— Workers' Rights Category Archives — Page 2 of 9 — Dallas Employment Lawyer Blog Published by Dallas, Texas Employment Lawyers

Job Burnout is Real. Just Ask Facebook.

June 9, 2022 | Rob Wiley, P.C.

Dallas Employment Lawyer Fadi Yousef

Earlier this month, Sheryl Sandberg announced her resignation from Facebook parent Meta Platforms, Inc. Her departure was a surprise to many people. Ms. Sandberg was the Chief Operating Officer of one of the biggest and most powerful companies in the world. She was the primary reason why Facebook scaled from a company with $153 million in revenue and 500 employees in 2007 to its current size, with more than 77,000 employees.

This past week, the Wall Street Journal reported that Ms. Sandberg decided to leave Meta after a years-long process of battling job burnout. She felt like she had become a punching bag for the company’s problems and that she was targeted in a way that would not happen to a man, according to the Journal. This caused Ms. Sandberg to become disconnected from the business and less visible publicly.

Mental Health is Wealth: Tap into your resources.

February 10, 2022 | Rob Wiley, P.C.

The death by suicide of Cheslie Kryst was a big wake up call. Mental illness is prevalent amongst Americans now more than ever. According to data collected by Mental Health America, Texas is the second most prevalent state for mental illness. As a Texas employee, you should be aware of the resources available to you.

Historically, many cultures have viewed mental illness as a form of religious punishment or demonic possession. Negative attitudes toward mental illness persisted into the 18^th century in the United States, leading to stigmatization of mental illness, and confinement of mentally ill individuals. As a society, we still have negative views of and oftentimes downplay the severity mental disabilities. In fact, I just watched an episode of the Bachelor where one contestant mocked another because she suffered from ADHD. I was disgusted by such a display of ignorance, but at the same time, was proud that mental health was being talked about on a such a widely televised platform.

I say that to say that although there are individuals who still have negative attitudes toward mental illness, it is no longer a taboo topic that we must be hush hush about. In 2021, approximately 19% of adults experienced a mental illness, which is equivalent to 47 million Americans. In addition, 7.67% of adults reported substance abuse disorders in 2021. Approximately 10.7 million or 4.34% of adults experienced severe suicidal thoughts in 2021. These are just the statistics for adults. Children also experienced high rates of depression, substance abuse, and suicidal thoughts.

Texas v. New York: Which state offers more protections to employees? The answer will not surprise you.

December 2, 2021 | Rob Wiley, P.C.

Dallas Employment Lawyer Fadi Yousef

It is no secret that in the past few years companies have been moving their principal places of business from progressive states, like California or New York, to Texas. Texas has been known as a “business-friendly” state, and for good reasons. Among other things, Texas has a healthy economy, a prime location in the center of the country, no state income tax, and affordable cost of living.

One major factor that doesn’t receive much publicity is Texas’s far less-restrictive labor & employment laws. After all, a company relocating thousands of its employees to work in Texas means a lesser risk of violating more restrictive laws in states like California or New York.

Can my Employer Mandate the COVID Vaccine?

February 5, 2021 | Deontae Wherry

deontae-wherry By all accounts, we can agree that the year 2020 was unconventional in every way. We were forced to live our lives in ways that many of us never imagined. And when we thought things were going to get better, it seems things only got worse. As we enter into the new year, it is our hope that our best days are ahead of us with the newly approved COVID-19 vaccine (“vaccine”).

No one knows how long it will be before everyone is vaccinated or even if the rushed vaccine will work. In fact, according to the Pew Research Center, while Americans’ confidence in the vaccine is increasing, many groups remain hesitant about getting vaccinated. It is becoming clear that whether we want the vaccine or not, employers are going to have a critical role in the administration of the vaccine. This article discusses employees’ rights as it relates to employer-mandate vaccinations.

On December 16, 2020, the Equal Employment Opportunity Commission (“EEOC”) published its guidance related to workplaces requiring the COVID-19 vaccine. This guidance helps us better understand what we can expect in the days and months ahead. Nevertheless, employers must not violate employment laws in mandating or administrating the vaccine.

