There are two forms of discrimination under Texas employment law. One is a refusal to hire or a person because of certain protected characteristics. The other is unlawful termination or dismissal of an employee because of the same properties. In Texas, it is illegal to discriminate against someone because of his or her sex, race, age, religion, national origin or disability, he may have. Although state law does not explicitly list sexual orientation as a reason for the illegal fire or refuse to hire someone, it is illegal for employers to verify an applicant to sexual orientation, or family.

Some features are not protected. For example, it is an employer legally refuse to hire anyone with a criminal, fire, and a current employee if he or she turns out that such a recording. But just because the accusation of a crime for a person not guilty, it is illegal for an employer to ask about arrests or allegations in a job interview. The employer can only request information about convictions. Employers are also allowed to ask on an application of the legal status in relation to work, and about the accommodation of workers have. If the employee is not in the job he or she is responsible for the application, without adequate shelter, it is not considered discrimination if he or she is to do the job.

In Texas, employees are assumed that "" can be. "" That means that under normal circumstances, employees can have a job at any time for any reason. Conversely, the employer can let an employee go at any time without giving reasons that are not covered by illegal discrimination.

The law recognizes only two exceptions are in employment. Both are related to the contract of an employee and his new employer to sign. The contract may specify that the job takes a certain time, or that the employee can only be released under certain circumstances. If such a contract is signed, then the employer is obliged to inform the employees until the time expires or the employee against the treaty, and the employee is required to work on this offer until the contract expires. Texas law requires that the wording of this contract is very specific. It is not enough for employers to requirements, then fire employees who do not meet these requirements. The contract must explicitly state that an employee is terminated, the work under certain conditions, then describe these conditions.

If you want more information on Texas laws and illegal employment discrimination, contact Austin Employment Lawyers Melton & Kumler

Joseph Devine