FAQs

Wrongful termination occurs when an employer fires someone for an illegal reason — such as discrimination, retaliation for reporting misconduct, or violation of an employment contract. Texas is an at-will state, but those protections still apply, and a case review helps determine whether your termination was unlawful.

Proving discrimination typically requires showing that adverse treatment — termination, demotion, or pay inequality — was connected to a protected characteristic like race, gender, age, or disability. Documentation, employer communications, and comparative treatment of other employees all play a key role in building a discrimination claim.

In Texas, you generally have 300 days from the discriminatory act to file a charge with the EEOC. Missing this deadline can bar your claim entirely, which is why early legal consultation is critical — an attorney can help ensure all procedural requirements are met before the window closes.

No — Texas is unique in that workers' compensation insurance is optional for most private employers. If your employer is a non-subscriber, your legal options after a workplace injury differ significantly. An attorney can quickly identify your employer's status and outline the appropriate strategies for your situation.

A personal injury claim can pursue compensation for medical expenses, lost wages, reduced future earning capacity, and pain and suffering. The full value of a claim depends on injury severity, liability evidence, and long-term impacts — which is why evaluating all current and future losses before settling is essential.

Yes — medical malpractice cases are among the most complex in civil litigation. Texas law requires expert reports from qualified medical professionals early in the case, with strict deadlines under the Texas Health Care Liability Act. Establishing that a provider deviated from the accepted standard of care is essential to a viable claim.

Under Texas law, eligible claimants include the surviving spouse, children, and parents of the deceased. In some situations, the estate may also file a survival action. Texas imposes a two-year statute of limitations on wrongful death claims, so identifying eligible parties and acting promptly are both critical steps.

Yes — retaliation is a separate and independently actionable claim under federal and state employment law. If your employer took adverse action against you for reporting discrimination or participating in an investigation, that conduct may violate Title VII and other statutes, regardless of whether the underlying discrimination claim succeeds.

Common malpractice situations include misdiagnosis, delayed diagnosis, surgical errors, medication mistakes, failure to monitor a patient's condition, and inadequate informed consent. Not every bad medical outcome constitutes malpractice — the key question is whether the provider failed to meet the accepted standard of care expected in their field.

Insurance companies frequently extend quick settlement offers before the full extent of injuries — including long-term treatment needs and lost earning capacity — is known. Accepting early may forfeit your right to additional compensation later. Having an attorney evaluate the complete impact of your injuries before any settlement discussions protects your recovery.