Get that Paper (As Long as You Do It for Your Coworkers, Too)

January 29, 2021 | Paige Melendez

20201124_104652-203x300 For an employee in Texas there are very few protections because Texas is an at-will employment state. An employer can fire an employee for any reason or no reason, and it is protected under Texas state law. The only thing an employer cannot do is terminate someone or take an adverse action against them for an illegal reason where their motivation is based on an employee’s protected characteristic. On that backdrop, it would seem that an employee has no recourse against an employer who is treating employees poorly, but not illegally. However, the National Labor Relations Act (NLRA) does more than protect unions, it also creates an avenue for employees to raise concerns about the terms and conditions of their employment. The NLRA was meant as a way for workers to advocate for themselves, which most of the time takes the form of creating a union, but the protection is not limited to union members. Section 7 (aptly named “Rights of Employees”) states that “employees shall have the right…to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection.” This provision is given teeth by a later section which states that things like an employer’s interference with or restraint of these Section 7 rights is an unfair labor practice. The NLRA even created the National Labor Relations Board (NLRB), which is an independent Federal agency that operates to enforce these provisions. Based on this history and structure, the NLRA gives employees a toolbox that can be used to approach an employer about their employment and have that activity protected by law.

Are English-only Workplaces Illegal?

January 1, 2021 | Deontae Wherry

deontae-wherry One of the greatest benefits of our nation’s growth is the diversity that comes with growth. It is undisputable that more and more individuals are calling America home. As a result, the workplace is becoming more diverse and more employees are speaking other languages than English. According to the Center for Immigration Studies (“CIS”), more than 67.3 million residents in the United States now speak a language other English at home. CIS found that this number more than doubled since the 1990s. Texas ranks among the leading states that has a large share of residents speaking a foreign language at home. I expect these numbers to continue to increase exponentially in the decades to come.

Workers’ Compensation Retaliation Under Chapter 451

November 20, 2020 | Rob Wiley, P.C.

fadi-yousef Workers’ compensation is a form of insurance that pays for wage replacement and medical benefits to employees injured on the job or in the course of employment. Texas is a unique state that makes workers’ compensation voluntary for employers. For that reason, most private employers in Texas may choose to affirmatively “opt-out” of the state workers’ compensation system. Those who “opt-in” are called “subscribers” and those who “opt-out” are called “non-subscribers.”

In Texas, workers’ compensation retaliation is governed by Chapter 451 of the Texas Labor Code. Thus, a claim for retaliation is commonly known as a Chapter 451 claim. Chapter 451 makes it illegal for employers to discharge or in any other manner discriminate against an employee because the employee has:

Show me the money: Damage caps in employment law cases.

November 13, 2020 | Rob Wiley, P.C.

Employment law claims are undoubtedly the most difficult claims to bring forward. This is especially true if you are an employee in a conservative state like Texas. All other considerations aside, the financial and emotional cost of litigation alone is taxing. To make matters worse, the chances of success at trial in an employment law case is relatively low.

In 2019, The Harvard Law & Policy Review published a paper that found that from 1979 to 2006, plaintiffs won employment discrimination cases 15% of the time in federal court. Compare that to plaintiffs in all other civil suits who won their cases 51% of the time. The low margin of success for plaintiffs asserting employment discrimination claims can be attributed to many factors, including employer friendly laws, conservative judges and juries, and short deadlines. Continue reading ›

Discrimination Cases and the EEOC Process: How to Get Started

October 2, 2020 | Deontae Wherry

deontae-wherry Have you ever wondered about what the Equal Employment Opportunity Commission (“EEOC”) actually does? You are not alone. Every week, I speak to my clients or potential clients about the EEOC’s role in employment disputes. This article briefly explains the EEOC process, common questions, and why you may want to hire an employment attorney to assist you through the EEOC process.

What is the EEOC?

Implicit Bias in the Workplace – Just Because it isn’t Blatant, Does Not Mean it isn’t There

September 11, 2020 | Rob Wiley, P.C.

If the events of the past few months have shown us anything, it’s that Black Lives Matter, words matter, and actions must have consequences. Both spoken and in writing, the language we use has the power to inspire, unite, offend, and divide. Sometimes, the use of seemingly harmless words, or the absence of words altogether, can have an everlasting impact.

This week, I gave an hour-long presentation to HR personnel about the negative impacts of implicit bias in the workplace and how to spot and eliminate such bias. Even so, I’d be remiss to believe that implicit bias will no longer exist simply because I spoke to a group of folks for about an hour.