Law Office of Michael R. Latimer
Law Office of Michael R. Latimer | 314 E. Commerce Street, Suite 300, San Antonio, Texas 78205 | Tel: 210-527-0900
Employee Information
Mr. Latimer has represented hundreds of employees from high-level executives, physicians, professionals to blue-collar laborers. The key to successful representation of employees is to be involved at the earliest stage of problems that an employee may have at work. It is best to be involved with what is happening at the workplace well before the employee suffers an adverse employment action (demotion, removal, termination). Early involvement of the attorney provides the employee with certain protections with regard to asserting their rights under federal and state law. For example, if there is evidence that the employer (generally through supervisors and management) is treating other similarly situated employees (who are outside the employee’s protected classification) more favorably under the same or similar circumstances to the employee, making a documented complaint to the employer by the employee of such different treatment is important. The dissimilar treatment must be based on one or more of the following protected classifications: race, color, religion, sex (including sexual orientation), national origin, age, disability. Harassment claims are also common. Harassment is where an employee is treated (by co-workers and/or management) differently based on the employee’s race, color, religion, sex (including sexual orientation), national origin, age, or disability. There are other protected classifications under federal and state law, but these are the most common. The documented complaint by the employee early in the process provides the employee with an additional claim; that of retaliation for the complaining of discrimination and/or harassment. Often times the retaliation complaint is stronger (and generally easier to prove) than the underlying discrimination / harassment complaint. The other significant claim that an employee may bring is a claim for failure to pay overtime pay (time and one half their regular rate of pay for hours worked over 40 hours in a workweek). Another common claim is where the employer has mis- classified the employee as not being entitled to overtime pay when in fact they were entitled to overtime pay.*Licensed to practice in all areas of law. Not certified by the Texas Board of Legal Specialization in any area advertised
Law Office of Michael R. Latimer
Law Office of Michael R. Latimer | 314 E. Commerce Street, Suite
300San Antonio, Tx 78205 | Tel: 210-527-0900
Employee Information
Mr. Latimer has represented hundreds of employees from high-level executives, physicians, professionals to blue-collar laborers. The key to successful representation of employees is to be involved at the earliest stage of problems that an employee may have at work. It is best to be involved with what is happening at the workplace well before the employee suffers an adverse employment action (demotion, removal, termination). Early involvement of the attorney provides the employee with certain protections with regard to asserting their rights under federal and state law. For example, if there is evidence that the employer (generally through supervisors and management) is treating other similarly situated employees (who are outside the employee’s protected classification) more favorably under the same or similar circumstances to the employee, making a documented complaint to the employer by the employee of such different treatment is important. The dissimilar treatment must be based on one or more of the following protected classifications: race, color, religion, sex (including sexual orientation), national origin, age, disability. Harassment claims are also common. Harassment is where an employee is treated (by co-workers and/or management) differently based on the employee’s race, color, religion, sex (including sexual orientation), national origin, age, or disability. There are other protected classifications under federal and state law, but these are the most common. The documented complaint by the employee early in the process provides the employee with an additional claim; that of retaliation for the complaining of discrimination and/or harassment. Often times the retaliation complaint is stronger (and generally easier to prove) than the underlying discrimination / harassment complaint. The other significant claim that an employee may bring is a claim for failure to pay overtime pay (time and one half their regular rate of pay for hours worked over 40 hours in a workweek). Another common claim is where the employer has mis-classified the employee as not being entitled to overtime pay when in fact they were entitled to overtime pay.
