Dallas Employment Lawyer Blog — Page 2 of 15 — Published by Dallas, Texas Employment Lawyers

Settlement and Severance Agreements: My employer is giving me money in exchange for my soul

August 10, 2020 | Rasha Zeyadeh

rasha-zeyadeh Perhaps you resigned or were terminated or laid-off. On the other hand, you may have sued your employer for discrimination or some other sort of unlawful action. Either way, one of those events caused your employer to offer you a settlement or severance agreement. In exchange for signing the agreement, you will receive a payment, but also give up your right to pursue legal action against your employer, among other things.

If you are presented with a settlement or severance agreement, it is imperative that you read the agreement carefully and, if possible, get advice from an experienced Dallas Employment Lawyer. Typically, you will be allotted 21 days to review and sign the agreement, which provides you ample time to consult with an attorney. Oftentimes, companies sneak many clauses in the agreement that may come back to haunt you. Hence, consulting with an experienced employment lawyer is important.

50 Years and Counting: How Can I Join in the Fight Against Workplace Discrimination?

July 27, 2020 | Deontae Wherry

deontae-wherry After watching the 8 minutes and 46 seconds video that outraged the world, many individuals have joined in the fight for racial justice. These individuals have chosen not to be silent; they have decided to speak up and to speak out against racial inequality. The fight against systematic and institutional racism and discrimination is not solely related to police brutality, but it is embedded in every facet of our society, including in the workplace. Although the Civil Rights Act was passed more than 50 years ago, there is still great progress to be made to end workplace race discrimination.

What to expect from your employer when you’re expecting

July 20, 2020 | Fadi Yousef

fadi-yousef The Pregnancy Discrimination Act of 1978, which amended Title VII of the Civil Rights Act of 1964, prohibits employers with 15 or more employees from discriminating against women on the basis of pregnancy, childbirth, or related medical conditions. Although the PDA has been in effect since 1978, discrimination against pregnant women in the workplace continues to be an issue. In fact, in fiscal year 2019, the U.S. Equal Employment Opportunity Commission (EEOC) received over 2700 charges of discrimination on the basis of pregnancy and collected more than $22 million dollars in monetary settlements.

Secretly Recording in the Workplace: Can I do it? Should I do it?

July 10, 2020 | Austin Campbell

austin-campbell Generally, you have the burden of proving if your employer’s actions toward you violate the law. Of course, sophisticated employers seldom admit to doing something that breaks the law, and often employment cases turn on a “he-said/she-said” moment, where the employee claims something was said and the employer later denies it. One way, we sometimes see employees try to even the playing field by secretly recording conversations in the workplace to have proof of illegal activity beyond their own word.

This article answers some key questions employees often have about recording in the workplace. Is it legal for you to do it? Can your employer order you not to? Can your employer punish you for recording? Is it a good idea?

Dancing with the Supremes and Wow, They Can Really Dance: Title VII Prohibits Discrimination Based on Sexual Orientation or Transgender Status

July 1, 2020 | Rasha Zeyadeh

rasha-zeyadeh This month the Supreme Court of the United States of America handed down one of the most long-awaited decisions of the term. On June 15, 2020, the Supreme Court held that discrimination based on sexual orientation or transgender status constitutes discrimination “because of … sex” Under Title VII of the Civil Rights Act of 1964.

Title VII of the Civil Rights Act of 1964 is a federal law that protects employees and job applicants against discrimination based on race, color, national origin, sex, and religion. Before Title VII of the Civil Rights Act of 1964 was signed into law, an employer could reject a job applicant or discriminate against an employee based on the applicant or employee’s race, color, national origin, religion, or sex. In fact, an employer could reject a job applicant or fire an employee or in some other way discriminate against that person because they were black or white, Muslim or Christian, a man or a woman, or German or Mexican, and it would be completely legal.

I’m Salaried, Working More than 40 Hours, Where’s my Overtime Pay?

June 22, 2020 | Deontae Wherry

deontae-wherry Over the last month, I have noticed an increase in the number of salaried employees who have become concerned about their paycheck. Some salaried employees have found themselves mandated to reduce their work to less than forty hours per week, and as a result to account for the reduction, their employers have threatened to reduce their pay. Conversely, other salaried employees have found themselves working significantly more than their traditional forty-hour work week as a result of the high COVID demands in their particular industry. However, some companies are not compensating employees for the extra hours worked – can they do that? Well, the answer is, it depends.

Discrimination in the Workplace

June 15, 2020 | Fadi Yousef

fadi-yousef Discrimination at work is one of the hottest topics of employment law. There are a number of federal and state laws that prohibit discrimination on the basis of specific protected characteristics. Almost all of these laws protect not only employees, but also applicants for employment and sometimes even former employees who are retaliated against after their employment ends.

“That doesn’t seem safe!” Employee Rights under OSHA

June 8, 2020 | Austin Campbell

austin-campbell The Occupational Safety and Health Administration (OSHA) is part of the Department of Labor and administers the Occupational Safety and Health Act (OSH Act), as well as numerous other safety and whistleblower laws. OSHA also sets safety standards for various industries. Because of OSHA, many employers have a general duty to prevent working conditions that pose a risk of serious and recognized harm.

COVID-19, Furloughs, and Discrimination, oh my!

June 1, 2020 | Rasha Zeyadeh

rasha-zeyadeh The Coronavirus pandemic has severely impacted American workplaces. Employees in various industries have reported cuts in work hours, cuts in salary, job-loss, and instructions to work from home. While the world as we know it is changing and adapting to the “new normal,” discrimination laws remain the same. Employees are still protected against discrimination, harassment, and retaliation. This is true even if you are working from home.

Here’s a Tip: Don’t Let Restaurants Steal Yours

May 25, 2020 | Deontae Wherry

The restaurant industry is known for stealing hard-earned tips from its employees. This practice has been going on for years, yet it continues to be a paramount issue in the industry. As a restaurant employee, you may have asked yourself the following question because you have seen it done time and time again: Can my manager take my tip? Am I obligated to pay for a walked tab? Do I have to share my tip with cooks? The answer to all of these questions is likely no.