Remedies For Employment Discrimination–Fort Worth, Texas Employment Law Defense Attorneys

Remedies For Employment Discrimination

 

Whenever discrimination is found, the goal of the law is to put the victim of discrimination in the same position (or nearly the same) that he or she would have been if the discrimination had never occurred.

 

The types of relief will depend upon the discriminatory action and the effect it had on the victim. For example, if someone is not selected for a job or a promotion because of discrimination, the remedy may include placement in the job and/or back pay and benefits the person would have received.

 

The employer also will be required to stop any discriminatory practices and take steps to prevent discrimination in the future.

 

A victim of discrimination also may be able to recover attorney’s fees, expert witness fees, and court costs.

 

Remedies May Include Compensatory & Punitive Damages

 

Compensatory and punitive damages may be awarded in cases involving intentional discrimination based on a person’s race, color, national origin, sex (including pregnancy), religion, disability, or genetic information.

 

Compensatory damages pay victims for out-of-pocket expenses caused by the discrimination (such as costs associated with a job search or medical expenses) and compensate them for any emotional harm suffered (such as mental anguish, inconvenience, or loss of enjoyment of life).

 

Punitive damages may be awarded to punish an employer who has committed an especially malicious or reckless act of discrimination.

 

Limits On Compensatory & Punitive Damages

 

There are limits on the amount of compensatory and punitive damages a person can recover. These limits vary depending on the size of the employer:

For employers with 15-100 employees, the limit is $50,000.

For employers with 101-200 employees, the limit is $100,000.

For employers with 201-500 employees, the limit is $200,000.

For employers with more than 500 employees, the limit is $300,000.

 

Age Or Sex Discrimination & Liquidated Damages

 

In cases involving intentional age discrimination, or in cases involving intentional sex-based wage discrimination under the Equal Pay Act, victims cannot recover either compensatory or punitive damages, but may be entitled to “liquidated damages.”

 

Liquidated damages may be awarded to punish an especially malicious or reckless act of discrimination. The amount of liquidated damages that may be awarded is equal to the amount of back pay awarded the victim.

 

Williams, McClure & Parmelee is dedicated to high quality legal representation of businesses and insurance companies in a variety of matters. We are experienced Fort Worth, Texas employment law defense lawyers in Tarrant County who know Texas courts and Texas law. For more information, please contact the law firm at 817-335-8800. The firm’s office location is 5601 Bridge Street, Suite 300, Fort Worth, Texas 76112.

Martindale AVtexas[2]

Texas Fair Debt Collection Statute–Fort Worth, Texas Collections Law Attorneys

Texas Fair Debt Collection Statute

 

Finance Code

 

Chapter 392. Debt Collection

 

Subchapter A. General Provisions

 

Texas Fair Debt Collection Practices Act § 392.001. DEFINITIONS. In this chapter:

 

 

(1) “Consumer” means an individual who has a consumer debt.

 

(2) “Consumer debt” means an obligation, or an alleged obligation, primarily for personal, family, or household purposes and arising from a transaction or alleged transaction.

 

(3) “Creditor” means a party, other than a consumer, to a transaction or alleged transaction involving one or more consumers.

 

(4) “Credit bureau” means a person who, for compensation, gathers, records, and disseminates information relating to the creditworthiness, financial responsibility, and paying habits of, and similar information regarding, a person for the purpose of furnishing that information to another person.

 

(5) “Debt collection” means an action, conduct, or practice in collecting, or in soliciting for collection, consumer debts that are due or alleged to be due a creditor.

 

(6) “Debt collector” means a person who directly or indirectly engages in debt collection and includes a person who sells or offers to sell forms represented to be a collection system, device, or scheme intended to be used to collect consumer debts.

 

(7) “Third-party debt collector” means a debt collector, as defined by 15 U.S.C. Section 1692a(6), but does not include an attorney collecting a debt as an attorney on behalf of and in the name of a client unless the attorney has nonattorney employees who:

 

 

(A) are regularly engaged to solicit debts for collection; or

 

(B) regularly make contact with debtors for the purpose of collection or adjustment of debts.

