The above is a fuzzy map of the city limits of Dallas with zip codes – you get the point. The recently enacted Dallas Paid Sick Time Ordinance applies to the areas in green.  Here is our previous discussion on the details of the ordinance.  In a nutshell, employees who work work at least

Employers don’t spend enough time considering their non-competes.  That’s an overly broad statement, but it is usually the rule not the exception.  The reason that happens kind of makes sense. Most employers haven’t been down the road of enforcing a non-compete.  The provision at issue may be a one-off that’s included in one employment agreement

As the New Year begins a couple of things to consider:
  1. Is the company employee manual up to date – any changes necessary? – The beginning of the year is always a good time to review those policies and procedures and see how they worked in 2018.  Often the year will show some deficiencies

Non-compete cases that are well lawyered should be resolved early in the litigation process.  Why do I say that?  If the plaintiff is an aggressive former employer it will in most instances move for a temporary restraining order followed by an application for a temporary injunction in Texas state court.  In that process a lot of things can happen.  First, the parties will have appeared before a judge and gotten a flavor for how the judge will rule and what the judge thinks of each parties’ claims and defenses.  Second, there may be expedited discovery including document productions and depositions.  The judge may even order the case to mediation to avoid having to spend court time on a temporary injunction hearing – which is like a mini-trial.

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The purpose of the performance improvement plan or “PIP” is to give an employee the opportunity to make certain changes in their work performance so as to merit ongoing employment.  Put another way satisfy the PIP and you keep your job. Of course, there are all sorts of statements in the PIP (or there should

Though the sources are a little sketchy, it appears the Dallas Independent School District Spanish teacher that appeared in some Playboy pictures has been fired.  Details of the basis of the firing are not available but some have taken to social media in support of the teacher.  It remains to be seen whether the

My friend Jon Hyman has a great discussion over on his Ohio Employer’s Law Blog about the firing of an employee over appearing in Playboy.  The employee claimed the employer gave her permission to do so, but she was fired anyway.

Here in Dallas, we have a situation where a newly hired school teacher appeared in a Playboy website prior to being hired.  Shockingly, word made it around the school and school district about her appearance.  Now the school district is  left in a quandary about what to do.

Nothing illegal happened, but some have raised the issue of whether her appearance violates the Educators’ Code of Ethics which states: "The educator shall be of good moral character and be worthy to instruct or supervise the youth of this state."  Apparently the school district is considering the issue now and the story is going viral.

Now the pictures were taken two and half years ago, well before she was hired.  She teaches in a high school and apparently the internet savvy youth of the school have found the pictures.  So the pictures are going to follow her around forever and the media attention will simply exacerbate the situation.

If this wasn’t a school it might not be as dicey an issue, but it remains to be seen whether the district has the right to fire her.  My guess (without seeing her contract) is that it probably can find some basis somewhere.  If this were a private employer in Texas there could be a free speech claim but because we are an "at will" state, the employer could probably fire her.  

Employers generally don’t want to get into regulating their employees’ lives with good reason.  Here you wonder what the teacher’s thought process was with respect to the pictures and being a teacher? My guess, there wasn’t one.  Nevertheless it wasn’t the best judgment.  We’ll see what the school district does.

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