Top-Rated Houston Employment Lawyer 

Yes, it is important that you report harassment or any other workplace violations to your employer before you file a claim against them. Reporting issues internally is an important first step in the majority of employment law claims.

Moreover, when you report a violation, it provides essential documentation for any legal claim you pursue. If there is a Human Resources Department at your workplace, begin by reporting issues there. However, it is also important to remember that it’s not just what you say in a report but how you say it.

When to Report Violations to Your Employer

As a local employment lawyer, Houston workers depend on our firm to provide legal advice throughout the process. Our team is ready to provide early legal assistance to ensure reports protect your job and your future relationship with the company.

Facing Retaliation? Hire an Experienced Employment Lawyer

Often, workers tolerate unfair treatment or misdeeds because they fear retaliation from their employers. It is important to understand that Texas and federal laws prohibit retaliation against employees who exercise their rights to report violations.

If you feel that you have been the victim of retaliation in the workplace, contact the Houston employment lawyer at our law firm today. We can schedule a case evaluation to help you understand your options.

You should absolutely report retaliation that occurs in the workplace. Often, this seems counterintuitive to people because they reported a different violation, which led to some form of punishment.

However, the retaliation is a separate violation of your rights and Texas employment law. When you report retaliation, it puts your employer on notice and establishes necessary documentation of their wrongdoing. At our employment law firm, we offer confidential consultations to employees who feel their employer is retaliating against them. Call us today.

Liability and Employment Law

If you experience violations, harassment, or discrimination in the workplace, our Houston employment lawyer can help you file a claim against liable parties. Often, people wonder who is liable in these cases – the person who performed the violation or the employer?

In some cases, these are the same person. However, when the two are separate, your employer is liable for the discriminatory conduct of its employees. Per Texas employment law, the default rule is that employment is at-will. However, there are state and federal statutes that place limitations on this doctrine prohibiting discrimination of protected classes.

The anti-discrimination provisions under Title VII apply to any employer with 15 or more employees engaged in interstate commerce. Under Title VII, an individual supervisor or employee cannot be sued in their individual capacity. However, employees have the ability to sue the company they work for. In short, the employer is liable, not the employee.

What are my rights in the workplace?

As an employee, you have several rights when it comes to your treatment in the workplace:

• Right to privacy
• Fair compensation
• Safety
• Freedom from harassment and discrimination
• Freedom from retaliation
• Fair wages for work performed

When to Hire a Houston Employment Lawyer

If you suspect that your employer has violated your workplace rights, it’s important to consult an experienced Houston employment lawyer. At your initial consultation, we can discuss how federal laws protect you from any suspected violations.

Questions to Ask a Houston Employment Lawyer 

If you find yourself in need of a Houston employment lawyer, it’s important to know what questions you should ask at your initial case evaluation. Here are a few quick questions that we can cover. 

What are my rights as a worker? 

This is an essential question to ask when you want to gain the insight of an employment attorney in Houston. Employees are protected by both state and federal laws.

Additionally, sometimes employees have a written contract that establishes their rights and responsibilities as an employee that might enlarge the protections provided under state and federal laws. If you have an employment contract, be sure to bring it with you so that your attorney can review it. 

With federal and Texas laws, employees have a broad spectrum of protections in an array of situations. When you aren’t familiar with them, it can be hard to navigate. Your employment attorney will help you understand your rights in your specific situation. 

What are my options moving forward? 

This depends greatly on your specific situation and the violation you report to your Houston employment lawyer. Moreover, it depends on whether you are still employed. There are numerous options available in every situation. Some involve communication with your employer, which your attorney can help with. 

When communication fails, there are still a number of avenues to pursue in order to hold your employer accountable. 

How long will the legal process take? 

With any litigation, the inevitable answer is “it depends.” This is because there are many variables at play when it comes to workplace disputes. 

• How do the two sides see the events differently? 
• Where are the settlement discussions? 
• What’s the timeline for the court to process the claim? 

Each step of the legal process is part of a “decision tree,” and this means there are different considerations to make. With an experienced employment lawyer, Houston workers have the guidance they need no matter what gets thrown at them. 

What do your services cost? 

At your confidential case evaluation, we are happy to discuss attorney fees and any other charges that may be associated with your claim. But generally speaking, we enter “contingency” fee agreements whereby we take a percentage of what we recover on your behalf.

We strive to establish a strong lawyer-client relationship, and a fee arrangement that works for both sides is an essential aspect of this. 

Your Houston Employment Lawyer, Your Advocate

As an employment lawyer, Clayton Craighead assists and advises employees on the state and federal employment laws that protect them against actions by their employers, supervisors, etc. It is our job to help workers hold their employers accountable to ensure that Houston employees are treated in a fair and consistent manner. Moreover, we ensure that employers are in compliance with all applicable laws. 

Additionally, a Houston employment attorney is able to draft and/or review contracts and handbooks, assist with wage issues, and represent employees at the EEOC. 

10 Employment Laws Everyone Should Know 

Whether you are new to the workforce or have decades of experience, it’s essential that you understand your rights as an employee. When you stay informed regarding workplace laws that impact your treatment and safety, it protects you and your team from wrongful treatment in the office. 

