Employee v. Employer – The Value of Cases Over Time There’s a common misconception in plaintiffs of employment law cases that their cases increase in value over time. The longer they fight, the more work they put into it – and the more work I put into it – leads them to believe that their […]
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Why I Stopped Taking Cases on Pure Contingency As a plaintiff’s lawyer working in employment law (or even a plaintiff’s lawyer in other areas), I found it increasingly hard to keep up with the volume of cases I had to take on in order for a pure contingency model to work. The times when revenue
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Employers: Stop Retaining Jerk Supervisors Many companies rely on “template” contracts, swapping out names or sales prices as needed. That works fine… until it doesn’t. I recently had a client burned because one word in a template contract contradicted their position – enough to get their summary judgment motion denied. One word Contracts
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Employers: Stop Retaining Jerk Supervisors I hear about this a lot, both in my work prosecuting claims for employees as well as defending claims for employers – some supervisors and managers at Texas companies get a lot of complaints lodged against them. The first complaint? Could be a personality clash (unless it’s something serious
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Top 3 Costly Mistakes in Texas Employment Handbooks MISTAKE #1: Burying, omitting, or miswording a disclaimer about the at-will nature of the employee’s employment. WHY IT’LL COST YOU: Since Texas is an at-will state, there are only a few select ways in which a termination can be wrongful. However, if an employer’s handbook undermine or
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Employment Discrimination Laws: How Many Employees Trigger Legal Liability In Texas, and under federal law, an employer must have 15 or more employees in order for an employee to file a lawsuit against the employer for many of the different types of discrimination claims. However, this rule has recently changed in Texas regarding claims of
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Texas Employers: If an Employee Sues You, It Could Cost You More Than You Think Several key statutes, both state and federal, that employees file under against their current or former employers have a costly surprise for unwary employers: they’re fee-shifting. If an employee sues his or her employer due to unpaid wages, discrimination, sexual
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