 

Acts 1997, 75th Leg., ch. 1008, § 1, eff. Sept. 1, 1997. Amended by Acts 1999, 76th Leg., ch. 62, § 7.42, eff. Sept. 1, 1999. SUBCHAPTER B. SURETY BOND

 

Williams, McClure & Parmelee is dedicated to high quality legal representation of businesses and insurance companies in a variety of matters. We are experienced Fort Worth, Texas collections lawyers in Tarrant County who know Texas courts and Texas law. For more information, please contact the law firm at 817-335-8800. The firm’s office location is 5601 Bridge Street, Suite 300, Fort Worth, Texas 76112.

Martindale AVtexas[2]

Texas Department of Transportation–Contractor Insurance Form Instructions–Fort Worth, Texas Construction Law Attorneys

NOTES TO AGENTS:
Agents must provide all requested information then either fax or mail this form directly to the address listed below.
Pre-printed limits are the minimum required; if higher limits are provided by the policy, enter the higher limit amount
and strike-through or cross-out the pre-printed limit.
To avoid work suspension, an updated insurance form must reach the address listed below one business day
prior to the expiration date. Insurance must be in force in order to perform any work.
Binder numbers are not acceptable for policy numbers.
The certificate of insurance, once on file with the department, is adequate for subsequent department contracts
provided adequate coverage is still in effect. Do not refer to specific projects/contracts on this form.
List the contractor’s legal company name, including the DBA (doing business as) name as the insured. If a staff
leasing service is providing insurance to the contractor/client company, list the staff leasing service as the insured
and show the contractor/client company in parenthesis.
The TxDOT certificate of insurance form is the only acceptable proof of insurance for department contracts.
List the contractor’s legal company name, including the DBA (doing business as) name as the insured or list both the
contractor and staff leasing service as insured when a staff leasing service is providing insurance.
Over-stamping and/or over-typing entries on the certificate of insurance are not acceptable if such entries change the
provisions of the certificate in any manner.
This form may be reproduced.
DO NOT COMPLETE THIS FORM UNLESS THE WORKERS’ COMPENSATION POLICY IS ENDORSED WITH A
WAIVER OF SUBROGATION IN FAVOR OF TXDOT.
The SIGNATURE of the agent is required.
CERTIFICATE OF INSURANCE REQUIREMENTS:
WORKERS’ COMPENSATION INSURANCE:
The contractor is required to have Workers’ Compensation Insurance if the contractor has any employees including
relatives.
The word STATUTORY, under limits of liability, means that the insurer would pay benefits allowed under the Texas
Workers’ Compensation Law.
GROUP HEALTH or ACCIDENT INSURANCE is not an acceptable substitute for Workers’ Compensation.
COMMERCIAL GENERAL LIABILITY INSURANCE:
If coverages are specified separately, they must be at least these amounts:
Bodily Injury $500,000 each occurrence
$100,000 each occurrence
Property Damage $100,000 for aggregate
MANUFACTURERS’ or CONTRACTOR LIABILITY INSURANCE is not an acceptable substitute for Comprehensive
General Liability Insurance or Commercial General Liability Insurance.
BUSINESS AUTOMOBILE POLICY:
PRIVATE AUTOMOBILE LIABILITY INSURANCE is not an acceptable substitute for a Business Automobile Policy.
MAIL ALL CERTIFICATES TO:
Texas Department of Transportation
CST Contract Processing Unit (RA/200 1st Fl.)
125 E. 11th Street
Austin, TX 78701-2483
512/416-2540 (Voice), 512/416-2536 (Fax)
Form 1560
(Rev. 07/12)

Williams, McClure & Parmelee is dedicated to high quality legal representation of businesses and insurance companies in a variety of matters. We are experienced Fort Worth, Texas construction law defense lawyers in Tarrant County who know Texas courts and Texas law. For more information, please contact the law firm at 817-335-8800. The firm’s office location is 5601 Bridge Street, Suite 300, Fort Worth, Texas 76112.

