Kilgore & Kilgore Dallas Wrongful Termination Lawyers

Alex Treadgold, Attorney
Alex Treadgold, Attorney

Employees in Texas possess few rights in comparison with their employers, because Texas is an at will employment state. This means employees can be fired for no reason at all, just not for an illegal reason. Unfortunately, many employees have no wrongful termination rights. Our Texas wrongful termination lawyers can explain why employees may not be able to sue employers if they are fired for any of the following reasons:

  • No reason. Texas employers are not required to give one;
  • A seemingly minor cause such as being late to work or violation of a smoking policy;
  • Being singled out when less qualified employees keep their jobs;
  • Refusal to relocate or accept a different position;
  • Refusal to sign non-compete agreements or a non-disclosure agreement;
  • Reporting bad, but not illegal, behavior of a boss or co-worker; and
  • Personality disputes between employees and a manager.

A Hostile Work Environment may be Grounds for a Wrongful Discharge Lawsuit

Sometimes one of the above situations is a cover-up for an illegal wrongful termination. For example, this might be the situation when employees are fired for reporting business fraud, sexual harassment or employee discrimination. If there is evidence that the real reason for the discharge is a violation of someone’s civil rights, contact Kilgore & Kilgore in Dallas for a frank assessment of the situation.

Texas has another limited exception to the at will employment rule. If employees are terminated solely because they refused to commit a crime, they may have a wrongful termination lawsuit.

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Do you have a Case for a Wrongful Discharge Lawsuit or a Retaliation Lawsuit?

There are exceptions that may protect employees. Texas employers may not retaliate against you because you:

  • Discussed salary or other workplace issues with a co-worker;
  • Refused to engage in an unlawful act;
  • Reported your employer to the authorities for unlawful behavior;
  • Complained to your employer about discrimination;
  • Discussed working conditions or salary with your coworkers;
  • Joined or attempted to form a union;
  • Joined the military or took leave for a military deployment;
  • Took medical leave to care for yourself or a loved one;
  • Became pregnant;
  • Used or requested employee benefits such as medical insurance or retirement claims; and
  • Spoke out on a matter of public concern.

If you were the victim of employment retaliation for any of the above reasons, you may have a claim for damages. Our wrongful termination lawyers in Dallas represent clients at many levels, in a wide variety of businesses. Kilgore & Kilgore has won awards against many different types of employers.

Our Clients Tell Us

Click on this link to read some of the many client testimonials that people have sent to thank our employment lawyers for getting them back on track. Kilgore & Kilgore may be able to do the same for you.

Reach Out to Us

To learn more about our wrongful discharge and retaliation law practice in Dallas or to obtain a free review of the facts of your case, click here to get started contact us.

Testimonials
Nine Days – In 2012, Bob Goodman represented a woman in an employment law dispute involving a hostile work environment problem that was concluded successfully to her advantage. This article discusses, in the client’s own words, that experience and… Read More

Wrongful Termination Mediation – In 2011, Bob Goodman represented a woman in a wrongful discharge mediation that was concluded successfully to her advantage. This article discusses, in the client’s own words, that experience and… Read More
Articles
Have You Been Illegally Terminated? – The definition of wrongful discharge is extremely narrow in Texas because it is a right-to-work state. Many people feel they were unfairly treated when they lost their jobs. This article explains the legal facts of… Read More
Citations
Wrongful discharge for personal injury claims:
Charles M. Giles v. General Electric, 245 F.3d 474 (5th Cir. 2001) Confidential Settlement