Author Archives: Logan Howard

Understanding Fair Labor Standards Act

Wage Claim Attorneys And The Fair Labor Standards Act

The federal law that protects employees from unfair pay practices is the Fair Labor Standards Act (FLSA).  The FLSA requires employers to pay their employees at least the federal minimum wage (which as of today is $7.25 per hour) and overtime pay (equal to 1.5x the employee’s regular hourly rate) for all hours worked over 40 in any given work week.  This applies to “non-exempt” employees who work for most private and public employers.

Many employers will try to skirt the requirements of the FLSA by either misclassifying employees as “exempt” when they are actually “non-exempt”, paying non-exempt employees on a salary basis, or not paying for overtime hours worked.  It is not always a simple test to determine whether or not your job is exempt or non-exempt, so if you believe that you may have been misclassified as an exempt employee, you should contact a wage claim attorney who can inform you of your legal rights.

Wage Claim Attorneys and Retaliation Complaints

The FLSA also protects employees from retaliation for filing a complaint or cooperating in an investigation into allegations of minimum wage or overtime pay violations by employers.  You have the right to file a claim with the Wage and Hour Division of the U.S. Department of Labor or filing a private cause of action to recover damages if you have been terminated or discriminated against in some other manner by your employer.  Again, if you believe that you have been discriminated against or fired for having complained about wage or overtime violations by your employer, contact a wage claim attorney to discuss your legal rights.

Did you find this content helpful? Share it...
How to handle sexual harassment in the workplace

Sexual Harassment Attorney Addresses Sexual Harassment In The Workplace

While it can oftentimes be discounted as a workplace problem of the past, it is still all too common for employees to be subjected to sexual harassment at work.  Between 2010 and 2013, the EEOC received between 7,000 and 8,000 Charges of Discrimination each year; more than 30,000 over a four year period.   And while the majority of sexual harassment complaints come from women, approximately 17% of all complaints were from male employees.

How To Handle Sexual Harassment In The WorkplaceSexual Harassment

Untold numbers of potential sexual harassment claims go unreported to the EEOC every year.  This is oftentimes attributed to the fact that employees are afraid that they might be fired if they report the sexual harassment to a supervisor or human resources.  Additionally, many employees are simply not aware of their legal rights.  It is very important that an employee experiencing sexually harassing behavior make it known that the behavior is unwelcome.  This can be achieved by either directly informing the harasser that the behavior needs to stop, or reporting the behavior through the employer’s human resources department or externally to the Texas Workforce Commission or EEOC.  Once the report/complaint is made, it is unlawful for an employer to retaliate against an individual who has complained about sexual harassment in the workplace.

Whether you know that you are being subjected to sexual harassment in the workplace, or you are uncertain if the behavior of your supervisor or co-worker constitutes sexual harassment, it is important to contact an attorney who understands the ins and outs of a sexual harassment complaint.  The sexual harassment attorneys at Howard & Kobelan are there to answer any questions that you may have.

If you are experiencing sexual harassment in the workplace, contact an attorney who understands the requirements of sexual harassment complaints.

Did you find this content helpful? Share it...
False Claims Act

Case: False Claims Act – $175 Million Award

A jury in the U.S. District Court for the Eastern District of Texas returned a verdict against Trinity Industries and awarded the plaintiff $175 million in damages.

The Case

The plaintiff, a competitor of Trinity Industries, brought the case as a whistleblower under the False Claims Act alleging that Trinity Industries (a guardrail manufacturer) had secretly changed its government approved guardrail design in order to save money.  Under the False Claims Act (also known as a Qui Tam law), private individuals can file suit on behalf of the federal government to recover damages from individuals or companies who have defrauded a governmental program.  The individual who files suit on behalf of the government is then afforded an interest in any recovery (typically 15-25 percent).  The size of the jury verdict in this case demonstrates that Qui Tam actions under the False Claims Act can be very successful.

Did you find this content helpful? Share it...
Bev Kearney files $1 million suit against Texas

Beverly Kearney Files Lawsuit Against UT Austin

By Kirk Bohls and Suzanne Halliburton, Austin American Statesman Staff
AP Photo/Statesman.com, Ralph Barrera

Former Texas women’s track coach Beverly Kearney filed a $1 million lawsuit in state district court today alleging the school discriminated and retaliated against her based on gender and race.

The lawsuit filing was provided to the American-Statesman this morning. Derek Howard, Kearney’s lawyer, now has confirmed to the Statesman that the suit has been filed. Howard declined further comment.

Patti Ohlendorf, UT vice president for legal affairs, called the allegations “unfounded.”

“When the university reviews inappropriate behavior by its employees, each case is evaluated on its individual facts,” Ohlendorf said in a statement to the Statesman. “In this case, it was evident that Ms. Kearney displayed a serious lack of judgment by having an inappropriate, intimate, long-term relationship with a member of her team. The team member later reported it to university officials who pursued all appropriate action.”

The lawsuit said that UT showed a double standard by punishing Kearney for an inappropriate relationship with a student athlete, but hired former volleyball coach Jim Moore, who married one of his athletes. Moore now is head coach at Oregon. He worked at UT from 1997-2000. Moore’s bio with Oregon says he’s married to Stacy Metro. The two have two children, ages 16 and 14. Metro, an assistant coach at Oregon, played at Northern Michigan.

The suit said there are others who had inappropriate relationships: “Based on information and belief, other University employees (all of whom are white males) have been involved in relationships with students or direct subordinates and have not been subjected to termination, let alone any meaningful disciplinary actions.

“These University employees include Major Applewhite, other coaches within the University’s Athletic Department, current and former law school professors, current and former professors within the University’s undergraduate school, and a department chairperson. Based on information and belief, a high level administrator within the University’s Athletic Department has carried on a prolonged intimate relationship of approximately three years with a subordinate employee with whom he has direct involvement in setting her pay.”

Applewhite had his pay frozen for nearly 20 months as discipline for having a brief affair with a student staffer on the football team at the 2009 Fiesta Bowl.

Kearney is asking the court for damages that include payment for lost and future wages, loss of enjoyment of life, mental anguish and court costs.

The suit says the damages would be at least $1 million.

Kearney resigned Jan. 5, eight days after she was informed that she would be terminated for having an inappropriate relationship with one of her athletes in 2002. Kearney, who led Texas to six national titles, had admitted to the relationship in meetings last fall with UT. The woman, who is now 30, has not been identified.

On March 8, Kearney filed a five-page complaint with the Texas Workforce Commission and the U.S. Equal Employment Opportunity Commission, stating that she’d experienced a “severely hostile work environment at Texas over the past decade.

Had she completed the school year, Kearney would have been the third highest paid track coach in the country with a total benefits package of $304,000. Texas A&M’s Pat Henry, who has won 33 career NCAA titles coaching both men and women, is the highest paid nationally at $475,000. Oregon’s Robert Johnson, who also oversees both the men’s and women’s squads, will make $400,000 for the academic year.

Kearney had been recommended for a substantial pay raise last fall. The complaint said the raise was supposed to be nearly $150,000 a year. But the raise was put on hold, and she was placed on administrative leave in October, when UT learned of the relationship with the athlete.

Before she was placed on leave, Kearney was the highest paid head coach, outside of football, basketball and baseball, at UT. Her salary included an extra month’s pay for coordinating an annual minority symposium in conjunction with the Texas Relays. She also received an annual payment of $50,000 for product endorsements, the largest salary supplement received by any coach of a non-revenue sport.

http://www.statesman.com/weblogs/bevo-beat/2013/nov/14/bev-kearney-files-suit-against-texas/

Did you find this content helpful? Share it...