Employees have many rights. Unfortunately, many employees do not fully understand what their rights are or what steps they should take to ensure their rights are honored. When employment disputes occur, it is typically a good idea to work closely with an attorney to ensure rights are protected. In many employment-related disputes, the very details of laws can make all of the difference in the outcome. Many of these laws are unique to employment law and many workers may be unfamiliar with them.
A few terminated employees of a Texas cabinetry company are building a case to sue their former employer. The lawsuit claims their former company violated federal laws meant to protect workers from a sudden loss of employment. The ex-workers' class action lawsuit stems from the bankruptcy filing of the company and the subsequent dismissal of company workers.
Employment disputes range from employees being unhappy with a dress code to allegations of wrongful termination. Employees may believe they are being asked to perform duties outside the limits of their employment contract. Employers generally know they have to be very careful what they say when they are called to give a work reference for an employee or former employee. If they make disparaging statements about the person, they may find themselves the target of defamation litigation.
A Houston woman complained to her employer about her supervisor’s unwelcome sexual advances. She was transferred to another location, but the offending manager was never disciplined. Was that enough? What about the coworkers left behind? Texas employers must do three things to protect employees from sexual harassment and minimize the risk of employment disputes.
When is an employee not an employee? It depends on how a worker is classified by an employer. Full-time employees are eligible for benefits -- and are also required to be paid overtime, where applicable, and fair wages. Employers must also pay insurance and employment taxes for full-time employees, which can add up to significant expenses for businesses.
A Texas woman filed a lawsuit in federal court alleging that she was denied advancement with her employer for eight years. The suit alleges that less experienced and under-qualified male employees were promoted above her during that time for information technology jobs. Hired in 2005, she is the only woman in her company's IT server department.
The lawyer for a plaintiff who is suing Texas’s Lamar State University has broken his hip and has filed a motion for the case to be stayed, or put on hold, as a result. The case was originally filed in May and, in spite of these new developments, all parties concerned are likely to want to put this case behind them.
Gender discrimination has been outlawed in this country since 1964. Title VII of the Civil Rights Act makes it illegal for employers to discriminate against employees or employment applicants on the basis of their gender. Nonetheless, unfortunately, employers here in San Antonio do sometimes allow gender discrimination to occur. Common types of illegal gender discrimination in the workplace include sexual harassment and paying women less than their male counterparts, or passing women up for promotions.
The Texas Supreme Court has said no to extending the right to a union representative for state workers in meetings with managers. Under current federal laws, employee's right to "concerted activities" under the National Labor Relations Act allows federal and private-sector workers to have a union representative accompany them to meeting with management that could result in disciplinary actions.