Employment Law Attorney in Texas

Texas Employment Law Cases I Handle

Texas is an at-will employment state, meaning employers can end the employment relationship for most reasons. But federal law and the Texas Labor Code prohibit termination, harassment, and other adverse treatment based on protected characteristics or in retaliation for protected activity. The following are the core claim types I handle for Texas workers.

Wrongful Termination & Workplace Discrimination

Wrongful termination cases involve firings tied to discrimination, retaliation, or a violation of an express employment agreement. Discrimination claims cover race, color, sex, national origin, religion, and pregnancy under Title VII of the Civil Rights Act of 1964; disability under the Americans with Disabilities Act (ADA); age under the Age Discrimination in Employment Act (ADEA); and additional protections under the Texas Labor Code. If your termination or mistreatment at work was connected to one of these protected characteristics, you may have a claim regardless of what your employer gave as the reason.

Sexual Harassment & Hostile Work Environment

Harassment based on sex, including conduct that creates a hostile work environment, is prohibited under both federal and Texas law. These claims require showing a pattern of conduct severe or pervasive enough to alter the conditions of employment. If you reported the harassment and then faced retaliation, that may create an additional legal basis for a claim.

Retaliation

Retaliation protections apply when an employee makes a good-faith complaint about discrimination, files an EEOC charge, reports wage violations, or participates in a workplace investigation. Adverse action taken afterward, including termination, demotion, or schedule changes, may constitute unlawful retaliation under federal and Texas law.

Wage & Hour Disputes for Texas Employees

The Fair Labor Standards Act (FLSA) requires most employers to pay overtime at one-and-one-half times the regular rate for hours worked beyond 40 in a workweek. The Texas Payday Law governs how and when wages must be paid. Employers who misclassify workers as exempt salaried employees or as independent contractors often use that classification to avoid both obligations.

I’m recognized by the National Top 10 Wage and Hour Lawyers, and I’ve handled wage and hour disputes in state and federal court across Texas. Disputes I accept include:

• Unpaid overtime
• Employee misclassification
• Commission disputes
• Unlawful pay deductions

Before consulting an attorney, gather pay stubs, timecards, and any communications about your schedule or classification.

Employment Agreements & Contract Disputes

Employment contracts are typically drafted to protect the employer. I review them from the employee’s perspective, identifying terms that can limit your future legal options before you sign. I also handle severance agreement review and negotiation, commission agreement disputes, non-competition agreements, and breach of contract claims where an employer has failed to honor agreed terms.

Non-compete agreements in Texas must meet specific requirements related to scope, geography, and duration to be enforceable. Severance agreements frequently include releases of legal claims, and signing without legal review can waive your right to pursue discrimination or wage claims after the fact.

How a Texas Employment Claim Moves Forward

Most Texas employment discrimination claims require filing a charge with the EEOC or TWC before a civil lawsuit can be filed. Deadlines are typically 180 or 300 days from the discriminatory act, depending on jurisdiction. After the agency investigation concludes, the EEOC typically issues a Right to Sue letter giving you 90 days to file a federal lawsuit.

The process begins with a free 30-minute case evaluation, which can be initiated through the online questionnaire or by phone. From there, I handle agency filings, negotiation and mediation, and litigation in state or federal court when necessary. With over 150 jury trials completed, I evaluate every case with an eye toward what it would take to succeed at trial, which directly informs how claims are positioned long before a case gets there.