Martindale AVtexas[2]

Taprite Fassco to Pay $72,500 to Settle EEOC Sex, Disability and Retaliation Discrimination Suit in Texas–Fort Worth Employment Law Attorneys

PRESS RELEASE

7-31-15

Taprite Fassco to Pay $72,500 to Settle EEOC Sex, Disability and Retaliation Discrimination Suit

Company Demoted Employee Because of Arthritis and Carpal Tunnel Syndrome, Federal Agency Charged

 

SAN ANTONIO, Texas – Taprite Fassco Manufacturing, Inc., a San Antonio-based manufacturer of CO2 regulators in the soda and beer industries, will pay $72,500 and furnish other relief  to settle a gender, disability and retaliation-based discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.

 

The EEOC’s lawsuit charged that Taprite Fassco subjected a female quality control employee to sex-based wage discrimination, disability discrimination and unlawful retaliation after she raised questions to management concerning wage disparity between the sexes.  The suit said that Taprite Fassco paid a male over three dollars an hour more than the female employee for performing substantially equal jobs at the same location.  The federal agency claimed that the company also retaliated against the female employee for complaining about the wage discrimination by demoting her into a less favorable and lower-paying position that she could not perform because of physical limitations resulting from rheumatoid arthritis and carpal tunnel syndrome.  The EEOC’s lawsuit also alleged that Taprite Fassco denied the female employee’s requests for reasonable accommodation for her disability such as reassignment to her previous position that would have permitted her to continue working.

 

The claims resolved by the settlement of the EEOC’s enforcement action include violations of multiple federal anti-discrimination statutes, including the Equal Pay Act (EPA), Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act (ADA).  The EEOC filed suit, Civil Action No. 5:14-cv-00801, in U.S. District Court for the Western District of Texas, San Antonio Division, after first attempting to reach a pre-litigation settlement through its conciliation process.

 

“Addressing sex-based pay disparity in the workplace remains a priority for the EEOC,” said David Rivela, senior trial attorney in the EEOC’s San Antonio Field Office (SAFO).  “The EEOC will vigorously enforce the EPA and Title VII when we find an employer has no justifiable basis for paying a female less than a male counterpart.  Employees have a right to seek redress of practices they believe are unlawful without repercussions that cost them even greater economic loss.”

 

Eduardo Juarez, EEOC supervisory trial attorney, added, “This case is important in that it puts a light on what continues to be a significant deficit in the earnings of women in the workplace when compared to men.  The company’s decision to also deny her reasonable accommodation request so she could continue working exacerbated the problem.”

 

As part of the consent decree resolving the suit (entered by Judge David A. Ezra), Taprite Fassco will pay $72,500 to the former female employee.  The company also agreed to ensure that its employment policies conform with the law, implement training which specifically addresses sex and disability discrimination, and post EEO notices at the workplace.

 

EEOC’s Dallas district director, Janet Elizondo, said, “We appreciate Taprite Fassco’s efforts to resolve this lawsuit quickly, fairly and without incurring unnecessary litigation expenses.  This settlement, including the implementation of an effective policy against discrimination and EEO training, demonstrates a commitment to provide a non-discriminatory work environment for its employees.”

 

The EEOC enforces federal laws prohibiting employment discrimination.  Further information about the agency is available on its web site at www.eeoc.gov.

 

 

Williams, McClure & Parmelee is dedicated to high quality legal representation of businesses and insurance companies in a variety of matters. We are experienced Fort Worth, Texas employment law defense attorneys in Tarrant County who know Texas courts and Texas law. For more information, please contact the law firm at 817-335-8800. The firm’s office location is 5601 Bridge Street, Suite 300, Fort Worth, Texas 76112.

Martindale AVtexas[2]

Is Workers’ Compensation Coverage Required in Texas? The answer is NO–Fort Worth, Texas Nonsubscriber Defense Attorneys

Information for Texas Nonsubscribers

Is Workers’ Compensation Coverage Required in Texas? The answer is NO! But there are some things every Texas employer should know.

