Coane and Associates, PLLC Houston & Employment & Labor Law | Immigration Lawyer 2026-05-18T08:55:24Z https://www.coane.com/feed/atom/ WordPress /wp-content/uploads/sites/1302246/2019/11/cropped-prac-emp-32x32.png On Behalf of Coane and Associates, PLLC <![CDATA[Court Activity Heats Up, Post-COVID]]> https://www.coane.com/?p=52044 2026-03-16T06:17:40Z 2022-06-14T08:08:23Z employment law cases are starting to pick up steam lately, as the courts have reopened and started doing trials again as the fears of COVID have let-up. Interestingly, during the height of COVID, it seemed that every case was settling, but now, companies seem to be aggressively defending wrongful termination cases. One of our specialties at Coane and Associates is wrongful termination employment law. Starting tomorrow, we will be having an arbitration trial, where we represent an older man who was fired by Travelers Insurance (Travelers Indemnity Company, to be exact), in an employment discrimination case. His claim is that he was fired because he is an older man, and that Travelers Insurance has a pattern of firing older men and replacing them with women. There is a similar arbitration case against Travelers pending in Massachusetts. The lawsuit filed in court, claims that Nancy Spears of Travelers, “told the staff that this was the year of the woman” in 2019, the same year they fired our client allegedly because he is male. Our client, in his 50’s, was a Claim Technical Coverage and Quality Examiner. He was under the supervision of Susan Garofolo, who he alleges in the lawsuit gave him performance warnings/plans with no feedback, thereby setting him up for failure. The lawsuit also alleges that Garofolo was so angry about our client going to Human Resources that she retaliated and fired him. We will often warn our clients to think twice about going to HR. We characterize HR as the enemy of the worker, because in reality, HR is normally there to protect the company and not the worker. Trial (arbitration) against Travelers starts tomorrow at 10am in Houston. In another case we are handling in federal court in Houston, our client sued Woodville Pellets, LLC, a company owned by Graanul Invest Group. Our client, a Mexican-American employee of Woodville Pellets, sued for race and national origin discrimination which got so bad that he was forced to quit his job at the company. The company, after months of litigation, filed a motion for summary judgment, trying to get the case dismissed so they would not have to go before a jury. In an Order released today by U.S. District Judge, David Hittner, he ruled that the company will have to stand trial because there are issues of material fact with regard to race and national origin discrimination. Trial is scheduled for next month, where a jury will decide if the company is guilty of violations of the Civil Rights Act of 1964. Bruce Coane is a lawyer handling wrongful termination cases throughout the United States for over 30 years. He is a 2020 and 2021 Super Lawyer selected by Thomson Reuters company, with offices in Texas and Florida. He may be reached at [email protected] or [nap_phone id="LOCAL-CT-NUMBER-1"]​ or [nap_phone id="LOCAL-REGULAR-NUMBER-2"]. The law firm website is http://www.coane.com.]]> On Behalf of Coane and Associates, PLLC <![CDATA[Sugar Land City Councilman to be deposed in Sex Harassment Case]]> https://www.coane.com/?p=52041 2022-12-30T12:16:13Z 2022-04-26T04:10:51Z Prime Communications, LP and Polaris-PC Management, LP have been sued in the United States District Court in Houston for Sex Discrimination, Disability Discrimination, Hostile Work Environment, and Retaliation by a former Lease Manager who had stellar reviews and multiple awards from the company. The case is gearing up for depositions this week. The case alleges that Trevor Weerasinghe, Aslam Jiwani, and Nashaud Kermally (a Sugarland City Council Member) discriminated against their former employee on the basis of her sex and subjected her to a hostile work environment. The lawsuit complaint alleges the following: (1) Trevor Weerasinghe made a comment about the employee and her husband being together sexually by putting his finger into the hole of his other hand that was in a fist, thereby illustrating a penetrating action with his finger into his fist; (2) Aslam Jiwani told the employee to keep her “hoo-hah” shut. “This was extremely offensive and inappropriate because the term ‘hoo-hah’ is a derogatory slang term meaning vagina; and (3) Naushad Kermally, the Sugar Land City Council Member asked the female employee and her husband a number of inappropriate questions (at the company Christmas party) such as ‘Where’s the craziest place you ever had sex?’, ‘Which friend of your spouse would you most like to see in a bikini?’, ‘If your spouse were a sex animal what kind of sex animal would they be?’, and ‘What is your favorite body part of your spouse and why?’”. The employee complained to Human Resources and this caused the company to retaliate against her, and eventually they fired her, claiming she had performance issues, according to the lawsuit. She now seeks back pay, future pay, and compensatory damages in the lawsuit. Trial is expected to take place in October 2022. Bruce Coane is a lawyer handling wrongful termination cases throughout the United States for over 30 years. He is a 2020 and 2021 Super Lawyer selected by Thomson Reuters company, with offices in Texas and Florida. He may be reached at [email protected] or [nap_phone id="LOCAL-CT-NUMBER-1"]​ or [nap_phone id="LOCAL-REGULAR-NUMBER-2"]. The law firm website is http://www.coane.com.]]