Q. Other than race, ethnicity, national origin, religion, sex, age and disability, are there any other protected classifications under Texas law that might limit an employer’s right to terminate an at-will worker employed?
A. Yes. In addition to the protected classifications referenced above, employers are prohibited from discriminating or retaliating against employees for several other reasons, including:
- Filing a workers’ compensation claim (if the employer has workers’ compensation insurance)
- Voting for or against a particular candidate or not revealing how he or she voted (note that employers must allow employees to vote)
- Being called to jury service
- Reporting any complaint under the Hazard Communications Act
- Reporting instances of abuse of residents at nursing home facilities to law enforcement (applicable to nursing home employees)
- Reporting a violation of law (where the employer is a state or local government)
- Refusing to submit to a pre-hire AIDS test, or refusing to disclose the results of an AIDS test
- Complying with a subpoena
- Refusing to commit a criminal act.
This is not an exclusive list, but shows that even though Texas is an at-will state, there are a number of ways a fired employee can characterize a termination to make it possibly illegal.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/32059/does-texas-have-any-unusual-protected-classes "
- Shine a light on SAD, ADA accommodations and the FMLA
- Follow 3 rules of pre-hire medical tests: Timing, privacy, job descriptions
- You don't have to wear blinders to an applicant's known disability
- Normal pregnancy difficulties aren't ADA or MHRA disabilities
- Ocala firm pays for tolerating same-sex harassment