Rachel Bethel Dallas
Trial Attorney
Domestic violence (“DV”) does not confine itself to a victim’s home. DV hunts survivors down to factory floors, hospital units, classrooms, and office desks.
Several states have recognized the intimate link between a survivor’s physical safety and a survivor’s financial security.
Dallas Employment Trial Lawyer Cassidy Monska
In today’s digital age, information is everywhere. A quick Google search can yield thousands of results on any legal topic – from wrongful termination to workplace discrimination. Social media platforms are flooded with advice, personal stories, and even legal opinions. And yes, even AI tools like ChatGPT can provide insights on employment law. But when it comes to protecting your rights and navigating the legal system, one question remains: Should you do your own research, or should you rely on a lawyer? The answer is not as simple as “don’t Google it.” Research can be helpful, even empowering. But it is not a substitute for legal counsel. Here’s why.
The Internet Isn’t a Lawyer
Rachel Bethel – Trial Attorney
Workplace issues can start subtly: a passive-aggressive comment, a suspicious change in workload, or a shift in how management treats you. Many employees hope these problems will work themselves out or go away eventually. However, waiting too long to get legal guidance can make things worse & potentially limit your options later on.
Whether you’re facing discrimination, retaliation, or a hostile work environment, speaking with an employment attorney early in the process can be one of the smartest moves you make.
Summary: This article discusses why it is strategically important for employees, when pursuing legal claims against their employer, to simplify their case as much as possible.
Many employees who come to us and explain that they believe their employer discriminated or retaliated against them state that they think there are multiple illegal reasons for their employer’s actions. For instance, someone might tell me they believe their employer fired them because of their age, because they have a disability, because they took FMLA leave, and because they previously reported the discrimination because of age.
At the end of the day, in almost any employment case the burden of proof is on the employee asserting legal claims against their employer. Part of that usually means the employee must prove that they were fired because of an illegal reason or reasons. Typically that burden takes the form of what is called “but for” causation—but for the person having a disability, they would not have been fired, for instance.
Dallas Employment Trial Lawyer Deontae Wherry
Attending the Texas Employment Law Association (“TELA”) Continuing Legal Education (“CLE”) event in Guadalajara, Mexico, last week was a rewarding experience that seamlessly blended professional development with cultural exploration. The weather was beautiful, ranging from 60 to 84 degrees and sunny, enhancing the overall enjoyment of the event.
The CLE gathered employment attorneys from various regions, providing a valuable opportunity for networking and idea exchange. The sessions covered a wide range of relevant employment law topics, featuring expert speakers who shared insightful perspectives on recent legal changes affecting both employers and employees. The interactive format encouraged engaging discussions, making the learning experience even more enriching.
Dallas Employment Trial Lawyer Riley Carter
When clients settle their legal disputes, the way legal fees are handled can significantly impact their financial outcome and trust in their attorney. Legal ethics play a crucial role in guiding how lawyers manage and deduct costs from settlements. Let’s delve into the ethical rules and considerations surrounding this practice to ensure that legal professionals maintain transparency, fairness, and compliance with established standards.
The Ethical Framework
Dallas Employment Trial Lawyer Rob Wiley
Gaslighting is a term that has gained prominence in discussions about psychological manipulation and emotional abuse, particularly in interpersonal relationships and professional settings. Coined from the play and subsequent films titled “Gas Light,” where a husband deceives his wife into questioning her reality, gaslighting describes a methodical strategy to undermine someone’s perceptions, memories, and sense of self.
In the workplace, gaslighting can be especially insidious, often leading to confusion, self-doubt, and emotional distress for the victimized employee. This is a particular problem for Texas employees.
Summary: This article discusses the holding and implications of the Supreme Court decision in Muldrow v. City of St. Louis.
In the U.S. Supreme Court’s April 17, 2024, decision in Muldrow v. City of St. Louis, the Court reversed a lower court decision dismissing a police officer’s lawsuit over being transferred to a worse position because of sex. This reinstated her case. In concert with the Fifth Circuit’s decision in Hamilton v. Dallas County, 79 F.4th 494 (5th Cir. 2023), Muldrow hopefully represents a coming trend of courts finally rolling back decades of judge-made roadblocks to employees’ abilities to enforce their civil rights. Courts applying the law as written should give employees greater protections by removing opportunities for judges’ preconceptions or assumptions (often about people in very different circumstances from themselves) to get mixed into their rulings.
In Muldrow, the lower appellate court (the Eighth Circuit) decided that because Ms. Muldrow’s transfer did not change her rank or pay, she could not prove discrimination even if she really was transferred because of her sex. Although there was evidence the new position Ms. Muldrow was moved to was less prestigious within the department, had fewer responsibilities and perks, came with a worse schedule, and required her to give up her work vehicle, the Eighth Circuit reached that decision because it did not think those changes were “significant” enough to constitute discrimination.
Dallas Employment Trial Lawyer Riley Carter
In Texas, the laws governing workplace safety are robustly outlined within the Texas Health and Safety Code. Among its provisions lies protection against retaliation, ensuring that employees who report safety violations or participate in safety-related activities are shielded from adverse actions by their employers. Understanding these retaliation provisions is crucial for both employers and employees to uphold a safe and fair working environment.
The Texas Health and Safety Code, specifically Sections 260A.014, 161.134, and 142.003 prohibit employers from retaliating against employees who exercise their rights under the code. These rights include reporting safety violations, filing complaints, or participating in investigations regarding workplace health and safety.
Dallas Employment Trial Lawyer Riley Carter
As the holiday season approaches, many employees find themselves yearning for quality time with family and friends. Taking leave during this festive time is a common practice, but it’s crucial to understand the legal implications and rights associated with holiday leave under employment law.
Understanding Your Leave Entitlement
Dallas Employment Lawyer Blog