Articles Posted in Employment

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AdobeStock_1652727680-300x169The Oregon Family Leave Act (OFLA) grants eligible employees job-protected leave for specific family, medical, and safe-leave reasons. For employers, understanding these rules is an essential part of maintaining compliant and consistent workplace practices. While penalties can arise from misapplying the law, most issues are preventable with clear policies and timely guidance.

If you have questions about your obligations or how OFLA applies to particular situations, the Oregon employment attorneys at Structure Law Group can help. This article provides a general overview, and we welcome the opportunity to discuss your company’s specific needs.

Is Your Company Covered?

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AdobeStock_1405973400-300x162The Texas legislature has enacted several important laws in the summer and fall of 2025 that will go into effect in 2026.

Texas business owners and HR professionals are advised to stay up to date on these new regulations, as they may directly impact your company’s compliance responsibilities. For guidance on how these changes affect your organization, contact Structure Law Group. An Austin employment law attorney can answer your specific questions and help ensure your business remains in full compliance.

Texas HB 149 Regulates Artificial Intelligence

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AdobeStock_551171063-300x200The Oregon Legislature has enacted several new labor and employment laws taking effect in 2026. Employers should stay alert to ensure ongoing compliance with these changes. Below is an overview of some of the most significant new employment laws and how they may impact businesses. Because these laws can create potential liability for employers, Structure Law Group’s Portland, Oregon employment lawyers are available to advise businesses, answer questions, and provide guidance if your company wants to stay compliant or is facing employment-related disputes or litigation.

Wage Transparency Law: SB 906

In May, Oregon enacted SB 906, a payroll transparency law that takes effect on January 1, 2026. Under this law, employers must provide new hires with clear, written information explaining how compensation is calculated, what deductions may apply, and how to interpret their paystubs.

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AdobeStock_1779620824-300x164California employers will see several important changes to state employment laws beginning in 2026. Recent legislative updates affect a wide range of workplace issues, including paid leave, wage protections, and the terms permitted in employment agreements. Understanding these developments early allows businesses to plan ahead and update their policies with minimal disruption.

Below is an overview prepared by Structure Law Group’s California employment law attorneys in our Los Angeles and Silicon Valley offices.

Paid Leave for Crime Victims (California AB 406)

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AdobeStock_1547167357-300x169Every Texas-based business must have an employee handbook, from startups hiring their first employee to established firms reviewing current policies. Enlisting the help of a seasoned Texas employment attorney is key in creating or revising an effective handbook that keeps companies in compliance and avoids litigation. The Structure Law Group offers extensive legal expertise, catering to technology companies and other innovative businesses in Texas.

What Is an Employee Handbook?

In brief, an employee handbook is a collection of policies and procedures that an employer gives employees. The specific contents of an employee handbook will vary from employer to employer. But the basic idea is that an employee should be able to review their employee handbook and understand what you, as the employer, expect from them in the performance of their jobs.

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AdobeStock_713868788-300x158It’s often said that employees are a company’s most valuable asset. Your Texas company likely has several key employees essential to running your operations. So management understandably wants to protect itself if one leaves for another job.

Historically, in Texas and elsewhere, companies have used non-compete agreements to temporarily restrict a key employee’s ability to compete directly against them. The law surrounding non-competes is quite complicated, so it is essential to seek qualified legal advice. The Texas employment attorneys at Structure Law Group can assist you in drafting, reviewing, and enforcing non-compete agreements to ensure that they meet all state law requirements.

Three Requirements in Texas

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AdobeStock_914410371-300x200Most Bay Area businesses aim to embrace diversity and inclusion as integral parts of their core values. However, these objectives are often not well-defined. For instance, a company might be committed to diverse hiring in terms of gender and ethnicity, but they may still face challenges in fostering inclusion. Additionally, many managers find it challenging to measure and communicate the precise benefits of diversity and inclusion to their superiors or board.

At Structure Law Group, we believe that diversity and inclusion are not just marketing buzzwords. Rather, they are goals that many businesses must meet for professional and legal reasons. The Silicon Valley employment attorneys at Structure Law Group can advise you on this and other issues related to the recruitment and management of employees.

How Diversity Can Drive Your Business to Greater Success

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2025 brought several new employment laws in Oregon that significantly impact workplace policies and operations. These changes address a range of topics, from wage requirements to worker classification and family leave. Below is a summary of the most important updates that Oregon employers should be aware of, ranked from most to least significant.

1. Paid Family and Medical Leave Expansion

Effective January 1, 2025, Oregon’s Paid Family and Medical Leave Insurance (PFMLI) Program has gone significant updates. These include increases in the maximum weekly benefit for employees and broader eligibility for part-time and seasonal workers. Strengthened anti-retaliation protections were introduced, ensuring that employees returning from leave are protected, and that job reinstatement rights are clearer.

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AdobeStock_1099092318-300x132California’s 2024 legislative session concluded with Governor Gavin Newsom approving several critical bills that will impact workplace policies starting January 1, 2025. These new laws cover a broad spectrum of areas, including anti-discrimination protections, paid family leave, freelance worker rights, and more. Employers need to review and update their policies, handbooks, and training programs to ensure compliance. Below are some of the most notable updates for 2025.

1. Minimum Wage Increase for 2025

Starting January 1, 2025, California’s statewide minimum wage will increase to $16.50 per hour for all employers, regardless of size. This increase is part of the state’s ongoing effort to keep up with the cost of living and ensure fair wages for workers.

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AdobeStock_164449269-300x2001. Some corporations undertake extreme Corporate Social Responsibility (“CSR”) initiatives, such as pledging to donate a significant portion of their profits to social causes or implementing radical environmental sustainability measures. While these practices can enhance a business’s  reputation, they are not always without legal and financial risks.

Legal Implications:

  • Fiduciary Duty: Companies must balance their CSR goals with their fiduciary duties to shareholders. Excessive spending on CSR initiatives could lead to legal challenges if shareholders believe it adversely affects their returns.
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