A few weeks ago we discussed a Texas employer hiring new employees based upon their Body Mass Index.  The dangers of considering weight in employment decisions were recently exemplified in a press release from the EEOC. 

In that release, it was announced that a treatment facility for chemically dependent women and children was paying $125,000 to

Texas Tech won  its appeal against Mike Leach and his claims for millions of dollars in compensation are gone.  The Seventh Court of Appeals, based in Amarillo,  recently took up Texas Tech’s claim of sovereign immunity and reversed the  trial court, finding in Tech’s favor. 

The Court ruled in its opinion that Leach cannot maintain a breach of contract


 Here is a link to an article discussing some "different" questions asked during interviews this past year. Some  favorites:

  • "There are three boxes, one contains only apples, one contains only oranges, and one contains both apples and oranges. The boxes have been incorrectly labeled such that no label identifies the actual contents of the


A while back we discussed the DOJ’s investigation into allegations that technology giants in Silicon Valley were effectively preventing computer programmers from making job changes by agreeing not to poach their competitors’ employees.

Last week the DOJ filed a lawsuit along with a proposed settlement with Apple Inc., Adobe Systems Inc., Google Inc., Intel Corp.


It’s that time of year – the NFL season is drawing to a close and fantasy football leagues are in the midst of the playoffs.  Fantasy leagues are as popular as ever and cover all sports, not just football.  Fantasy leagues based on the NFL are by far the most popular and in many instances


All employment relationships in Texas are presumed to be at-will, meaning an employer can fire an employee with or without cause. There are of course, exceptions.   Rebutting the presumption of at-will employment is an uphill battle. 

In Cahak v. Rehab Care Group, Inc., a 2008 Waco Court of Appeals case, the  Court


Two weeks ago on the Office, Michael Scott gave Dunder Mifflin notice of his  resignation. Upon return to Scranton, Michael hatched a plan to start Michael Scott Paper Company and started with some due diligence (I apologize for the advertisement but NBC has to pay the bills):

Michael then asked most of the Scranton staff to come to

With employers aggressively protecting customers and trade-secrets with non-compete agreements,  placement and human resource professionals will continue to encounter potential candidates/employees that have non-compete agreements and other restrictive covenants.   

Every employment interview should include exploration into these issues. 

Below are some suggested questions/considerations:

  • Has the candidate signed a non-compete, non-solicitation, or non-disclosure agreement?  If so, request

Chances are you or someone you know is on Facebook, MySpace, or LinkedIn. Google yourself and you’ll probably see a LinkedIn or Facebook biography. Potential employers and recruiters will see the same information during the hiring process.

When I prepare for a deposition I always do basic Internet research on a witness. It’s probably