 

  1. Texas, unlike other states, does not require an employer to have workers’ compensation coverage.
  2. Subscribing to workers’ compensation insurance puts a limit on the amount and type of compensation that an injured employee may receive – the limits are set in the law.
  3. Being a “non-subscriber”, i.e., going “bare” or without coverage, leaves an employer open to personal injury lawsuits from employees who are injured on the job – the damages and attorney’s fees are almost unlimited – in addition, certain defenses available in most personal injury lawsuits, such as assumption of the risk, contributory negligence, “last clear chance”, and co-worker negligence, are not available to a non-subscriber in a job injury case.
  4. At hire, notify each new hire of coverage (Notice 6 (PDF)) or non-coverage (Notice 5 (PDF)) and post the same notice along with other required workplace posters – also, let each new hire know that they have five days to elect to waive their right to workers’ compensation benefits and retain their common-law right to sue the employer for a work-related injury – the notice must let the employee know that if they give up workers’ compensation, they give up the right to receive medical or income benefits under the workers’ compensation law (the Division of Workers’ Compensation at the TDI has a form available for that purpose at http://www.tdi.state.tx.us/forms/dwc/newemployeenotice.pdf (PDF)).
  5. If an employer discontinues its workers’ compensation coverage, it must inform employees and the Workers’ Compensation Division of the Texas Department of Insurance as soon as possible via a Form DWC005 (PDF).
  6. Under workers’ compensation law, an injury or illness is covered, without regard to fault, if it was sustained in the course and scope of employment, i.e., while furthering or carrying on the employer’s business; this includes injuries sustained during work-related travel.
  7. Injuries are not covered if they were the result of the employee’s horseplay, willful criminal acts or self-injury, intoxication from drugs or alcohol, voluntary participation in an off-duty recreational activity, a third party’s criminal act if directed against the employee for a personal reason unrelated to the work, or acts of God.
  8. Injured workers must file injury reports within thirty days of the injury, must appeal the first impairment rating within 90 days of its issuance, and must file the formal paperwork for the workers’ compensation claim within one year of the injury. If the work-related nature of the injury or illness was not immediately apparent, those deadlines run from the date on which the employee should have known the problem was work-related.
  9. Three main types of benefits: medical benefits, income benefits, and death benefits – each type is statutorily defined and limited.
  10. The law places a heavy emphasis on return-to-work programs, since all studies show that recovery is faster and more efficient if an employee has some kind of useful work to do.
  11. An employee’s refusal of suitable light-duty work can stop the payment of workers’ compensation benefits.
  12. A job injury can involve other laws as well, such as the FMLA and the ADA – in multiple-law situations, whatever law provides the greatest protection should be applied (see “Medical Leave-Related Laws”).
  13. Chapter 451 of the workers’ compensation law prohibits discrimination or retaliatory action against employees who have filed workers’ compensation claims or are somehow in the process of doing so – stray remarks can be harmful to a company’s legal position in a Chapter 451 lawsuit, so never let anyone with your company be heard talking about a claim in terms of it being a problem, since any negative remarks can be twisted and spun to make the employer look as if it intended to retaliate against the claimant.
  14. Design your paid leave policies to avoid “benefits stacking”, i.e., the combining of workers’ compensation and leave-related benefits in such a way that the employee ends up getting more than 100% of his or her regular wage each week – for a sample policy, see “Limits on Leave Benefits” in “The A to Z of Personnel Policies” in this book.
  15. Employees on workers’ compensation do not have to be allowed to continue accruing leave or other benefits, but should be treated at least as favorably as other absent employees in that regard.
  16. Loss of health insurance benefits while on workers’ compensation leave is a COBRA-qualifying event.
  17. If a workers’ compensation claimant files an unemployment claim, he or she will be disqualified from unemployment benefits unless the workers’ compensation benefits are for “permanent, partial disability”, which translates to “impairment income benefits” under the current law – in addition, the claimant’s medical ability to work would be in question and should be raised by the employer as an issue in its response to the unemployment claim.

Williams, McClure & Parmelee is dedicated to high quality legal representation of businesses and insurance companies in a variety of matters. We are experienced Fort Worth, Texas nonsubscriber defense attorneys in Tarrant County who know Texas courts and Texas law. For more information, please contact the law firm at 817-335-8800. The firm’s office location is 5601 Bridge Street, Suite 300, Fort Worth, Texas 76112.

