Small businesses often struggle to balance growth with the complex, ever-changing demands of human resources, making the decision to hire outsourced, fractional attorneys an increasingly smart strategic move.

Texas Labor Code, Chapter 91 regulates professional employer organizations (PEOs) in Texas and the co-employment relationships they potentially establish. 

Severance agreements are critical legal documents in the Texas employment and human resources fields, offering employers a structured way to manage the end of an employment relationship while mitigating legal exposure.

Workplace conflicts are an inevitable part of organizational life, yet in Texas' diverse and dynamic business landscape, resolving these disputes effectively is crucial for maintaining productivity and morale.

Small businesses are the backbone of the economy, but they often struggle to maintain fully staffed human relations departments, leading to significant legal vulnerabilities.

The EEOC has summarized Reasonable Accommodations in various contexts: 

In Texas, the enforceability of covenants that restrict a former employee's actions—specifically non-interference and non-recruitment clauses—hinges significantly on the state's stringent requirements for non-compete agreements.

Receiving an Equal Employment Opportunity Commission (EEOC) charge is a daunting experience for any small business, particularly in Texas where employment laws, Texas and federal, can be complex and sometimes employee-friendly.

The WARN Act in Texas triggers for large employers (100+ employees) when planning plant closings or mass layoffs, requiring 60 days' notice to affected staff before significant job losses, protecting workers by giving them time to prepare for unemployment…

A co-employment relationship, as defined within the Texas Labor Code, represents a precise, ongoing business structure designed to allocate employer responsibilities effectively.

A separation agreement in Texas employment law is a formal, legally binding contract between an employer and a departing employee that outlines the rights, responsibilities, and obligations of both parties upon termination of the employment relationship.

Staff leasing agreements, often referred to as Professional Employer Organization (PEO) services, have become an increasingly common strategy for transportation companies operating within the complex regulatory landscape of Texas.

For Texas employers, navigating the overlapping requirements of the Americans with Disabilities Act and the Family and Medical Leave Act creates a daunting, complex, and often contradictory, maze of compliance obligations.

Texas employment law presents unique challenges for human resources (HR) professionals.

Fractional workforces, a business model utilizing highly skilled professionals on a part-time or project basis, offer a flexible solution for Texas companies seeking specialized expertise without the overhead of full-time employees.

For Texas employers, OSHA's Recordkeeping Rules aren't just paperwork; they're vital for identifying hazards, preventing future injuries, and ensuring compliance, requiring timely recording of severe incidents…

In the complex and ever-evolving landscape of Texas employment law, businesses face significant challenges navigating compliance, resolving disputes, and maintaining sound human resources practices.

Employment confidentiality agreements, often called non-disclosure agreements (NDAs), are common legal instruments in the Texas workplace.

In Texas, the regulation of temporary personnel services agreements involves key legal principles and specific governing bodies.

In Texas, the decision to use outside legal counsel to manage employment law agency inquiries and Equal Employment Opportunity Commission (EEOC) charges is rooted in the complex nature of employment law and the strategic benefits an external perspective provides.