Celebrating 20 years of representing Dallas employees, including Rasha Zeyadeh, Deontae Wherry, Fadi Yousef, Clara Mann*, Kalandra Wheeler, Jeannie Buckingham*, Austin Campbell, Julie St. John, Colin Walsh, and Jairo Castellanos. *Indicates non-lawyer staff.

Employment Lawyer Deontae Wherry

Dallas Employment Lawyer Deontae Wherry

Twitter’s new CEO, Elon Musk, cannot stay out of the courtroom. Just a few months ago, Twitter sued Mr. Musk after he attempted to walk away from purchasing the company despite the parties reaching an agreement. The court set Twitter’s lawsuit for trial in October 2022. Weeks prior to the trial, Mr. Musk unexpectedly agreed to proceed with his original offer to purchase Twitter.

When Mr. Musk officially acquired Twitter, he immediately terminated the company’s top executives. Mr. Musk did not stop there; subsequently, he randomly laid off several employees without notice. As a result, these employees are suing Twitter for not giving proper notice regarding their layoff. Less than a month into Mr. Musk’s leadership of Twitter, Mr. Musk and his company are back in the courtroom. One would think that an experienced executive would consult an attorney prior to unreasonably exposing his company to potential liability, but not Mr. Musk who seems to make impulsive decisions.

Austin Campbell

Dallas Employment Trial Lawyer Austin Campbell

Summary: This article briefly looks at the trend of the aging workforce—sensationalized or real? It also touches on some of the positive and negative impacts of that potential trend. 

In the last decade or so, the media has begun talking about the so-calledgraying” of the American workforce—the idea that people are working later in life and retiring later, if at all.  Sometimes this is talked about in almost apocalyptic terms when it comes to productivity and benefits.  First, this article touches on the actual extent to which that is true.  Second, because a lot of coverage of this phenomenon seems to be from a “macro” (i.e., employer’s) perspective, this article briefly explores some of the implications of that trend for the workers’ themselves.

Linh-Nguyen--300x300

Linh Nguyen Dallas Trial Attorney

If you have been on Twitter lately, you have likely borne witness to the numerous accounts of laid off former Twitter employees flooding the site. In the tumultuous days and weeks following Elon Musk’s acquisition of Twitter, thousands of employees were laid off to offset the billionaire’s over-priced acquisition of the site. And if that wasn’t enough drama, numerous fired employees were then asked to return to their jobs as the site struggled to handle the massive reduction in its workforce.

  Twitter’s internal struggles are playing out in real-time on its very own platform, but it isn’t the only tech company to face large and even historic numbers of layoffs as of late. Meta and Facebook have cut over 10,000 employees each from its respective companies. Lyft and Stripe have also laid off approximately 13% of its workforce as well. According to Layoffs.fyi, a website which tracks tech job cuts, over 130,000 jobs have been lost worldwide in 2022 alone. 

FFAD29BD-DCBE-46B6-9955-05B9B7DCBA83-200x300Have you heard it’s “taboo” to talk about your salary? Us too. Well, that is out the window now. Welcome to the era of salary transparency. Yes, we know it can be awkward to talk about salary, but with new laws on the horizon, it may be a little easier to figure out how much your co-workers are getting paid. 

 Recently, the New York City Council passed a law requiring employers in New York City with four or more employees to list the minimum and maximum salary on all job posting including ads, promotions, and transfer opportunities. This law applies to any position that can or will be performed, in whole or in part, in New York City. This affects remote listings, meaning any job that could conceivably be done in New York City must follow this. 

 So why did the New York City Council deem this necessary? They passed this law to try and fight against big pay gaps, specifically between genders as well as between majority and minority racial groups. Let’s be honest, pay matters. It affects where you work and how long you decide to stay there.  

Austin Campbell

Dallas Employment Trial Lawyer Austin Campbell

Summary: This more light-hearted article talks about the author’s recent experience with jury duty and how a lawyer’s perspective differs from that of a layperson. 

Immediately after I had the opportunity to pick a jury in one of our federal trials in September 2022, I had an entirely new experience: actually having jury duty of my own.  This was far from the familiar halls of civil court, but brought me to the Frank Crowley Criminal Courts Building.  I don’t know how I “escaped” being called for so many years, but those two things just happened to coincide less than a week apart.   

