If we take your case, we will represent you on a contingency basis; you won’t owe us a fee unless you recover.
Sexual harassment, as you probably know, is just as pervasive today as ever. Far too many times sexual harassment goes unreported, or if reported is overlooked and goes uncorrected. Since 1964, sexual harassment in the workplace has been prohibited by Title VII of the Civil Rights Act, but continues to be a problem.
If you believe you have been sexually harassed at work, give the employment lawyers at Herrmann Law a call: 817-479-9229 or submit your case online and someone will contact you.
Employees are often worried about retaliation by an employer if they assert their rights or file a claim against their current or former employer. However, employers are frequently prohibited from retaliating against an employee who has asserted certain rights. In short this means that an employer cannot fire or otherwise retaliate against an employee who has asserted their rights or filed against their employer for a covered claim. There are various “covered claims” that protect you from asserting your legal rights or questioning your employer. If you think you have been retaliated against by a current or former employer call the employment lawyers at Herrmann Law to discuss your rights and protections: 817-479-9229.
Employers with more than fifty employees are required to let employees take unpaid leave time for certain medical related reasons. If your employer is covered by the FMLA, then you may be entitled to unpaid leave time from your job. Also, if you take FMLA leave then your employer is required to reinstate you to your previous position or similar position and pay you the same benefits as before you took leave. Your employer may not retaliate against you for taking FMLA leave and may not interfere with your right to take FMLA leave.
If you think you are entitled to FMLA but your employer is refusing to give you time-off, call the employment attorneys at Herrmann Law 817-479-9229 or submit your case online.
Under Title VII of the federal Civil Rights Act of 1964 an employer cannot terminate an employee based upon an employee’s:
- National Origin
Additionally, there are Federal Laws prohibiting employer’s from terminating an employee based upon a person’s:
- Age (40 years or older, employers with at least 20 employees)
- Pregnancy (15 or more employers)
In addition, some Texas cities have adopted ordinances that create more protection for employees who have been discriminated against for their sexual orientation or gender identity. If you believe you have been discriminated against, give the employment lawyers at Herrmann Law a call: 817-479-9229 or submit your case online and someone will contact you.
A fair day’s wage for a fair day’s work is the mantra of the American worker. However, what happens when the employee holds up their end of the bargain but the employer fails to pay a fair day’s wage. There are several laws that ensure employees will receive a fair wage. The employment lawyers at Herrmann Law routinely represent employees in compensation related cases.
If you have questions about your compensation including: unpaid commissions, unpaid gratuities, unpaid wages, unpaid overtime, unpaid tips, wage deductions, salary-exempt status, or any other questions about your wages, give the employment attorneys at Herrmann Law a call: 817-479-9229 or submit your case online and someone will contact you.
Employees with disabilities are often afraid that revealing a disability to an employer may result in their employer terminating their employment. However, when an employee is terminated or demoted because the employee is disabled, the employer is violating Americans With Disabilities Act. Employees with certain disabilities are also entitled to request certain accommodations from the employer to assist the employee with performing their job functions. Also, the definition of disability is very broad and includes many medical conditions, including cancer.
If your employer has treated you differently or terminated you because of a disability, give the employment attorneys at Herrmann Law a call: 817-479-9229 or submit your case online and someone will contact you.
Employees often sign covenants not to compete as part of their initial hiring process and do not realize it. However, once the employment relationship has soured the employee is surprised to find out they signed a contract with a covenant not to compete. These clauses can severely limit an employee’s ability to earn a living by limiting where they can work.
Fortunately, we can help you challenge your employer’s ability to enforce the clause. First and foremost the employer must have given the employee some form of consideration to sign the covenant not to compete. A consideration is a legal term meaning value. For example, if your employer did not give you anything above and beyond a job to sign the covenant not to compete, then the non-compete is likely unenforceable.
Call the employment lawyers at Herrmann Law and we will advise you regarding the enforceability of your covenant not to compete. Call us: (817) 479-9229 or submit your case online and someone will contact you.