inclusion of workers who are supplied by other companies into a single bargaining unit. Now, combined units may be approved if the workers share a community of interest. This decision is significant as it greatly expands employer’s bargaining obligations toward temporary workers and other supplied workers, and potentially lengthens the relationship between the parties.
For more details regarding the Miller & Anderson decision, as well as its potential impact on employers, click here.
President Obama signed the Defend Trade Secrets Act into law on Wednesday, adding another layer of protection for companies’ trade secrets and garnering near-unanimous support in Congress. So what’s in this legislation that managed to bring the parties together, and more importantly, what does it mean for employers? Here are 5 key takeaways from the DTSA. Continue Reading The Defend Trade Secrets Act – Making a Federal Case of It
The Department of Labor’s Wage and Hour Division recently released Administrator’s Interpretation No. 2016-1, examining joint employment relationships under the Fair Labor Standards Act and the Migrant and Seasonal Agricultural Worker Protection Act. This comes shortly after the National Labor Relations Board issued its well-publicized decision in Browning-Ferris Industries that dramatically broadened the “joint employer” concept under the National Labor Relations Act. So where does the law now stand under the FLSA?
Texas’ new “Open Carry” law took effect on January 1. What does this mean for Texas employers?