Houston Employment Lawyer resolving employment disputes including wrongful termination, sexual harrassment, and non-compete agreements

Having employees is a vital part of a business’s growth, but there are many precautions that should be taken due to the vast array of law that governs employers. We will assist our clients by reviewing their policies, procedures, and documents to makes sure that they comply with the applicable laws. Having these items reviewed can help avoid or reduce costly litigation later. However, in the event of litigation, we are willing to represent our clients either in court or before an administrative agency to get the best settlement possible or if needed, go to trial and advocate our client’s position. Here are the major areas in which we will represent clients:

Wrongful Termination

It may be necessary to end a professional relationship with an employee. When doing so, it is important to avoid any risks that may result if care is not taken. This would include looking at policies to make sure that no unintentional employment contract is formed, or that person of a protected class is not wrongfully terminated. We can also advise and represent a company once a dispute has arisen.

Employment Contracts

When a contract is desired for an employee, it is imperative to have the terms of the contract clearly expressed. We can advise on what to include in the contract and provide language that will clearly indicate to a court what is intended. We can also review employee handbooks and policies to make sure that an employment contract is not accidentally formed. Additionally, if an employee disputes a contract or alleges that a contract has been formed, we can represent the employer from the time it was informed through court if necessary.

Sexual Harassment and Hostel Work Environment Charges

Putting policies and procedures in place is crucial to insure that a company limits its liability to this kind of dispute. This can include reporting procedures, remedial procedures, training, and signed documentation acknowledging the work-place harassment policies. In some circumstance if these steps are not taken, employers will be responsible and strictly liable for the conduct of their employees. Additionally, we will represent businesses in litigation, including EEOC claims, if it has been accused of sexual harassment.

Discrimination

There are state and federal laws which regulate discrimination, including the EEOC. It is important for businesses to take preventative measures to insure that they do not discriminate based on the protected classes of race, national origin, sex, color, or age. We can help setup or review the policies of a business to evaluate whether they comply with the applicable laws. We can also recommend and review reasonable accommodations necessary for persons with disabilities.

Compensation

These disputes form from overtime, bonuses, commissions, salaries, and benefits. We assess the compensation plans, benefits packages, and overtime pay procedures to minimize the risk of a potential compensation dispute.

Trade Secret Protection, Non-compete Agreements, and Non-disclosure Agreements

A business’s practices can be value assets that need to be protected. We can draft policies and procedures necessary to protect trade secrets. Also, we can help develop confidentiality and non-disclosure agreements to setup enforceable protection for a business’s secrets. However, even with these protection in place, an employee may still improperly use trade secret information or violate a non-compete or confidentiality agreement. If this happens, we can represent the employer through trial to get an appropriate remedy.

Classification of Employees

In today’s market it has become increasingly difficult to determine whether a person is an independent contractor, an employee, or an exempt or non-exempt employee. We can review the job descriptions, various duties, pay, and location of the person to determine which classification is best based on the various factors given by law.

Litigation

We will represent our clients to the best of our ability as soon as a lawsuit is filed. This means giving meaningful insight into the chances of success, giving the strengths of our clients’ position, and discussing frankly the potential obstacles and weaknesses of the case. Reaching satisfactory settlement would be our primary goal, but if no settlement could be reached then we will pursue our client’s position through a trial.

We can represent our client’s officers and directors in a suit brought by either shareholder or other third parties. We will review the allegations and argue appropriate defenses or present evidence in favor of our client.

Employment and Labor Litigation
Sometimes an employer will be unable to rectify a problem with an employee. Whether the employee files an EEOC complaint, violates a non-compete agreement, or has a contract dispute, we can represent our clients in court or before an administrative agency. We will develop the case and diligently promote the position of our client.

Other Issues

We can also review other matters to determine if there is a relevant employment law situation.
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