When employees look for an employment attorney, they are looking for someone to advise them on the law as it relates to an employment matter. The ultimate goal and hope is for the employee to find and choose an attorney that they trust to counsel them
When it comes to employment in the state of Texas, it is governed by the doctrine of at-will employment. This means that for many employment disputes, employees will have no recourse. There are occasions when businesses hire or promote bad employees into supervisory or management positions.
It’s great when you love your career, job, boss, and coworkers. But, how do you handle the toxic employment relationship?
Usually, with at-will employment, the exit is as simple as giving notice, shaking hands and saying goodbye. With at-will employment, employees have the right to end
The Omicron variant of Covid-19 has been spreading like wildfire both among the vaccinated and unvaccinated. Contracting the new strain is causing many to have to take time off of work and out of the office (one would hope). Suppose, however, that once you labor
In litigation, the American Rule means that in a legal dispute, both parties are responsible for their own attorneys’ fees. No matter who the victor, each party pays their own way. For two large companies with sufficient funds to litigate a matter, this rule may not be very harsh.
As you may hear over and over again, Texas is an at-will employment state. What that means is that there are limited protections for employees in the workplace. At-will employment means that employers can change the terms and conditions of a person’s employment, discipline an employee, or even terminate an employee for any reason or no reason at all. The actions of the employer may be unfair, they may be unreasonable, they may even be based off false allegations, but that does not mean that an employer’s actions are unlawful.
For an employer’s actions to be unlawful, the employer’s actions must be based on unlawful motivations. Unlawful motivations would be things like race, color, national origin, religion, sex, age, or disability. These are just a few examples of the unlawful motivations an employer may have.
Continue Reading I complained of discrimination. My employer retaliated. Am I protected?
In today’s world we cannot ignore that social media is a huge part of our everyday lives. What you post is available for others to see. Even if your social media accounts are private, your posts are available to be seen by your family, friends, and even coworkers once you’ve accepted or extended a “Friend Request.”
But, that’s my private life, right? It can’t affect my employment, right? Wrong.
Social Media and Applying for a Job
Continue Reading Social Media and Employment – “But that’s private, right?”
We all know that the First Amendment gives us the right to free speech. But, when it comes to the First Amendment, what you don’t know can hurt you.
TRUE: The First Amendment allows people to express their views.
FALSE: The First Amendment protects employees from termination.
First Amendment protection and job protection are not intertwined.
Many private sector employees fail to realize that their right to free speech does not prevent employers from limiting that speech. Freedom of speech in the workplace protects public sector (i.e., government) employees.
