For Business Owners Who Want to Focus on Their People, Not Lawsuits
Texas Employment Counsel For Employers Who Invest In Their People
You live in the real world, where choices must be fast, defensible, and within budget. We help you prevent lawsuits, solve messy problems, and protect the business while you keep growing.
For Business Owners Who Want to Focus on Their People, Not Lawsuits
Texas Employment Counsel For Employers Who Invest In Their People
You live in the real world, where choices must be fast, defensible, and within budget. We help you prevent lawsuits, solve messy problems, and protect the business while you keep growing.
Who We Serve
Leaders attending the Texas Conference for Employers tend to care about compliance, culture, and results. You want clear answers, not lectures. Risk-ranked options with costs, timelines, and next steps. That’s what we deliver.
What You Get On Day One
- Direct access to a lawyer who represents employers only
- A plainspoken read on your risk, with business goals in mind
- A plan that includes what to say, what to document, and what to avoid
- Templates, checklists, and scripts tailored to Texas law
- Clear budgets, quick turnarounds, and no surprises
Services
Policy Updates
The Problem:
Policies drift, managers improvise, and the handbook no longer aligns with how you run the company. That gap is where wage claims, discrimination claims, and retaliation claims grow.
How We Help:
We audit your current policies against Texas and federal law, your industry practices, and your actual workflows. We fix the gaps and give managers user-friendly guidance that they will follow.
Common Deliverables:
- Updated handbook and standalone policies
- Manager playbook and employee acknowledgments
- State-specific wage and hour language, leave rules, and complaint channels
Onboarding Updates
The Problem:
New hires start without the right paperwork, training, or expectations. Bad starts become bad endings.
How We Help:
Design a smooth onboarding program that secures key documents, protects confidential information, and sets behavioral standards from day one.
Common Deliverables:
- Offer letters, job descriptions, and arbitration agreements, where appropriate
- Confidentiality and invention assignment agreements
- Orientation checklist, training modules, and first-ninety-day scorecards
Trade Secrets
The Problem:
Customer lists, pricing, and process know-how walk out the door unless you lock down access, contracts, and culture.
How We Help:
Customer lists, pricing, and process know-how walk out the door unless you lock down access, contracts, and culture.
Common Deliverables:
- Confidentiality, non-solicitation, and appropriate restrictive covenant agreements
- Access control plan, exit protocols, and forensic triage steps
- Demand letters, emergency filings, and negotiated standstills when needed
Employee Terminations
The Problem:
Firing the wrong way invites claims, morale hits, and brand damage. Firing the right way ends the chapter.
How We Help:
We pressure-test the facts, clean up the record, script the meeting, and reduce the risk of a claim.
Common Deliverables:
- Risk assessment and options memo
- Separation scripts, talking points, and documentation packet
- Severance agreements, release language, and benefit notices
Complaining Employees
The Problem:
A complaint can be a gift or a fuse. Mishandled complaints trigger retaliation claims and agency action.
How We Help:
We triage the issue, investigate with credibility, and close the loop in writing. We also coach managers so they don’t make a bad situation worse.
Common Deliverables:
- Investigation plan, witness interview outlines, and evidence map
- Findings memo, corrective action plan, and follow-up communications
- Training for managers on how to receive and escalate complaints
Trouble with Government Agencies
The Problem:
A letter from TWC, DOL, EEOC, or NLRB means time pressure, evidence pressure, and process traps.
How We Help:
We take point on the response, protect the record, and move the matter toward closure with the least disruption possible.
Common Deliverables:
- Position statements, document productions, and privilege strategy
- Early resolution tactics, mediation prep, and settlement terms
- Compliance fixes that reduce repeat risk
Golden Employees Who are Toxic
The Problem:
High performers who break rules or poison culture are costly. Looking away invites bigger losses.
How We Help:
We align performance standards with company values, build a record, and either coach the person back on track or plan a sustainable exit.
Common Deliverables:
- Performance plan with clear metrics and consequences
- Coaching scripts for executives and HR
- Exit plan with transition safeguards and client messaging
Misclassified Employees or Contractors
The Problem:
Job titles and pay practices do not decide classification. Duties and control do. Missteps lead to back pay, penalties, and class exposure.
How We Help:
We review roles, pay practices, and vendor relationships, then fix what’s off before it becomes a claim.
Common Deliverables:
- Duties and control analysis with action items
- Reclassification plan, pay corrections, and communications
- Contract terms for legitimate contractors and staffing partners
Hiring
The Problem:
Speed to hire should not mean sloppy offers, loose background checks, or vague expectations.
How We Help:
We tighten your hiring funnel so you can move faster without inviting claims.
Common Deliverables:
- Lawful job ads, interview guidance, and decision rubrics
- Background and reference check protocols that comply with law
- Offer packages that set terms, duties, and standards with clarity
Payroll Nightmares
The Problem:
Rounding errors, off-the-clock work, travel time, missed meals, and bad tip practices turn into costly disputes.
How We Help:
We find the leaks, fix the system, and clean up the record.
Common Deliverables:
- Timekeeping audit and correction plan
- Pay practice guidance for bonuses, commissions, travel, and remote work
- Back pay remediation approach and employee communications
Post Employment Drama
The Problem:
After a departure, you can see unemployment claims, glass-door hits, data theft, and solicitations of your customers and staff.
How We Help:
We respond to claims, enforce agreements, and protect your relationships and data.
Common Deliverables:
- Unemployment claim responses and appeals
- Cease and desist letters, negotiated standstills, and court filings when needed
- Customer and team messaging that protects your brand
Technically, You’re a “Small Business” – But Your Needs Are Anything But Small
How We Work With Companies of 100 to 500 Employees
A practical plan that fits your structure and budget
A named lawyer who learns your business and answers fast
Fixed fee menus where possible, and clear budgets where not
Training for managers so problems stop repeating
When to Call
- You are considering a termination, and you want to do it right
- You received a complaint, and you need a credible investigation
- You got a letter from an agency, and the clock is running
- A key employee left for a competitor, and you need to protect the business
- Your payroll or classification practices make you uneasy
What to Expect:
- We schedule a short call to size the issue and confirm conflicts
- You receive an engagement letter and an initial task list
- We deliver a first action within a business day on urgent matters
- You get regular updates, documents you can use, and a clean closeout
