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The manual covers key topics including hiring and termination, discrimination in hiring, drug-testing and background inquiries, and limits on political participation and retaliatory actions tied to employee speech. 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The Texas Municipal League Legal Department is always available to answer questions from city officials. You can contact us at (512) 231-7400 or email us at [legalinfo@tml.org. While many people worked on this document](legalinfo@tml.org. While many people worked on this document), two attorneys previously contributed greatly to the substance of this handbook: Kathryn Hoang, who is now a municipal judge in Dallas, Texas, and Laura Mueller, who is now city attorney of the City of Dripping Springs.  \nTable of Contents  \nCHAPTER 1—Hiring and Termination .................................................................................. 11  \nWho is responsible for hiring city employees? .......................................................................... 11  \nDo I have to post notice of or advertise a city job opening? ..................................................... 11  \nWhat is discrimination in hiring?.............................................................................................. 13  \nShould a city adopt a hiring policy? .......................................................................................... 13  \nCan a city require an applicant for employment take a drug test before hiring the applicant?.................................................................................................................................................... 14  \nWhat can a city ask about prior criminal activity on a job application or in an interview? ... 14  \nCan a person related to a councilmember or mayor be hired by the city?............................... 15  \nCan an employee be hired to work more than one job within the city? ................................... 16  \nCan I terminate a poor performing employee? ......................................................................... 16  \nCan we terminate an employee if the employee is on workers’ compensation leave or other injury leave? ............................................................................................................................... 18  \nCan a city terminate an employee who applies for public office or otherwise participates in political matters?........................................................................................................................ 18  \nCan a city take adverse employment action against an employee because ofthe employee’s speech? ....................................................................................................................................... 19  \nCHAPTER 2—Independent Contractors ................................................................................ 21  \nWhat is the difference between an independent contractor and an employee?.......................21  \nAre any of the economic reality factors adopted in this rule more important than others when evaluating a worker’s employment status? ............................................................................... 22  \nHow does the final rule explain “opportunity for profit or loss depending on managerial skill?”......................................................................................................................................... 22  \nHow does the final rule explain “investments by the worker and the employer?”..................22  \nHow does the final rule explain “degree ofpermanence of the work relationship?”.............23  \nHow does the final rule explain “nature and degree of control?”........................................... 23  \nHow does the final rule explain “extent to which the work performed is an integral part of the","cbCaieO1LHQoOBlY","https://ap.wps.com/l/cbCaieO1LHQoOBlY","pdf",1707967,146,"English","# CHAPTER 1—Hiring and Termination\n## Who is responsible for hiring city employees?\n## Do I have to post notice of or advertise a city job opening?\n## What is discrimination in hiring?\n## Should a city adopt a hiring policy?\n## Can a city require an applicant for employment take a drug test before hiring the applicant?\n## What can a city ask about prior criminal activity on a job application or in an interview?\n## Can a person related to a councilmember or mayor be hired by the city?\n## Can an employee be hired to work more than one job within the city?\n## Can I terminate a poor performing employee?\n## Can we terminate an employee if the employee is on workers’ compensation leave or other injury leave?\n## Can a city terminate an employee who applies for public office or otherwise participates in political matters?\n## Can a city take adverse employment action against an employee because of the employee’s speech?\n# CHAPTER 2—Independent Contractors\n## What is the difference between an independent contractor and an employee?\n## Are any of the economic reality factors adopted in this rule more important than others when evaluating a worker’s employment status?\n## How does the final rule explain “opportunity for profit or loss depending on managerial skill?”\n## How does the final rule explain “investments by the worker and the employer?”\n## How does the final rule explain “degree of permanence of the work relationship?”\n## How does the final rule explain “nature and degree of control?”\n## How does the final rule explain “extent to which the work performed is an integral part of the employer’s business?”\n## How does the final rule explain “skill and initiative?”\n## When might “additional factors” matter in determining a worker’s employment status?\n## Under the final rule, does a worker have to satisfy all the economic reality factors to qualify as an independent contractor?\n## Can a worker voluntarily waive employee status and choose to be classified as an independent contractor?\n## If a city has questions about worker classifications, who should the city contact?\n## Can a worker be an employee for FLSA purposes even if he is an independent contractor for tax purposes?\n## Can an employee work both as an employee and an independent contractor for the same city?\n## Should a city give an independent contractor a W-2?\n## What happens if an employee is misclassified as an independent contractor?\n## What can a city do to ensure it is classifying its employees and independent contractors correctly?\n## Is a city liable for the acts of an independent contractor while on city business?\n# Resources","[{\"question\":\"Who is responsible for hiring city employees?\",\"answer\":\"The manual provides an explanation of responsibilities for hiring city employees for Texas cities and city officials, including which parties handle hiring decisions.\"},{\"question\":\"What laws and considerations apply to discrimination in hiring?\",\"answer\":\"The manual includes a layperson Q\\u0026A on what discrimination in hiring means and how employment laws apply when cities make hiring decisions.\"},{\"question\":\"How does the manual distinguish an independent contractor from an employee?\",\"answer\":\"The manual explains the economic reality factors used to evaluate worker status and how specific factors—such as control, permanence, and integral nature of the work—affect classification.\"}]","Employment Law Manual for Texas Cities - 4 - 11.25 Update | PDF",368]