Houston Employee Attorney

Mr. Sud has over a decade of experience working solely on employment-related matters, primarily employment litigation in both state and federal courts. He is a Texas Rising Star, a Texas Super Lawyer, and is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization. Board Certification is a mark of excellence and a distinguishing accomplishment. This designation sets him apart as being an attorney with the highest, public commitment to excellence in his area of law. Furthermore, as a solo-practitioner, Mr. Sud personally handles every aspect of your case, rather than passing it off to an associate.

Mr. Sud also has a track record of bringing claims against and suing numerous large and mid-sized companies. Although many claims are confidentially resolved, often prior to a public lawsuit, Mr. Sud will not hesitate to litigate and take cases to trial.

Sud Law P.C. offers a variety of fee structures depending on your individual circumstances. Options include hourly fees, flat-fees, and contingency-fee arrangements. When representing individuals in wrongful termination claims, Mr. Sud often handles these via a contingency-fee arrangement, such that fees are only recoverable if you settle or win.

It depends on what you’re needing advice on or looking to do. Most of the time, a short free initial evaluation can be done to determine if there is a possibility of Mr. Sud being able to assist. However, given the large volume of inquiries, Mr. Sud will not waste your time and his time on issues that are unlikely to require potential representation or legal guidance. Reviewing employment contracts and severance agreements do require a consultation fee (usually a flat fee).

Not with this expectation. First an analysis of any potential claim for wrongful termination needs to be determined. If there is no realistic claim, Mr. Sud cannot take any futher action. If there is a possible claim, you have to be willing to let the severance offer expire if you want Mr. Sud to take any further action, whether it’s trying to negotiate for a better severance or initiating more formal legal proceedings.

No. The proper process first usually involves filing a timely claim with the Equal Employment Opportunity Commission or Texas Workforce Commission. If you skip this step and first file a lawsuit, your case will be dismissed. However, you should consult with an attorney prior to filing your claim with the EEOC or TWC because that filing can have a significant impact on the ultimate outcome of your case. After the EEOC or TWC completes its investigation, it will provide you with a right-to-sue letter and you will have a certain time period in which to file a lawsuit. Click here for a more detailed explanation about the lawsuit process.

No. If Mr. Sud believes you do not have at least a reasonable case then he ethically cannot file a lawsuit on your behalf.

No. There are only a few actions that are actually illegal. Minor inconveniences, a mean or rude supervisor, not having “fun” at work, not getting along with a coworker, etc. are generally not reasons to make a valid claim against your employer. Click here to learn more about what may be wrongful termination.

Not necessarily. The Texas Workforce Commission often grants unemployment benefits if you’re terminated; however, that does not mean you were illegally fired.

Even though a discrimination case may appear good (or even great) in theory, there are many reasons Mr. Sud may choose not to take a case.  Keep in mind Mr. Sud takes on very few cases and, if taking yours on, usually anticipates dedicating hundreds of hours on it over the course of years if necessary.  Based on this decision, Mr. Sud is ultimately choosing not to take on someone else’s case who may also be in need of an employment attorney.  Therefore, some of the reasons to reject a case are as follows:

• You rely on yourself, a family member, or Google for legal advice over the advice of Mr. Sud
• It appears you’re not being upfront or honest to Mr. Sud
• You are thinking of a potential case as a lottery ticket or otherwise have unreasonable expectations
• You repeatedly say something similar to any of the following statements:
  • “The company will definitely settle.”
    • Maybe, but the case needs to be worthy of going through the entire process.  Also, saying the company will “definitely settle” doesn’t mean it will necessarily be a good settlement.  
  • “Just wait until the media finds out about this case.”
    • The media likely doesn’t care. And even if there was some news source possibly interested, that will not necessarily help your case.
  • “I don’t want to go to court/trial.”
    • Even though many cases settle, you have to be willing to go to trial.  
  • “This case is a slam-dunk.”
    • How do you know? And why are you contacting a lawyer?  There are countless defenses employers can rely on, and Texas is one of the most employer-friendly jurisdictions in the country.
  • “This case is ‘complicated.’”
    • It is likely that you do not know what a complicated case really is. Also, if there’s truly discrimination, retaliation, or harassment, it likely should not be “complicated” to explain. 
  • “I have already filed complaints with every government agency that I could think of, so your job will be easy.”
    • No. You’ve likely made things much more difficult and, even if there was a realistic possible claim against the employer, you have created unnecessary distractions that will be used against you. Next time contact an attorney first.