There is no statute (i.e., a law passed by the state legislature) in Texas protecting workers from being forced to commit illegal acts.  So, prior to 1985, if your employer told you to rob the local bank and you refused, you could have been fired.  But, now there is judge-made law in the form of

Coach Art Briles settled his wrongful termination lawsuit against Baylor University. I previously wrote about that lawsuit here. I wrote then that it was pretty “nervy” of Coach Briles to sue his employer for wrongful termination after his inaction caused so much heartburn for his employer. He apparently settled the lawsuit soon after he

So, now Coach Art Briles has sued Baylor University for “wrongful termination.” See San Antonio Express News report. The saga of the Baylor University football team reached its apex a few weeks ago when the Pepper Hamilton law firm report was released. The report implicated Baylor University officials, including Coach Briles, in the half

You served in Iraq twice. Both times, you served in a combat role kicking in doors. You lost a few members of your Army family, but you accepted that. It is part of the deal you made with Uncle Sam. You were commissioned through ROTC at one of the Ivy league schools. You get out

Sometimes an employee is just fired just because.  According to the Toledo Blade, Clear Channel Communications, a major corporation headquartered in San Antonio, has been quietly laying off numerous employees.  The layoffs started when Bain Capital, Mitt Romney’s former business, bought a large share of Clear Channel.   A controversial radio talk show host was

Mike Maslanka, who pens a blog oriented toward employers wrote a helpful post on terminating employees.  Mike is well read on management and leadership techniques.  He suggests the following:

1.  Conduct the termination meeting at the employee’s work space or office.  He explains that the manager can get up to leave after completing the difficult

 It is always tough to fire an employee, no matter how much s/he deserves it.  But, speaking for the employee, it is can be much more difficult if the employer employs little or no finesse.  When to terminate employment is a big part of the equation.  Michael Maslanka gives some excellent advice, suggesting earlier in