Best Employment Lawyers in College Station

FAQs

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

  You may contact (979) 764-3600 for non-emergency concerns in College Station.

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

  Requesters can obtain police reports from College Station’s police department personally at: 800 Krenek Tap Road College Station, TX 77840

  By mail at: City of College Station Police Department Attention: Police Records, P.O. Box 9960, College Station, TX 77842

  Requests can be made online through the public records request portal at https://www.cstx.gov/cms/one.aspx?portalId=12410917&pageId=13470860.

• What is the legal recourse that College Station employees may have if there is no law that protects them from a wrongful termination?

  College Station employees may turn to internal, procedural, or contractual remedies to protect them from wrongful termination for monetary relief or reinstatement. Texas has few employment laws, and if no law exists to make an employer's action illegal, workers may look to their contracts, offer letters, collective bargaining agreements, or in-house company policies to appeal their termination. Internal grievance procedures may involve meetings with supervisors and hearings with panels of employees, governing boards, and executives.

• What laws protect College Station workers from becoming a victim of retaliation in the workplace?

  Some laws that protect workers in College Station from becoming a victim of retaliation include Chapter 21 of the Texas Labor Code, the Age Discrimination in Employment Act, and the Americans with Disabilities Act. These laws apply to both local and state government entities, regardless of the number of personnel.

• What are the exceptions to Texas’ at-will employment law, and how do College Station employers manage this restriction?

  Significant examples that can nullify the at-will employment law in College Station are express agreements, statutes, and public policy exceptions. Regarding the latter, no adverse action or termination against employees can be made as retaliation when they refuse to commit criminal acts on their employer's behalf. Employers can manage the limits imposed by this law by reassigning employees, changing and developing personnel rules, and changing various job features such as schedules, work locations, job descriptions, titles, and pay.

• Can secret policies be used against College Station employees in wrongful termination cases?

  No. Secret policies cannot be utilized against former employees in wrongful termination and employment-related litigation and claims in College Station. They are useless because employees must know all policies that affect them. Written rules are useful in all forms of employment claims and litigation. Therefore, proving that employees are informed by their employers of whatever standards they must adhere to will support the latter's argument.

• When can a College Station workplace be considered a hostile work environment?

  When a worker feels uneasy, offended, or intimidated due to a group or individual's actions, the workplace in College Station may be deemed hostile. It becomes hostile when the perpetrators’ offensive behaviors are pervasive, frequent, or severe. Someone who makes a rude comment does not constitute a hostile work environment. Forms of hostile behavior include sexual harassment that may manifest as unwelcome sexual comments or advances, racial harassment, bullying, threats, and intimidation.

• 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.