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CRANSOM
ID:
1b8303f2-2619-30fb-68c4
/
Claimed Record
/
Organization:
Law Office of Rob Wiley, P.C.
Published Works
6 articles
Where employer relies on cases based on Rule 12(b)(6) and not the summary judgment standard, the precedent will not be considered.
Texas Employment Lawyer ·
September 29, 2014
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Evidence of retaliation and hostile work environment in an ADA claim include failure to accommodate plaintiff for heavy lifting, placing plaintiff in a position requiring more physical exertion, and terminating plaintiff for inability to perform job tasks requiring more physical exertion.
Texas Employment Lawyer ·
June 16, 2014
cite
Temporal proximity of complaints and an employee’s termination is sufficient evidence of motivation.
Texas Employment Lawyer ·
June 2, 2014
cite
Formal reprimands that lead to termination or directly affect an employee’s compensation and or benefits may constitute an ultimate employment decision, and therefore adverse action.
Texas Employment Lawyer ·
May 19, 2014
cite
Once an employer has articulated legitimate, nondiscriminatory reason for an employment action at issue, the employee must present substantial evidence that the employer’s proffered reason is a pretext for discrimination.
Texas Employment Lawyer ·
May 5, 2014
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Practice Areas
Employment & Labor
Jurisdictions
North America
United States
