Under the OWBPA, severance agreements must meet specific statutory requirements to ensure that any waiver of rights under the ADEA is knowing and voluntary.

“Disability” has a very specific meaning under the Americans with Disabilities Act.

You should consult an employment attorney as soon as you suspect unlawful discrimination, harassment, or retaliation.

A covered employer is prohibited from discriminating or retaliating against an employee for exercising his rights under the Family and Medical Leave Act of 1993.

There is a difference between the at-will employment doctrine and the Texas Right to Work Act.

Any severance agreement your employer forces you to sign is unenforceable.

Before you sign a severance agreement offered by your employer, you should consider these five points.

Generally, employees do not have to be written up or warned prior to termination. This is a common misconception–especially here in Texas.

Simply put, Chapter 21 is the Texas version of major federal anti-discrimination laws, notably Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act of 1990.

In Texas, employment is presumed to be at-will unless there is an unambiguous agreement stating otherwise. Learn the basics of the at-will employment doctrine, including the limitations of its use by employers.