I am the only board certified labor and Employment Lawyer in the Tyler/East
Texas area that primariIy represents employees instead of the employers.
I realized many years ago that there was a lack of representation for
employees and became one of the first to step up to the plate and provide
it. After over three decades of practice, I still offer free 30-minute
case evaluations where I meet with potential clients to discuss their cases.
Taking an employer to court is a serious matter, and you should only trust
someone who has experience doing it. I am proud to say that I have tried
over 100 lawsuits to jury verdicts, which is an increasingly rare accomplishment.
Not many wrongful termination lawyers can say the same, but with me, you
know you are getting someone who can try a lawsuit if and when is necessary.
You will be involved and kept up to date throughout the entire process
and can ask questions at anytime.
Set up an appointment today to see how the Hommel Law Firm can help you.
Contact the Hommel Law Firm by filling out the questionnaire so I can
evaluate your situation.
Fighting Discrimination And Wrongful Termination
At Hommel Law Firm, the core value is that any employee discrimination
is wrong. Being treated unfairly or differently simply because of who
you are is a humiliating experience for the employee and shameful on the
part of the employer. If you believe you have been discriminated against,
the Hommel Law Firm will fight for your rights.
I represent workers in claims against employers for the following:
- Sexual Harrasment
- Family Medical Leave Act Violations
Fighting For Your Wages
The Hommel Law has represented thousands of workers who were denied payment
of overtime wages. if you have not been compensated for your time directly,
fill out the questionnaire today.
The Hommel Law Firm can help you receive the back wages that you have already
earned but not yet been paid. If your employer does not pay you to attend
meetings or training, for travel time to and from a worksite, or fails
to pay you overtime wages, you may be eligible for back wages. Contact
the firm through the case questionnaire and I will be happy to work with you.
I was injured on the job and filed a claim for workers compensation. When
I went back to work I was terminated. Can my employer do that?
No, under Texas labor code section 451 the employer can be sued for terminating
an employee for filing a worker’s compensation claim.
Can an employer require me to take a polygraph (lie detector) test?
There is a federal law The Employee Polygraph Protection Act (EPPA) is
administered and enforced by the Wage and Hour Division (WHD). The EPPA
applies to most private employers. Employers may not use or inquire about
the results of a lie detector test or discharge or discriminate against
an employee or job applicant on the basis of the results of a test, or
for filing a complaint or for participating in a proceeding under the Act.
Subject to restrictions, the Act permits polygraph (a type of lie detector)
tests to be administered to certain job applicants of security service
firms (armored car, alarm, and guard) and of pharmaceutical manufacturers,
distributors, and dispensers.
Subject to restrictions, the Act also permits polygraph testing of certain
employees of private firms who are reasonably suspected of involvement
in a workplace incident (theft, embezzlement, etc.) that resulted in specific
economic loss or injury to the employer.
Where polygraph examinations are allowed, they are subject to strict standards
for the conduct of the test, including the pretest, testing, and post
testing phases. An examiner must be licensed if required by a state in
which the test is to be conducted, and must be bonded or have professional
liability coverage. The Act strictly limits the disclosure of information
obtained during a polygraph test.
I was fired from my last job and am having a difficult time finding another
job, I think my former employer is saying untrue things about me, can
you help me?
Always be truthful when filling out an employment application. Never leave
out an employer no matter what the circumstances were in leaving that
job. It is always better to list them rather then "forget" to
put them down.
All any former employer will ever voluntarily disclose about your employment
is the period of time you worked there, the rate of pay, and the type
of work you performed. Almost anything said that would be of a derogatory
nature could subject them to a lawsuit for defamation.
In your job application under reasons for leaving, you can generally put
something generic and still be within the bounds of honesty, for example,
personality differences, professional differences of opinion etc.
Can a prospective employer obtain a credit report on me?
In order to do a background or reference check under the Fair Credit Reporting
Act (FCRA), an employer must first notify the applicant that such a check
will be done, and then must obtain the applicant's written permission
to perform the check
on a separate form from the application. The FCRArequires employers to disclose that consumer reports may be used
for employment decisions and to secure consent from employees or applicants
to obtain these reports. If consumer reports provide information that
results in an adverse employment action against an individual, the employer
must provide the person with a copy of the report and his or her FCRA rights.