Frequently Asked Questions
Every situation is unique. These are general answers – they are not a replacement for a true, individualized consultation with an attorney. To have your specific questions answered, please schedule a consultation.
About the Process
We represent employees in matters such as wrongful termination, workplace discrimination, sexual harassment, retaliation, wage and hour disputes, non-compete and severance negotiations, and more.
If you’ve experienced unfair treatment, harassment, or other workplace issues, it’s best to consult an attorney who can evaluate your situation based on the facts and applicable laws.
The time limit varies depending on the type of claim and jurisdiction. For example, discrimination claims often have a filing deadline of 180 or 300 days with the TWC and EEOC, respectively.
Generally, at-will employment means you can be terminated at any time for any reason, except for reasons that violate anti-discrimination laws.
Termination is considered wrongful if it violates anti-discrimination laws, breaches an employment contract, or occurs as retaliation for protected activities.
No, retaliation for reporting unlawful behavior is illegal. If you’ve been retaliated against, you may have grounds for a separate claim.
You are protected from retaliation under laws like Title VII, the Fair Labor Standards Act (FLSA), and other whistleblower protection statutes.
Evidence may include witness statements, emails, texts, or a pattern of behavior that creates a hostile work environment. Documentation of incidents is integral.
If you believe you are owed unpaid wages, you can contact the Texas Workforce Commission or Department of Labor for assistance. They can guide you on how to file a complaint and recover wages owed to you. If you’re unsure which agency to contact, feel free to reach out to us, and we can point you in the right direction.
It depends on the agreement’s terms and whether it’s reasonable in scope, geography, and duration under state law.
Consider the amount of severance offered, release of claims, confidentiality clauses, and whether the agreement adequately compensates you for potential legal claims.
Yes, for discrimination or harassment claims under federal law, you generally need to file a charge with the EEOC before pursuing a lawsuit.
Document everything, keep a copy of your documents, avoid making rash decisions, and consult with an attorney as soon as possible to protect your rights.
During your consultation, the attorney will review your situation, discuss your legal options, and answer your questions. The consultation is confidential and designed to help you understand your next steps.
In many cases, we offer contingency fee arrangements, meaning you don’t pay legal fees unless we recover compensation for you.