> On Behalf of Coane and Associates, PLLC <![CDATA[Employment Law and Wrongful Termination Cases]]> https://www.coane.com/?p=52040 2022-12-30T12:01:13Z 2022-02-09T07:12:04Z Here is a recent interview, where I talk about the employment law and wrongful termination cases that we handle at my law firm. We represent both employees and employers in these cases, with about 85% of the cases being on behalf of employees. We handle everything from breach of contract to discrimination, EEOC charges, arbitration, mediation, litigation, government employees, union matters and more, and we do it across the United States, as long as we can apply federal laws to the case. Bruce Coane is a lawyer handling wrongful termination cases throughout the United States for over 30 years. He is a 2020 and 2021 Super Lawyer selected by Thomson Reuters company, with offices in Texas and Florida. He may be reached at [email protected] or [nap_phone id="LOCAL-CT-NUMBER-1"]​ or [nap_phone id="LOCAL-REGULAR-NUMBER-2"]. The law firm website is http://www.coane.com.]]> On Behalf of Coane and Associates, PLLC <![CDATA[Federal Magistrate Judge Orders Chewy to Produce CEO Emails]]> https://www.coane.com/?p=52039 2023-05-11T06:36:05Z 2022-01-29T03:00:45Z Chewy, the pet product company, was ordered to turn over certain emails of their CEO, Sumit Singh. The case involves a lawsuit for employment discrimination against Chewy. Michael Krumpak of Oakland Park, Florida was a former Director at Chewy until he was terminated. His lawsuit claims that he was terminated because of his age and his sexual preference. The lawsuit alleges that he was shunned by management after he attended a party with his husband. Krumpak’s attorneys at Coane and Associates of Hallandale Beach, argued that emails of the CEO relating to Krumpak’s termination were relevant and the judge agreed. The company had objected to turning over the emails, but was ordered to do so this week by the Federal Magistrate Judge in Fort Lauderdale. The case is expected to be set for trial later this year. Bruce Coane is is a lawyer handling wrongful termination cases throughout the United States for over 30 years. He is a 2020 Super Lawyer selected by Thomson Reuters company, with offices in Texas and Florida. He may be reached at bruce.coane@gmail.com or [nap_phone id="LOCAL-CT-NUMBER-1"]​ or [nap_phone id="LOCAL-REGULAR-NUMBER-2"]. The law firm website is http://www.coane.com.]]> On Behalf of Coane and Associates, PLLC <![CDATA[Immigration Law Changes Predicted Under the Biden Administration]]> https://www.coane.com/?p=52038 2022-12-30T11:44:08Z 2021-01-19T03:15:07Z video discussing changes in immigration law and procedures that I, a Houston immigration lawyer and immigration lawyer, predict will be coming in 2021, under the new administration. I talk about the Muslim travel ban, the public charge requirements, etc., all of which I predict will be extinguished in 2021. Bruce Coane is Board Certified in Immigration Law by the Texas Board of Legal Specialization and has over 35 years of immigration law experience. He may be reached at [nap_phone id="LOCAL-CT-NUMBER-1"]​ or [nap_phone id="LOCAL-REGULAR-NUMBER-2"]. The law firm website is http://www.coane.com.]]> On Behalf of Coane and Associates, PLLC <![CDATA[Mandatory Vaccinations at Work]]> https://www.coane.com/?p=52037 2025-03-19T11:47:25Z 2021-01-05T07:28:30Z video talking about whether an employer can require compulsory COVID-19 vaccines, under the threat of job termination. Is it legal? Can they require it? What are your legal rights? I answer all of those questions in this video. Bruce Coane is is a lawyer handling wrongful termination cases throughout the United States for over 30 years. He is a 2020 Super Lawyer selected by Thomson Reuters company, with offices in Texas and Florida. He may be reached at [email protected] or [nap_phone id="LOCAL-CT-NUMBER-1"]​ or [nap_phone id="LOCAL-REGULAR-NUMBER-2"]. The law firm website is http://www.coane.com.]]> On Behalf of Coane and Associates, PLLC <![CDATA[Employment Update: COVID-19 Issues in the Workplace]]> https://www.coane.com/?p=52036 2026-02-17T05:16:19Z 2020-10-30T01:17:06Z video, I give an update on employment law issues in the workplace, as a result of COVID-19. These issues range from return-to-work situations to OSHA investigations of a dangerous or unsafe workplace. Our Texas employment law firm and Florida employment law firm get inquiries daily about these exact issues. The coronavirus or COVID-19 presents a huge problem for employers and workplace safety issues. I hope you find this video presentation to be helpful. Bruce A. Coane is a Houston employment lawyer and represents clients in employment law matters under federal law throughout the United States. He may be reached at [email protected] or at [nap_phone id="LOCAL-CT-NUMBER-1"]​ or [nap_phone id="LOCAL-REGULAR-NUMBER-2"]. The law firm website is http://www.coane.com.]]