Best Employment Lawyers in Houston, TX

FAQs

• What is the non-emergency contact number for the local police station in Houston, Texas?

  If you need non-emergency police assistance within Houston city boundaries, call 713-884-3131.

• Where can I get a copy of police reports for incidents related to my case in Houston, Texas?

  You can receive copies of open records from the Houston Police Department via:

  • Mail or go in person to the Houston Police Department located at Edward A. Thomas Building, Office of Legal Services, 1200 Travis – 10th Floor, Houston, Texas 77002
  • Online at https://www.houstontx.gov/publicinformation/index.html
  • Fax to 713 308-9150
  • Email to HPD.OpenRecords@houstonpolice.org

• Should you notify your Houston employer about violations?

  Yes. The initial step in most employment law lawsuits in Houston is to notify your employer of harassment or other breaches. Start with the human resources division if there is one at your employer. If the case progresses, your report gives the documents you might need. Furthermore, seek legal advice to protect your career and future dealings with your employer.

• What privileges are available to you at work in Houston?

  You have a right to an employer's equitable and fair treatment as an employee in Houston. Texas businesses are governed by federal regulations, which also forbid employers from abusing their staff. The following things are prohibited by federal law: wrongful termination, hostile work environment harassment, employer retaliation, unpaid overtime wages, tip pooling, and tipping infractions.

• Do small businesses in Houston have to abide by federal employment laws?

  No, because companies in Houston with less than 15 employees are exempted or not required to abide by the federal employment laws against retaliation and discrimination. As a result, these small businesses rarely spent their limited resources on staff training or handbooks. Additionally, they do not make an effort to resolve sexual harassment claims.

• Is it legal for your employer in Houston to terminate you at any time?

  Yes, it is legal for your employer to terminate you at any time. Houston is an "at will" state, wherein if an employee does not have a contract, an employer may generally terminate them for any reason. Likewise, employees may resign immediately and for any reason if they do not hold a contract. An employer, on the other hand, cannot fire you based on your age, race, or gender.

• Do you need to speak with Equal Employment Opportunity Commission in Houston before hiring an employment lawyer?

  It depends. You may need to contact EEOC in Houston to lodge your claim if your deadline is approaching and about to expire. You have 180 days under state law and 300 days under federal law to file a claim for employment discrimination. Furthermore, it is advisable to hire an employment lawyer to prevent any crucial filing errors that could skew the EEOC's investigation or jeopardize your chances of receiving the fair treatment you are entitled to.

• What does an employment attorney do?

  Employment attorneys represent workers, companies, unions, and advocacy groups. Their primary job is preventing and resolving disputes related to state and federal employment regulations as well as civil rights. They assist with the development of policies, including laws and employee handbooks, and they represent clients in court and during administrative hearings overseen by the U.S. Equal Employment Opportunity Commission and state-level labor agencies.

• How much should I ask for in a discrimination lawsuit?

  Employment-related claims are among the most complex and time-consuming lawsuits heard in the civil court system. Before workers can file a lawsuit, they must file a claim with the U.S. Equal Employment Opportunity Commission. Every year, the EEOC recovers $505 million for victims of workplace discrimination. When cases proceed to court, the average settlement is approximately $40,000. However, roughly 10% of claimants receive at least $1 million.

• How do I prove discrimination in the workplace?

  Discrimination lawsuits are typically based on an established pattern of behavior in the workplace. Employment attorneys who handle these claims generally advise clients to gather evidence and document all instances of discrimination, harassment, or abuse, as they occur. The following documents are often vital for proving workplace discrimination:

  • Personnel files
  • Payroll records
  • Employee handbooks
  • Diary or journal entries
  • Medical or mental health records
  • Reports from witnesses
  • Photos or video footage
  • Physical evidence

  
  

• Can I sue my company for a hostile work environment?

  Yes, offensive or unwelcome conduct that creates a hostile work environment and affects your terms of employment may give you reason to take legal action. However, rude or abusive behavior on its own isn’t illegal. It must also be tied to other legal issues, such as retaliation for reporting harassment or discrimination directed at members of a protected group.

• What is the EEOC?

  The EEOC is the U.S. Equal Employment Opportunity Commission. It's a federal agency tasked with helping to enforce laws concerning discrimination in the workplace. Not all employers are covered under the EEOC. Typically, you have to work for an organization with at least 15 employees or for a labor union or agency to be covered by EEOC protections.

• How do I report an abusive boss?

  If you believe you're being discriminated against, you have several options. First, follow internal reporting procedures with human resources or other leadership. You can also file a charge of discrimination with the EEOC. Talking to an employment attorney can help you understand your options and protect your interests.

• What laws protect employees from job discrimination?

  • The Civil Rights Act of 1964 provides employees with protection against discrimination based on a wide variety of factors, including national origin, sex, religion, race, and color.
  • The Age Discrimination Act of 1967 applies age to the protected class.
  • The Equal Pay Act of 1963 forbids sex-based compensation discrimination.
  • The Rehabilitation Act of 1973 makes it illegal to discriminate on the grounds of disability in terms of employment decisions.
  • The Civil Rights Act of 1991 adds more protection and power to the federal government to enforce some of these laws.

• How do I file a wrongful termination claim?

  You can file a wrongful termination claim with the EEOC online, via mail, or in person at various EEOC branch offices. You may be able to file a complaint with a state agency. To determine an appropriate plan of action and which organizations you can file with, speak to an employment lawyer.

• What is unfair treatment at work?

  Unfair treatment is not the same as unlawful treatment. There aren't laws against unfair treatment, which can include a boss who generally bullies people into action or someone who doesn't make fair decisions about time off because of nepotism or mood. Such issues may not constitute a claim for a court argument or allegation, unlike unjust judgments made on the grounds of race or age. An employment attorney can clarify if unfair treatment is also unlawful.

• What are some workers\' rights related to injury and illness?

  Employees have a variety of rights related to time off if they're injured or fall ill. For example, in workplaces covered by the Federal Medical Leave Act, workers are allowed to take up to 12 weeks off without losing their position in a company. The leave is unpaid unless PTO time can be used to cover it. Employees may also have rights to file a workers' comp claim if they're injured on the job. All of these laws cover different situations and types of employers, and an employment attorney can help you understand what rights you have.

• Can an employer force you to work?

  This is a gray area in some cases, which is why it may be a good idea to consult an employment lawyer if you have concerns about your workplace. According to the Occupational Safety and Health Administration , workers have a right to refuse to work in dangerous situations. But the burden of proof that this is, in fact, the case, can weigh heavily on the employee.