Paige Melendez

Dallas Employment Lawyer Paige Melendez

Retaining an attorney is never an easy decision, but it should also not be a last resort. The reason why timing is so important is that unfortunately the legal system moves slowly. Even if your case is not tangled up in an ineffective judicial system, it can be tangled up in something worse: attorney’s schedules. Despite how it is portrayed on television, most of law is negotiating with the attorneys on the other side to try and work out a resolution. We are opponents on either side, but the best resolutions come from an agree to disagree attitude with a common goal to resolve things for both our clients. With that being said, as a client there are certain timing issues to be aware of before thinking about retaining an attorney. 

The first timing issue is when to retain an attorney. An attorney being utilized as a last resort sometimes makes sense if there is some legal matter that cannot be handled without one. However, using an attorney as a last resort in situations that are ongoing will ultimately make it more difficult – and here’s why: if the goal is to get a settlement quickly through an attorney and a lot of very serious issues rely on this “quick” timing, you will be disappointed. The law does not work expediently and rewards those who are patient and can stand to the last day of battle. It’s kind of like playing a game of chicken. You have to prepared to go all the way without swerving. If there is a strict timeline attached because of extraneous issues, then it makes things more difficult because sometimes legal schedules do not always match up with personal timelines. It’s also something the other side can take advantage of. 

Austin Campbell

Dallas Employment Trial Lawyer Austin Campbell

Summary: This article discusses some strategies, including different contract clauses, that employers might use to try to control where you can sue them, or to try to sue you in a far-away place. 

If you are in a legal dispute with your employer, where the lawsuit is filed can make a big difference.  That affects who the judge is or who might be on the jury.  Exactly where a lawsuit can be filed depends on the nature of the legal claims in it.  However, two basic principles generally apply.  If there are multiple permissible options of where to file suit, the party filing suit gets to choose where to file suit.  However, the location must be somewhere that has “personal jurisdiction” over the defendant—i.e., the defendant has to have sufficient connections to the location for it to be legally “fair” to sue them there.  This article, however, explores ways that employers may try to get around these basic principles through contracts containing “forum selection” or “venue selection” clauses.

Employment Lawyer Deontae Wherry

Dallas Employment Lawyer Deontae Wherry

Searching for a job in today’s job market can be a tedious and competitive process. Employers are adding more requisites and qualifications to job postings in an attempt to attract the best candidate. That, in turn, requires candidates to find ways to better market themselves, including sometimes exaggerating their skills and qualifications on their resume and application or misrepresenting why they left their last employer. Let me warn you—don’t misrepresent your qualifications or the reason you left your employer. If a job is meant for you, the job will be for you.

How can a misstatement on an application affect you in an employment case?

Paige Melendez

Dallas Employment Lawyer Paige Melendez

The dissolution of abortion rights that should be guaranteed as substantive due process rights have a direct impact not only on healthcare, but on employment. I know that’s odd to say, but it’s a person’s personal health decision that should not be interfered with, even by their employment. However, with the Supreme Court’s decision a flurry of companies began to step in to protect abortion rights in a private sector way. This is untenable as a solution. While helpful in the short-term, it creates a complex picture for employment discrimination. 

As a hypothetical, let me set up Grayson. They are currently pregnant and would like to access abortion in a different state. Their employer is Be Free Sporting Goods who has promised that they will give time off and leave to allow Grayson the opportunity to pursue abortion access outside the restrictive laws of states like Texas. Despite this being a personal healthcare choice between them and their doctor, Grayson now has to disclose their decision to access abortion to their human resources department. Be Free is a big corporation – their decision is not communicated to one person, not even two people, but several people must work on the request before it is approved. Grayson’s request is then denied because Marla in the human resources department has a sincerely held religious belief that abortion is wrong. And this juncture is where the private sector’s “solutions” to abortion access fall short.

Austin Campbell

Dallas Employment Trial Lawyer Austin Campbell

Summary: This article gives an overview of the May 2022 Texas Supreme Court decision Perthuis v. Baylor Miraca Genetics Laboratories, LLC, and its implications for employees’ rights to their commissions in Texas. 

Under Texas law, if you are an employee who is paid via commission, as long as you fully performed what you were required to do under your commission plan at the time, you are owed the commissions for your work.  Furthermore, written commission plans can only be modified in writing.  Employers can modify their commission plans prospectively, i.e., going forward.  But employers cannot escape their obligation to pay commissions already earned by changing the plan.  

Contact Information