Daniel's Bio:

Dan works closely and seamlessly with his clients to develop policies, practices, and programs designed to bring clarity and consistency to their overall employment environment in order to minimize potential claims or regulatory scrutiny.

He recognizes that even the most well-crafted and well-intentioned employment policies won't serve his clients well if they are not practical or compatible with a company's operations or culture. That is why he tailors his approach to each client and spends the time needed to ensure they understand the substance of their employment policies as well as their legal obligations.

Board certified in labor and employment law by the Texas Board of Legal Specialization, Dan counsels clients on matters that intersect with employer-employee relations, including wage and hours issues and discrimination and harassment claims.

Knowing that many incidents require swift responsive action, he prides himself on his availability, responsiveness, and ability to quickly evaluate the situation and develop an appropriate plan for addressing the fallout.

When claims or allegations arise, Dan views them through business and legal lenses, understanding that how a specific matter is handled can have broader financial, reputational, and employee relations implications.

He assists clients with internal investigations and advises them on appropriate remedial strategies to prevent similar future claims. Dan's unwavering focus on protecting his clients has made him a valued partner for countless employers.

Ramon's Bio:

Ray Bissmeyer is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization. He counsels clients in matters involving discrimination, harassment, retaliation, minimum wage and overtime under the Fair Labor Standards Act ("FLSA") and other laws and regulations governing the employer-employee relationship. He also represents clients before state and federal administrative agencies, such as the U.S. Department of Labor and the U.S. Equal Employment Opportunity Commission, and he defends employers in employment-related litigation in state and federal courts. Ray is the Labor & Employment Practice Group Leader as well as a member of the Firm's Professional Personnel Committee.

EXPERIENCE:

Ray advises clients regarding the full range of legal and business issues involved in the employment relationship, including the development of employment policies and procedures, preparation and enforcement of confidentiality, non-solicitation and non-competition provisions, best practices related to the protection of confidential information and key employees, employee discipline and termination, management training and investigation of employee misconduct.

Additionally, Ray has worked with clients to resolve employment-related claims through various forms of alternative dispute resolution by drafting mandatory grievance and arbitration procedures and representing employers in mediation and arbitration.

Ray often participates in corporate transactions by reviewing employment-related information disclosed through due diligence and reviewing or preparing employment agreements, covenants not to compete, non-solicitation agreements and non-disclosure agreements.

He is a frequent speaker and author on topics, issues and legislative developments related to labor and employment-related matters.

Summary: The Americans with Disabilities Act (“ADA”) was signed into law on July 26, 1990, and immediately created questions about compliance and interpretation of its unique reasonable accommodation requirement. Almost nine years later the ADA was amended clarifying its broad application and leading to additional questions and analysis. Reasonable accommodations are required under Title I of the ADA to allow qualified individuals to perform the essential functions of a particular job unless the accommodation results in an undue hardship for the employer. These terms are open to varying definitions and conflicting findings by courts potential resulting in confusion and greater burdens to employers. The Equal Employment Opportunity Commission’s regulations under the ADA provide examples of reasonable accommodations to include modifications such as larger computer monitors, modified workspaces, reduced work schedules or leaves of absence. The regulations also place a strong emphasis on both parties engaging in the interactive process. We will review some ADA basics, special situations, and illustrative cases. Finally, the recently enacted regulations under the Pregnant Workers Fairness Act will be addressed in detail. Please bring your questions.

Powerpoint: Coming Soon!