1. What types of employment issues does Cohoon Legal handle?
 Cohoon Legal specializes in employment issues such as wrongful termination, retaliation, separation agreements, severance negotiations, and employment contract reviews. We also help employers who need guidance about hiring, firing, and general inquiries regarding employees. We provide comprehensive advice on employee rights and employer obligations under Texas and federal law.

2. How do I schedule an employment consultation with Cohoon Legal?
You can schedule an employment consultation by visiting our website at https://www.cohoonlegal.com/. Click “Schedule Appointment” on the home page. Choose the type of consultation you need – we offer general employment and employment discrimination (call the office if you are unsure). Pick a day and time that works for you, and Amber will contact you then.

3. How long does a typical consultation last?
Our Employment consultations are 45 minutes long, allowing us ample time to discuss your situation and review any relevant documents.

4. How much does an employment consultation cost?
The cost of a 45-minute consultation is $165. After the consultation, we will send over a detailed summary of your discussion and a quote for any further services you may require.

5. What will we talk about?
Ask the attorney questions about your situation during the consultation and highlight any concerns. She will also ask you questions tailored to your specific situation. She will then give you options and recommendations on how to proceed and how we can help you. Think of it as obtaining a game plan to resolve your matter. If needed, she may also supply referrals, educational resources, or links to specific websites.

6. What happens after the consultation?
After the consultation, we will email a summary of the discussion, including the key points and any recommendations. We will also provide a quote for further services if you decide to move forward with additional legal support. If you do move forward, we will send over a fee agreement. 

7. Does Cohoon Legal handle employment litigation?
No, Cohoon Legal does not handle employment litigation. However, we can assist with other employment-related matters, such as contract reviews, negotiations, and advising on employee rights and employer responsibilities. We also have three great referrals for employment litigation attorneys that we can supply you with if necessary.

For more information or to schedule your consultation, please visit CohoonLegal.com or contact us at 817-632-3244. 


Copyright by Cohoon Legal 2024.
DISCLAIMER: The information you obtain at this site is not, nor is it intended to be, legal advice. Any links to outside websites does not mean that Cohoon Legal endorses or is any way affiliated with the third-party website or company and no liability exists or is created through the link. You should consult an attorney for advice regarding your individual situation.

As an employer in Texas, navigating the complexities of employment law is crucial to ensuring your business runs smoothly and legally. Understanding the Texas Workforce Commission (TWC) guidelines, correctly classifying workers, and implementing appropriate employment agreements are vital steps in protecting your business from potential legal disputes. Here’s a breakdown of essential considerations for employers in the Lone Star State.

1. Understanding TWC Guidelines
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The Texas Workforce Commission (TWC) regulates employment practices in the state. Employers must be familiar with the TWC's guidelines, which cover topics ranging from wage and hour laws to unemployment insurance.

• Wage and Hour Compliance: Texas employers must adhere to federal and state minimum wage laws. While Texas follows the federal minimum wage, specific rules regarding overtime, recordkeeping, and exemptions must be closely followed.
• Unemployment Insurance: Employers must report wages and pay unemployment taxes to the TWC. Understanding the conditions under which employees are eligible for unemployment benefits is essential to avoid costly disputes.
• Workplace Discrimination: The TWC enforces laws that prohibit any discrimination that may be based on - race, religion, sex, national origin, age, disability, and genetic information. Employers must be aware of these and ensure all policies and practices comply.

2. Employees vs. Independent Contractors

Correctly classifying your workers as either employees or independent contractors is critical. Misclassification can lead to significant financial penalties, back taxes, and legal disputes.

• Employee Classification: Employees are entitled to overtime pay, unemployment insurance, and workers’ compensation benefits. They are also protected under various employment laws, including anti-discrimination statutes.
• Independent Contractor Classification: Independent contractors are self-employed individuals who provide services under a contract. They are not entitled to employee benefits, and employers do not withhold taxes on their behalf. Misclassifying an employee as an independent contractor poses serious risks & consequences, so be diligent when deciding. These consequences include backpay and tax liabilities.

The TWC uses specific criteria to decipher whether a worker falls under the employee or independent contractor title. Employers must assess factors such as the degree of control over the worker, the nature of the work relationship, and the level of financial dependence on the employer.

3. Employment Agreements and Policies

Implementing clear and enforceable employment agreements and policies is vital for protecting your business interests. Key agreements include:

• Nondisclosure Agreements (NDAs): NDAs protect sensitive business information. These agreements prevent employees from disclosing confidential information to third parties, safeguarding trade secrets and proprietary data.
• Confidentiality Agreements: Unlike NDAs, confidentiality agreements ensure that employees do not share proprietary information with outsiders. These agreements can extend beyond the duration of employment to protect the employer’s interests.
• Noncompete Agreements: Noncompete agreements restrict employees from working with any company competitors. This also includes starting a competing business within a specific geographic area and timeframe. In Texas, non-compete agreements must be reasonable in scope and duration to be enforceable.
• Nonsolicitation Agreements: These agreements prevent employees from soliciting clients, customers, or other employees after leaving the company. Nonsolicitation clauses help protect your business relationships and workforce.
• Employee Handbooks: An employee handbook comprehensively guides your company’s policies, procedures, and expectations. It should include information on workplace behavior, attendance, benefits, and disciplinary procedures. Employee handbooks also help ensure compliance with state and federal laws and provide a reference for resolving disputes.

As an employer in Texas, staying informed about TWC guidelines, correctly classifying workers, and implementing well-drafted employment agreements are critical steps in minimizing risks and fostering a productive workplace. By adhering to these best practices, you can protect your business while creating a positive environment for your employees.

Copyright by Cohoon Legal 2024.
DISCLAIMER: The information you obtain at this site is not, nor is it intended to be, legal advice. Any links to outside websites does not mean that Cohoon Legal endorses or is any way affiliated with the third-party website or company and no liability exists or is created through the link. You should consult an attorney for advice regarding your individual situation.