Bottom line: Employees should NEVER attempt to represent themselves in mediation.

Opposition to a discriminatory practice is a protected activity irrespective of the merits of the underlying discrimination claim.

Proper worker classification is necessary to ensure entitled workers receive, among other things, overtime pay, worker's compensation coverage, and unemployment benefits.

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.

Before you sign any severance agreement your employer or former employer offers, there is one common provision or term you should know.