Martindale AVtexas[2]

Employer Notice of No Coverage or Termination of Coverage-TDI-DWC–Fort Worth, Texas Nonsubscriber Defense Attorneys

Frequently Asked Questions
Employer Notice of No Coverage or Termination of Coverage
Who must file the DWC Form-005?
An employer who does not have workers’ compensation insurance (non-subscriber) must file the DWC Form-005, unless the employer’s only employees are
exempt from coverage under the Texas Workers’ Compensation Act (for example, certain domestic workers, certain farm and ranch workers).
An employer who terminates workers’ compensation insurance coverage must file the DWC Form-005.
Failure to file the form when required may subject the employer to administrative penalties.
When do I file the DWC Form-005?
An employer who uses the DWC Form-005 to file a notice of no coverage must file:
· annually between February 1st and April 30th of each calendar year;
· within 30 days of the employer hiring its first employee, unless this due date falls between February 1st and April 30th and the employer submits
the notice within this time period; and
· within 10 days of receipt of a TDI-DWC request for filing a notice of no coverage.
An employer who uses the DWC Form-005 to file a notice of termination of coverage must file:
· within 10 days after notifying the insurance carrier of the termination of coverage unless the employer purchases a new policy or becomes a
certified self-insurer; and
· thereafter, the employer must file the DWC Form -005 as a non-subscriber as long as the employer remains in operation and does not have
workers’ compensation insurance coverage.
How do I file the DWC Form-005?
Employers can submit the DWC Form-005 to the TDI-DWC by:
· filing electronically on the TDI website at:
https://txcomp.tdi.state.tx.us/TXCOMPWeb/common/home.jsp;
· faxing the form to (512)804-4146; or
· mailing the form to the address listed at the top of the form (if the filing is for termination of coverage, the submission must be by certified mail).
How/when must a non-subscriber notify employees that workers’ compensation coverage is not provided?
An employer must post the Notice to Employees Concerning Workers’ Compensation in Texas in the workplace in English, Spanish and any other language
common to the employer’s employee population in the print type specified by TDI-DWC rules whenever the employer:
· elects to not have workers’ compensation insurance;
· cancels or terminates workers’ compensation insurance;
· withdraws from certified self-insurance; or
· has its workers’ compensation coverage cancelled by the insurance company.
An employer must also provide this notice to each employee:
· at the time of hire;
· when the employer elects to not have workers’ compensation insurance;
· within 15 days of notification to the insurance carrier that the employer is terminating coverage unless the employer maintains continuous
coverage under a new policy or becomes a certified self-insurer; or
· within 15 days of cancellation by the insurance company.
The required notice may be found on the TDI website at:
http://www.tdi.texas.gov/forms/dwc/notice5.pdf (English) and
http://www.tdi.texas.gov/forms/dwc/notice5s.pdf (Spanish).
DWC005 Rev. 01/13 Page 3 of 3
DWC005
Are non-covered employers required to file other forms with TDI-DWC?
Employers with five or more employees are required to report work-related injuries and diseases to the TDI-DWC. Non-subscribers and covered employers
whose employee(s) have waived workers’ compensation insurance coverage must report these work-related injury and diseases using the DWC Form-007,
Employer’s Report of Non-covered Employee’s Occupational Injury or Diseases. The form must be filed not later than the 7th day of the month following the
month in which:
· a work-related death occurred,
· an employee was absent from work for more than one day* as a result of an on-the-job injury, or
· the employer acquired knowledge of an occupational disease.
*Do not count the day of the injury or the day the injured employee returned to work when calculating the number of days absent from work.
The DWC Form-007 can be obtained from the TDI website at http://www.tdi.texas.gov/forms/dwc/dwc7injnc.pdf.
Are any fields on the DWC Form-005 optional?
No, all applicable fields must be completed each time the DWC Form-005 is filed.
Additional information can be obtained from the TDI website at:
http://www.tdi.texas.gov/wc/employer/index.html or by calling 1-800-372-7713.

 

Williams, McClure & Parmelee is dedicated to high quality legal representation of businesses and insurance companies in a variety of matters. We are experienced Fort Worth, Texas nonsubscriber defense attorneys in Tarrant County who know Texas courts and Texas law. For more information, please contact the law firm at 817-335-8800. The firm’s office location is 5601 Bridge Street, Suite 300, Fort Worth, Texas 76112.

