Most people equate the loss of a job with the end of their income, health insurance and other employee rights. Imagine losing your job after more than 10 years of loyal service. How are you going to pay your mortgage or make your car payments? What if it takes months to find another job that offers a comparable salary?
The former administrator of a college in another state recently sued the college after she claimed it mistreated her, forcing her to quit her job. Her job loss allegedly took place following retaliation she experienced in the midst of a controversy dealing with race that spread throughout the college campus a couple of years ago. If an employee in Texas suffers from retaliation by his or her company, the individual has the right to take legal action.
A sheriff's deputy filed a whistleblower lawsuit against a county in another state, and earlier this year, his department had to reinstate him following a dispute about wrongful termination. However, the deputy recently claimed that he has continued to face retaliation after returning to the job, so he has decided to sue the county again. Employer retaliation is illegal in Texas and elsewhere, and thus, it is grounds for litigation.
A former flight attendant recently filed a lawsuit in another state against two airlines. In her lawsuit, she claimed that she was led to quit her job due to employer/employee retaliation, which is illegal in Texas and other states. She is seeking $800,000 as part of the lawsuit.
In another state, a settlement was recently reached for a sheriff's deputy who alleged that his employer retaliated against him. The federal lawsuit has been settled for $90,000. It is within the rights of workers in Texas and other states who experience retaliation in the workplace to seek to hold accountable their employers through the civil court system.
Two former university employees in another state have decided to sue their employer for retaliation in the workplace. They claim they were terminated for uncovering budgetary waste and policy violations in the institution's information technology department. Anyone in Texas who has been a victim of employer retaliation has the right to file a lawsuit in an effort to correct any wrong that has been done.
A police sergeant recently claimed that he has experienced employer retaliation twice since 2015. The alleged retaliation occurred because he was requesting an internal affairs investigation done of another officer. Fortunately for the victim, retaliation is grounds for a lawsuit in Texas and other states.
Employees have a right to report their employers' wrongdoings. When an employer in Texas engages in illegal activity, such as retaliation or race discrimination, it may be held liable for its actions. A man in a different state recently filed a lawsuit against his former employer, a board of education, and the board president. The man claimed that his employer engaged in employer retaliation in addition discriminating against him on the basis of race.
The purpose of the federal Family Medical Leave Act is to protect employees in Texas and other states who experience extenuating family and medical circumstances. Through this law, a qualifying employee is allowed up to a total of 12 weeks of leave without pay each year to recover from an illness or take care of a loved one. Sometimes, however, employers punish workers for taking a Family Medical Leave Act (FMLA) leave -- something for which they may be held liable in civil court.
Sometimes a person's decision to report illegal behavior in the workplace in Texas may end up backfiring -- in the form of termination. Two people in a recent out-of-state case were fired earlier this year from a credit union. However, they claimed that the firings were done in retaliation for their speaking up about the credit union's inappropriate accounting practices and have since filed a civil suit against the credit union.