Eric Roberson, Kilgore & Kilgore Score a Win for Texas Whistleblower

On April 16, 2025, a Texas jury found that a former public employee was wrongfully terminated in violation of the Texas Whistleblower Act (TWA) for reporting what he believed to be criminal conduct on the part of the City of Celina’s Director of Human Resources. A Dallas County jury awarded him over $900,000, including $118,684 in lost wages in the past, $143,361 in lost employee benefits in the past, $302,428 in lost wages and benefits in the future, and $400,000 for mental anguish. Although there is a statutory cap on mental anguish damages based on the size of the employer, Plaintiff pleaded and argued that the cap is unconstitutional, and the Court has entered a judgment that does not cap damages.

It was a long, hard fight for Shea Scott, who not only lost his job, but risked his reputation and future job prospects to clear his name. Fortunately, he did not have to fight alone, thanks to the efforts of Kilgore attorneys Eric Roberson and Eli Padilla. The facts were complicated, lurid, and extremely sensitive. If you find yourself in a situation at work, do not risk it alone. Read this article to find out why you need experienced legal counsel from Kilgore & Kilgore.

Legal Representation for Whistleblowers

Reporting illegal activity involving a co-worker can cost you your job. There is also the potential of retaliation in the workplace. But, not reporting it can implicate you in the activity, which may be worse. It could be a no-win situation without whistleblower protection laws. Kilgore attorneys know how to prove workplace retaliation and the necessary steps to file a whistleblower complaint.

Whistleblower Protection in Texas

Several different state and federal laws protect whistleblowers in Texas. If you find yourself in a comparable situation, contact us for a confidential discussion. Click this link to get the conversation started Contact Kilgore Law or call us at 214-969-9099. For more information about whistleblower protection laws, click this link. To learn about Kilgore Law’s employment retaliation law practice, click this link Employment Retaliation.

Workplace Retaliation Case

The facts in Scott v. City of Celina are complicated. Shea Scott was the Celina Assistant Police Chief. He had been a Celina police officer since 2007 and served as Assistant Chief from 2017 until he was fired on October 5, 2020. Earlier in 2020, Scott received emails from Sam Jeter, the husband of Jennifer Jeter, who was the city’s Human Resources Director. The emails indicated that Jennifer Jeter had pointed a loaded gun at Mr. Jeter, thereby committing the crime of family violence. The email also contained pictures of her apparently possessing illegal drugs and drug paraphernalia.

Good Faith Reporting and Law Enforcement Reporting

Scott believed in good faith that the law required him to report allegations of family violence to a law enforcement agency. He drafted a criminal complaint, gave it to Detective Jeremiah Phillips in the Criminal Investigation Division, and instructed Phillips to file it with the proper law enforcement agency. Phillips determined the Jeter lived outside of Celina city limits in Denton County and thereafter filed the criminal complaint with the Denton County Sheriff’s Office. Scott also filed an internal complaint with the Celina Police Chief regarding Jennifer’s conduct.

The city hired outside counsel to investigate the allegations against Jennifer Jeter. After the investigation uncovered false information on her resume, Jennifer Jeter resigned in July 2020. Oddly, outside counsel then continued to investigate the police department, the Police Chief, and Scott.

According to testimony from the former Chief of Police, Jason Laumer, the City Manager, told the Chief of Police that the Police Department was not to investigate “my directors” and that Scott should not have violated the law and kept the allegations against Jennifer Jeter secret. Laumer expressly prohibited Scott and other members of the police department from reporting misconduct by any city employee at the director level or above without his approval.

In August 2020, the city hired an interim police chief and forced both Scott and the then current Chief of Police to either resign or be fired. According to the Police Chief’s testimony, when the Chief of Police asked why he would be fired, City Manager Laumer stated that he “would make something up.” The Chief of Police accepted the severance package, but Scott refused. Thereafter, the City Placed Scott on administrative leave. The city did not identify any violation or justification for the decision at that time. Scott’s request for immediate reinstatement was denied.

Instead of reinstatement, the new interim Police Chief drafted a list of grievances against Scott allegedly based on audits performed by an independent auditor and the Human Resources department. Scott was not given copies of these audits prior to his termination. He responded to the grievances and stated he believed they were in retaliation for reporting Jennifer’s alleged criminal conduct.

On October 5, 2020, Scott received written notice of his termination. He appealed it under the City’s grievance policy and participated in a grievance hearing. Scott received notice that his grievance was denied on the same day that he filed a lawsuit under the Texas Whistleblowers Act.

The Back Story – Cleaning House

Laumer was hired as City Manager in 2017. Court documents state that except for the police and fire chiefs, every department director who had been employed prior to Laumer’s appointment “had been replaced, forced to retire or forced to resign under pressure by Laumer.” Laumer, according to the City Charter, could not fire directors without City Council approval, which he never sought. He pushed them out in other ways.

Severance Package Refusal

Scott was the first employee to reject the customary six-month severance package offered to employees. He claimed he rejected the offer because he believed that he was asked to resign for his report of illegal activity of a city director. The City Manager placed a premium on the personal loyalty of department directors, and Jennifer Jeter had allegedly gloated that she was “going to get Shea Scott fired.”

Texas Whistleblower Act (TWA)

In Texas, public employees who make good faith reports of violations of law by their employers to law enforcement are protected by the TWA. Whistleblowers provide an important safeguard because they are often the first to know about corporate and government wrongdoing. Although there are also federal laws that apply more broadly, the TWA applies specifically to people employed by Texas local and state government entities. This includes employees of state education institutions, commissions, boards, law enforcement, bus drivers, and others.

Public Employee Rights – Whistleblower Protection

Whistleblowers must meet the specific requirements of the law – every “t” crossed and “I” dotted. To succeed, a Texas claimant must:

• be a public employee; and
• act in good faith when making the report.

The employee must show that:

• the report was made to an appropriate law enforcement authority;
• the reported action was unlawful; and
• the employer must have taken what is legally defined as an adverse employment action against the whistleblower in response to the report.

To Win in Court, Texas Whistleblower Protection Lawsuits Require Experienced Legal Counsel

Some critics have suggested that the law provides disproportionate protection to employers. Whistleblowers must be prepared. If a whistleblower believes there is a good case, the whistleblower should be armed with good legal advice at the outset. These lawsuits can turn on subtle legal questions like:

• What is good faith?
• What is an appropriate law enforcement authority?
• What is an adverse employment action?

Our Employment Lawyer Attorneys Will Guide You Through Your Whistleblower Lawsuit and Workplace Retaliation Claim

Contact us with your employment retaliation questions. Competent legal representation is necessary in these situations because adverse employment actions and workplace misconduct reporting must be documented and proven in court. Our employment law attorneys want to help you. Reach out to us. To get the conversation started, click here Contact Kilgore Law or call us at 214-969-9099.