Mike Maslanka
Michael P. Maslanka believes that his role is twofold: to help clients manage the situation before the situation manages them and to make matters as simple and user-friendly as possible for them. He brings 28 years of experience to these dual goals, including being the lead trial attorney in claims under the Age Discrimination in Employment Act, Title VII, and Texas noncompete law. Chambers USA states that he is a "strong, insightful thinker" and takes a "holistic approach" to resolving his client's challenges.
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Cooking? Cooking? To paraphrase my heroine,Leona Hemsley,"cooking is for the little people!!!"...regards,mike
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one other thought...do what the disney company does...they *first* take the new hires to where they will park,how they get their paycheck,where go for their breaks...all on the idea that if you do this first,they won't be daydreaming about the answe…
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don,good idea...in fact,that's how i got my first job as a lawyer...do you mention anything in the cover letter to the prospective employer---a la do your own diligence etc...i mention this only because if the guy turns out to be a dud---or worse,a …
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the dc employment law letter did an article on this topic a last year...if you are a memeber of the employment law center,you can pull it up on the searchable data base... regards from dallas,mike maslanka
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a point to remember...if you fire someone for internet abuse or email abuse...DO NOT go to their computer and access it...if so,the computer shows you accessed it and the employee's lawyer will argue that you planted the "evidence" that led to the f…
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a point to remember...if you fire someone for internet abuse or email abuse...DO NOT go to their computer and access it...if so,the computer shows you accessed it and the employee's lawyer will argue that you planted the "evidence" that led to the f…
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No...if the volunteers are doing the same work as the regular staff then they are employees and must be treated and paid as employees...the stipend idea is a creative one,but one not permitted by the FLSA...regards from dallas,mike maslanka,michael…
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i don't recall any...maybe my colleague down the hall theresa gegen does...mike maslanka,214-659-4668
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the law that may apply is in your family code or laws...most states---by federal edict---require garnishment of wages for child or spousal support...give a call to the editors of the mass employment law letter---go to find an attorney on the hrhero …
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no law in texas except for minors...but there have been lawsuits where a company works its employees too hard,they are tired,get off work,and get into a car crash...the person the employee collides with sues and the employee argues that workers ocmp…
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good responses...the law provides a mechanism to challenge an order if you have doubts on how to proceed...also,child support must be paid before spousal support...we will have an article on this issue in the december texas employment law letter...m…
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the more i think about it,i think you are setting a dangerous precedent if you go along with this eight weeks business...perhaps you should just accept her resignation,pay her whatever vacation time she has built up and say adios...you should not be…
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did she say why she was cutting back? is she leaving to go to a competitor?it strikes me as an odd request,and something else may be up...and it's just that, a request...you are under no obligation to give her what she wants from what i read in you…
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in texas,there is the texas pay day act which requires written employee consent before any money can be taken out of a paycheck...it's in the texas labor code,section 50 or 51 or somewhere in there...call if you need anything further,214-659-4668..…
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one other thought in addition to the very good ones already posted...double check to make sure the person is really doing a non-exempt job...it sounds as if the employee has no one reporting to him or her ... which exemption does the employee fit in…
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like anything else there needs to be a written agreement...a simple letter will do...but if he's never consulted before,he must understand that he can not slip back into his ways as an employee--that is,he must be a true independent contractor...so,…
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well,the student may endanger their immigration status as a student by being paid...frankly,it may just be better to have a professional do the job for you,unless there is some other reason why the student is the better choice(such as ,knows the peo…
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i don't see why it would,but i think doing this has all sorts of other issues...first, a tax one---if it's paid vaction,as it most surely is,who pays the tax,the one donating or the one receiving?...second,everyone needs vacation time---what seems l…
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Sounds like tough labor...what other kinds of plants are in the area?...do they have the same concerns?...perhaps you could ask what they do...and,is the issue recruting or is is retention...sorry for all the questions,but like medicine the problem …
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As I type,I am listening to Bach(double violin concerto),which is a stress reliever for me; training is a solid idea--a massage,or some time off,or whetever--is fine but when you teach someone,chances are the value to the employee will last longer,a…
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hi from dallas...texas courts have continued to say that any program that encourages an employee not to report an on the job injury(such as giving them a dollar award)can be considered evidence against you in a suit where an employee claims you fire…
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this is a good discussion...i do differ however with the approach that you must make a determination at the outset if an employee falls within the defintion of being ada disabled...if an employee has an impairment,and you try to work with them on ho…
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just one point...on the fmla,was it designated as fmla leave prior to her going on leave--that is,when the situation turned into a serious health condition?...if not,and she has thus not arguably exhausted all fmla leave,she may be entitled to inter…
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if it's morbid obesity,the answer is probably yes...take a look at a case from new england,at 10f.3d 17,it talks about the definition...i think you may have a bigger problem with a percived as disabled claim if your boss is going to stereotype overw…
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no problem,she did and she did a great job...mike
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well,today the advocates of a restricted view of the ada pitched a shut out as the supreme court ruled 9-0(with no footnotes ,which a losing party scours for some ambiguous comment so they can fight another day),and said that (1)work was probably n…
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i see the high court has granted review of a california case where the employer would not let an employee work a job because he was considered a direct threat to himself...they are also thinking about taking on another california case dealing with w…
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>i see in today's new york times that the us supreme court will decide >what it means to be substantially limited in a major life >function...the case is toyota motors v. williams out of the 6th >circuit,where the plaintiff prevai…
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gar is right get some legal advice...a good lawyer can help you sort through all the issues and assist you in coming to a reasoned business decision...but it sounds as if she used decision day to say," I still want to work here." By giving her that …
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ask for clarification on the duration...mike maslanka