Martindale AVtexas[2]

Basis for Insurance Premiums-NIOSH–Fort Worth, Texas Workers’ Compensation Defense Attorneys

Basis for Insurance Premiums

Throughout the history of workers’ compensation in the U.S., premiums for insurance policies have been determined by a set of factors related to
employer risks, primarily the mix of occupational classes they employ. Employers are assigned to work classifications according to state-sanctioned
rating bureau guidelines. In general, employers in classifications with greater injury and illness risks and loss costs have higher “manual rates.”
For example, a roofing contractor generally has a higher manual rate than a bank. Recommended or specified manual rates must be approved by
the state regulators in most cases. Additionally, those employers which qualify for experience rating and that have a history of greater injury
and illness claims and costs within the risk classes are charged even higher premiums through the application of an experience modification factor.
Those employers with fewer claims and lower loss costs benefit from lower premiums.

 

Williams, McClure & Parmelee is dedicated to high quality legal representation of businesses and insurance companies in a variety of matters. We are experienced Fort Worth, Texas workers’ comp defense attorneys in Tarrant County who know Texas courts and Texas law. For more information, please contact the law firm at 817-335-8800. The firm’s office location is 5601 Bridge Street, Suite 300, Fort Worth, Texas 76112.

Martindale AVtexas[2]

Participation Of Attorneys In Workers’ Compensation Lawsuit–Texas Workers’ Compensation Attorneys

TEXAS ATTORNEYS AND ATTORNEY FEES IN WORKERS’ COMP LAWSUIT
Participation Of Attorneys In Workers’ Compensation Claims
TWCC v. Texas Builders’ Insurance Company, 1999 WL 394876 (Tex. App. – Austin) June 17, 1999
A Texas workers’ compensation claimant sought compensation for on-the-job injuries and was successful before the TWCC. TBIC filed suit and when Guerro failed to answer, TBIC was given a no-answer default judgment. The TWCC then denied TBIC’s claim for reimbursement from the Subsequent Injury Fund because the modification of the Appeals Panel order came as a result of a default judgment rather than a trial on the merits. The trial court determined that the TBIC was entitled to reimbursement.
The Austin Court of Appeals affirmed and discussed the language of Section 410.205(c), the applicable provision in this case. The Court also discussed the fact that the Legislature has addressed the situation in this case by enacting Section 410.257(e).
With respect to attorneys and attorney fees, the Court reiterated language from the Garcia case concerning participation of attorneys in workers’ compensation cases.

 

Williams, McClure & Parmelee is dedicated to high quality legal representation of businesses and insurance companies in a variety of matters. We are experienced Fort Worth, Texas workers’ compensation defense attorneys in Tarrant County who know Texas courts and Texas law. For more information, please contact the law firm at 817-335-8800. The firm’s office location is 5601 Bridge Street, Suite 300, Fort Worth, Texas 76112.

Martindale AVtexas[2]

PR Newswire–Fort Worth, Texas Attorney James L. Williams has Achieved the AV Preeminent® Rating – the Highest Possible Rating from Martindale-Hubbell®.

Attorney James L. Williams has Achieved the AV Preeminent® Rating – the Highest Possible Rating from Martindale-Hubbell®. | Bird Herd

Attorney James L. Williams has Achieved the AV Preeminent® Rating – the Highest Possible Rating from Martindale-Hubbell®.

James L. Williams, a lawyer based in Fort Worth, TX whose primary area of practice is Civil Litigation, has earned the AV Preeminent® rating from Martindale-Hubbell®

Fort Worth, TX (PR Newswire) July 24, 2015 – Martindale-Hubbell® has confirmed that attorney James L. Williams still maintains the AV Preeminent Rating, Martindale-Hubbell’s highest possible rating for both ethical standards and legal ability, even after first achieving this rating in 2015.

For more than 130 years, lawyers have relied on the Martindale-Hubbell AV Preeminent® rating while searching for their own expert attorneys. Now anyone can make use of this trusted rating by looking up a lawyer’s rating on Lawyers.com or martindale.com. The Martindale-Hubbell® AV Preeminent® rating is the highest possible rating for an attorney for both ethical standards and legal ability. This rating represents the pinnacle of professional excellence. It is achieved only after an attorney has been reviewed and recommended by their peers – members of the bar and the judiciary. Congratulations go to James L. Williams who has achieved the AV Preeminent® Rating from Martindale-Hubbell®.