> On Behalf of Coane and Associates, PLLC <![CDATA[Tribute to Ruth Bader Ginsburg and a 2020 Update on Immigration Law]]> https://www.coane.com/?p=52035 2022-12-30T11:21:39Z 2020-10-20T00:05:33Z video, I talk about my personal experiences and meeting with Ruth Bader Ginsburg. I also provide an update on some of the latest news in the world of USA immigration law. In this ever-changing field of law, there are new rules, regulations, interpretations and laws coming out on almost a daily basis. Bruce Coane is Board Certified in Immigration and Nationality Law by the Texas Board of Legal Specialization and is a immigration lawyer and a Houston immigration lawyer with offices in both cities. He may be reached at [nap_phone id="LOCAL-CT-NUMBER-1"]​ or [nap_phone id="LOCAL-REGULAR-NUMBER-2"], or by email at [email protected]. The law firm website is http://www.coane.com.]]> On Behalf of Coane and Associates, PLLC <![CDATA[COVID-19 and Employment Laws]]> https://www.coane.com/?p=52033 2022-12-30T11:16:59Z 2020-07-23T06:27:30Z webinar sponsored by the American Bar Association tomorrow. It is all about the hot issues of employment law relating to COVID-19. More than 50% of the daily inquiries I get about employment law, relates to COVID-19. I look forward to sharing some insights with those in attendance tomorrow. The author: Bruce A. Coane is a Houston employment lawyer and employment lawyer for over 30 years, representing both workers and employers in workplace disputes. He may be reached at [email protected], or at [nap_phone id="LOCAL-CT-NUMBER-1"]​ or [nap_phone id="LOCAL-REGULAR-NUMBER-2"]. The website is http://www.coane.com.]]> On Behalf of Coane and Associates, PLLC <![CDATA[Wrongful termination as a violation of the NLRA for Non-Union Workers]]> https://www.coane.com/?p=52030 2023-05-11T06:37:30Z 2020-05-02T01:57:34Z Title VII of the Civil Rights Act and fall under the jurisdiction of the Equal Employment Opportunity Commission,EEOC. However, plaintiffs also have the ability to bring certain types of cases against their employers under the National Labor Relations Act, NLRA, which is under the jurisdiction of the National Labor Relations Board, NLRB. In many cases, an employer discriminating against an employee can be in violation of both Title VII of the Civil Rights Act and the NLRA. The NLRB is an independent federal agency enforcing the National Labor Relations Act, which Congress enacted in 1935. The NLRA was created to protect employees by guaranteeing the right of most private sector employees to organize, to engage in group efforts to improve their wages and working conditions, to determine whether to have unions as their bargaining representative, to engage in collective bargaining, and to refrain from any of these activities. However, what is not common knowledge is that the NLRB protects non-union workers in the same manner as it does union workers. Furthermore, when an employer violates the NLRA by terminating an employee for actions protected and ensured by the NLRA, an employee can then bring suit against the employer by filing a NLRB charge. Specifically, claims of wrongful termination can violate the NLRA if an employee is terminated for what the NLRB deems protected concerted activity. Examples of this type of protected activity include employees’ right to band together with coworkers to improve their lives at work, acting with coworkers to address work-related issues such as wages and benefits or other working conditions, circulating a petition asking for better hours, participating in a concerted refusal to work in unsafe conditions, and joining with coworkers to talk directly to their employer, to a government agency, or to the media about problems in the workplace. All of these activities are protected by the NLRA and enforced by the NLRB, and employers cannot discharge, discipline, or threaten employees for, or coercively question employees about, this “protected concerted” activity. At Coane and Associates, PLLC, we are currently representing multiple clients whose employers allegedly violated both Title VII of the Civil Rights Act and the NLRA by first discriminating against them in some way, and subsequently retaliating against them for complaints of discrimination by terminating them for engaging in activities that are protected by the NLRA. For example, we have both an EEOC and NLRB charge pending against a Houston company for maybe first violating Title VII by engaging in national origin discrimination against our client, and then violating the NLRA by terminating our client for discussing a disciplinary write up with a co-worker, an action that is protected under the NLRA. This action by the employer is a wrongful termination because an employee cannot be terminated for engaging in activities that are protected by the NLRA, even if those activities go against an employer’s policies. Many employees do not realize that they are protected by the NLRA because they mistakenly believe its for union members only.
Edwin Villa
The author: Edwin Villa is a Houston employment lawyer representing both workers and employers in workplace disputes. He may be reached at edwin.villa@coane.com or at [nap_phone id="LOCAL-CT-NUMBER-1"]​. The website is http://www.coane.com.
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