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Employment discrimination may be behind Texas worker termination

Work naturally can be stressful. A person must juggle multiple deadlines at times, combined with worrying about his or her boss's next critique or criticism. However, people return to the workplace every day for one major reason -- they need the income, and they actually might enjoy the work they do. Being discriminated against on the job due to one's race, though, can make a place of employment utterly intolerable in Texas. Some companies attempt to use misconduct as an excuse to discharge employees when they are really letting them go for reasons related to employment discrimination.

In many instances, a company might choose to suspend a worker who has been accused of taking part in misconduct. The business' goal in this case may be to complete an investigation and then determine the level of threat the employee might pose to the company. Nevertheless, if the employer follows this process for one employee, it is wise for the company to do the same for all employees who find themselves in the same situation.

If one employee ends up being treated differently, a court may determine that the reason behind a particular worker's suspension was actually based on discrimination. After all, when an employee is from a protected class, such as race, and is disciplined in the workplace due to misconduct, it certainly is possible that he or she may be treated worse than his or her colleagues would have been. The company may be held financially liable in such a situation.

An employer in Texas is not allowed to discriminate against a worker on the basis of race, age or gender. If a worker experiences employment discrimination, he or she could elect to file a suit against the company. Knowing what facts have to be proved in order to prevail in such a case will increase the employee's chances of experiencing a successful outcome in this situation.

Source: hr.blr.com, Race discrimination: Employee suspended for threat has viable claim, court rules, Brian T. Benkstein and Ryan A. Olson, Feb. 6, 2014

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