James L. Williams commented on the recognition: “The Martindale-Hubbell AV Preeminent Rating is a credential highly valued and sought after in the legal world. It used to be a sort of secret among attorneys who used the rating as a first screen when they needed to hire a lawyer they did not personally know. Now, thanks to the Internet, the Rating is a great way for anyone ñ lawyers or lay people – to use to screen lawyers. I am thankful to my peers who nominated me for this distinction, and proud to have earned this, the highest possible Martindale-Hubbell rating.”

About James L. Williams: a short profile by and about the honoree:

Williams, McClure & Parmelee provides a broad range of legal services with concentration in the areas of insurance defense litigation and business representation. Our attorneys have over 90 years of combined legal experience. The firm has extensive experience in business and insurance company representation including insurance defense, construction law, transportation law, workers’ compensation defense and employment law defense.

The plaque shown here commemorates James L. Williams’s recognition.

To find out more or to contact James L. Williams of Fort Worth, TX, call 817-335-8800, or visit http://texasdefensecounsel.com.

As a result of this honor, American Registry LLC, has added James L. Williams to The Registry™ of Business and Professional Excellence. For more information, search The Registry™ at http://www.americanregistry.com.

This press release was written by American Registry, LLC, with approval by Martindale-Hubbell as well as approval and/or contributions from James L. Williams; it was distributed by PR Newswire, a subsidiary of UBM plc.

Contact Information:
James L. Williams

Phone: 817-335-8800

Email Address: williams@texasdefensecounsel.com

Website: http://texasdefensecounsel.com

Attorney James L. Williams has Achieved the AV Preeminent® Rating – the Highest Possible Rating from Martindale-Hubbell®.

 

http://birdherd.com/attorney-james-l-williams-has-achieved-the-av-preeminent-rating-the-highest-possible-rating-from-martindale-hubbell/

 

Williams, McClure & Parmelee is dedicated to high quality legal representation of businesses and insurance companies in a variety of matters. We are experienced Fort Worth, Texas civil litigation attorneys in Tarrant County who know Texas courts and Texas law. For more information, please contact the law firm at 817-335-8800. The firm’s office location is 5601 Bridge Street, Suite 300, Fort Worth, Texas 76112.

Martindale AVtexas[2]

Find Lawyers in Fort Worth, Texas–Civil Litigation Attorneys

There are many ways available on the internet to find top Fort Worth, Texas attorneys in civil law, business, law, construction law, collections law, employment law, nonsubscriber law, insurance defense law. workers’ compensation law, or other areas of practice. Some of the available sites are set forth below with links:

Find Attorneys in Fort Worth Texas:

http://origin-www.martindale.com/James-L-Williams-Jr/1659747-lawyer.htm?view=cr

http://www.avvo.com/attorneys/76112-tx-james-williams-238464.html

http://reviews.birdeye.com/james-lee-williams-jr-951183616

http://www.avvo.com/search/lawyer_search?utf8=%E2%9C%93&q=civil+litigation&loc=Fort+Worth%2C+TX&commit=

http://www.avvo.com/all-lawyers/tx/fort_worth.html

http://www.avvo.com/search/lawyer_search?utf8=%E2%9C%93&q=business&loc=Fort+Worth%2C+TX&commit=

http://www.avvo.com/employment-labor-lawyer/tx/fort_worth.html

http://www.avvo.com/search/lawyer_search?utf8=%E2%9C%93&q=construction&loc=Fort+Worth%2C+TX&commit=

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http://origin-www.martindale.com/James-L-Williams-Jr/1659747-lawyer.htm?view=cr

 

Williams, McClure & Parmelee is dedicated to high quality legal representation of businesses and insurance companies in a variety of matters. We are experienced Fort Worth, Texas civil litigation attorneys in Tarrant County who know Texas courts and Texas law. For more information, please contact the law firm at 817-335-8800. The firm’s office location is 5601 Bridge Street, Suite 300, Fort Worth, Texas 76112.

Martindale AVtexas[2]