As a Houston employment lawyer, our legal team is here to help you understand your rights. Moreover, we are here to be your advocates against employers who seek to violate those rights. Below is a list of laws we believe all workers should be aware of. 

FLSA – The Fair Labor Standards Act

The FLSA was established in 1938 to address the dangerous working conditions of American factories. However, it has since evolved into a series of amendments that…

• Set limits on the hours in a workweek.
• Establish guidelines for overtime wages.
• Protect children with child labor regulations.
• Set a national minimum wage.

HIPPA – Health Insurance Portability and Accountability Act

Introduced in 1996, HIPPA has grown rapidly over the years. As your Houston employment lawyer, Clayton Craghead wants you to understand that this act protects you and any of your dependents from the release of personal medical records. Moreover, it protects you from workplace discrimination rooted in your medical history. 

ADA – Americans with Disabilities Act

The ADA was passed in 1990 to combat discrimination against individuals with disabilities. Primarily, it focused on equal opportunity. However, it established a foundation for workers to demand “reasonable accommodations” in order to perform their work properly. 

FMLA – Family and Medical Leave Act 

Established in 1993, the FMLA entitles workers to 12 weeks of unpaid leave for medical reasons with continuous protection and healthcare coverage. Medical reasons in this instance include personal medical conditions, bonding with your new child, pregnancy, and an immediate family member impacted by a severe health condition. 

Unfortunately, this does not cover all forms of employment. If you are unsure about your eligibility, contact the Houston employment lawyer workers trust. 

The Civil Rights Act 

Enacted in 1964, this law abolished segregation in public space in addition to making discrimination based on gender, religion, or race illegal. The Civil Rights Act was a launching point for many other anti-discrimination laws. This includes the 1972 amendment to Title VII that created the Equal Employment Opportunity Commission (EEOC). 

PDA – Pregnancy Discrimination Act

If you ever feel concerned that your rights as a worker are violated, our Houston employment lawyer is here to help. As skilled attorneys, we have extensive knowledge of federal and state laws that regulate employment in Texas. More importantly, we are dedicated advocates who fight to protect your rights and best interests. 

ADEA – Age Discrimination in Employment Act

Enacted 3 years after the Civil Rights Act, ADEA prohibits discrimination in aspects of work based on age. This includes promotions, hirings, and firings. If you believe that you are a victim of age discrimination at work, contact a Houston employment lawyer for a confidential consultation to discuss your options. 

NLRA – National Labor Relations Act

While the NLRA was originally enacted to help employees form unions and collectively bargain, it protects workers’ right to discuss working conditions without fear of retaliation. This includes discussing salary and wages and even protects non-union employees. 

OSHA – Occupational Safety and Health Act

Signed into law in 1970, OSHA introduced safety standards for employees. Since then, it has dramatically reduced the number of workplace accidents that occur across the United States. OSHA requires employers to meet specific safety guidelines in addition to providing training on best practices in order to maximize employee safety. 

If you sustain an injury at work or believe your employer doesn’t adhere to regulations, it is essential that you understand OSHA standards. Moreover, with our employment attorneys, Houston workers have an advocate to protect their rights and their safety. 

EPA – Equal Pay Act

As its name suggests, the EPA, which is an amendment to the FLSA enacted in 1963, abolishes wage disparity based on sex. This act entitles women and men to equal pay for equal work. However, it is difficult to prove this form of discrimination when salary transparency is not a common practice. 

If you ever feel concerned that your rights as a worker are violated, our Houston employment lawyers are here to help. As skilled attorneys, we have extensive knowledge of federal and state laws that regulate employment in Texas. More importantly, we are dedicated advocates who fight to protect your rights and best interests. 

Oftentimes, clients don’t expect to meet with an attorney right away. At The Craighead Law Firm, you always consult with an employment attorney during your initial consultation.

With our Houston employment lawyer, workers have someone who will listen to your case and evaluate the situation. Likewise, you have the chance to evaluate our law firm. Litigation and lawsuits are complex processes.

We want to earn your trust before we dive into the process.

While there is no requirement for you to bring anything, some documents are helpful. For example, an overtime violation requires certain levels of proof in regard to time spent working. Similarly, a wrongful termination case may require an examination of emails.

What to Bring

We trust that you understand the facts of your experience and will share it with us. We do not require documents upfront because the initial consultation focuses on you and your story. When you decide to retain the Firm, we will discuss the documents necessary to proceed with your case.

To make your initial consultation a positive experience, you don’t need to prepare anything. During this consultation, our lawyer will want to hear your story. Afterward, they will ask questions about certain details pertaining to the case.

How to Prepare

If you want to prepare, you may wish to make notes and review documents relevant to your case. Should you have any pertinent questions, write them down. This helps you remember them and cover every detail.

The purpose of the consultation is for everyone to better understand the situation. We discuss potential strategies and ideas for your case. However, you do not have to retain our firm.

Sometimes, people decide that the legal process is not the way they want to resolve an employment dispute. Often, people schedule a consultation to confirm what they already know.

Decide How to Move Forward

The decision to retain an attorney is yours alone. However, in situations where you have an employment issue our legal team can help with, our attorneys may discuss fees and the retainer process. And just so you know, nearly every case we handle is on a contingency basis.