Resources for Research and Information on Employment Discrimination Claims–Fort Worth, Texas Employment Law Defense Attorneys

Resources
Disability and Business Technical Assistance Center 800.949.4232 V/TTY
www.adata.org
ADA Information Line 800.514.0301 V

U.S. Department of Justice 800.514.0383 TTY
Civil Rights Division
950 Pennsylvania Avenue NW
Disability Rights Section – NYAV
Washington DC 20530
www.ada.gov

Abledata 800.227.0216 V
8630 Fenton Street, suite 930 301.608.8912 TTY
Silver Spring MD 20910
www.abledata.com

Access Board 800.872.2253 V
United States Access Board 800.993.2822 TTY
1331 F. Street NW – suite 1000
Washington DC 20004-1111
www.access-board.gov

Accessible Web Design – Bobby 450.534.4253
127 Bridge St.
Plattsburgh NY 12901
www.accessible.org

Adaptive Environments Institute for Human Centered Design 617.695.1225 V/TTY
180-200 Portland Street, suite 1
Boston MA 02114
www.humancentereddesign.org

Alliance for Technology Access 707.778.3011 V
1304 Southpoint Blvd., suite 240 707.778.3015 TTY
Petaluma CA 94954
www.ATAccess.org

American Association of People with Disabilities 800.840.8844 V/TTY
1629 K Street NW, suite 503
Washington DC 20006
www.aapd-dc.org

American Indian Disability Technical Assistance Center
The University of Montana Rural Institute
Center for Excellence in Disability Education, Research and Services
32 Corbin Hall, the University of Montana
Missoula MT 59812-7056
www.aidtac.ruralinstitute.umt.edu
Assistive Tech 404.894.4960 V/TTY

Center for Assistive Technology and
Environmental Access
Georgia Institute of Technology
www.assistivetech.net
Center for Applied Special Technology (CAST) 781.245.2212
40 Harvard Mills Square – suite 3
Wakefield MA 01880-3233
www.cast.org

Center for the Study and Advancement of Disability Policy 202.466.6550
1875 Eye Street NW, 12th floor
Washington DC 20006
www.disabilitypolicycenter.org

Disability Access Symbols – Graphic Artists Guild 212.791.3400
32 Broadway, suite 1114
New York NY 10004
www.gag.org/resources/das.php
Disability Info
www.disabilityinfo.gov

Disability Rights Education and Defense Fund (DREDF) 510.644.2555 V/TTY
2212 Sixth Street
Berkeley CA 94710
www.dredf.org

Disability Statistics 607.255.7727 V
Cornell University 607.255.2891 TTY
School of Industrial and Labor Relations
201 Dolgen Hall
Ithaca NY 14853-3901
www.disabilitystatistics.org

Equal Employment Opportunity Commission 800.669.4000 V
www.eeoc.gov 800.669.6820 TTY

Fair Housing Accessibility First 888.341.7781 V/TTY
www.fairhousingfirst.org

Federal Communication Commission 888.225.5322 V
Disability Rights Office 888.835.5322 TTY
445 12th Street SW
Washington DC 20554
www.fcc.gov/cgb/dro/

Federal Transit Administration 888.446.4511 V/Rel
Office of Civil Rights
U.S. Department of Transportation
400 Seventh St. SW, room 9102
Washington DC 20590
www.fta.dot.gov/ada

Housing and Urban Development (HUD) 202.708.1112 V
451 7th Street SW 202.708.1455 TTY
Washington DC 20410
www.hud.gov/offices/fheo/disabilities/index.cfm

Job Accommodation Network 800.526.7234 V/TTY
www.jan.wvu.edu

National Center on Accessibility 812.856.4422 V
IU Research Park 812.856.4421 TTY
501 North Morton Street, suite 109
Bloomington IL 47404-3732
www.ncaonline.org

National Center on Workforce & Disability (NCWD)
Institute for Community Inclusion
UMass Boston
100 Morrissey Blvd
Boston MA 02125
www.onestops.info

National Center for Accessible Media 617.300.3400 V
Carl and Ruth Shapiro Family 617.400.2489 TTY

National Center for Accessible Media
One Guest Street
Boston MA 02135
www.ncam.wgbh.org

Protection & Advocacy Agencies 202.408.9514 V
National Disability Rights Network 202.408/9521 TTY
900 Second Street NE – suite 211
Washington DC 20002
www.napas.org

RESNA 703.524.6686 V
Rehabilitation Engineering & Assistive Technology 703.524.6639 TTY
Society of North America
1700 N. Moore St. Suite 1540
Arlington VA 22209-1903
Section 508 Information
www.section508.gov

Small Business Administration 800.827.5722 V
409 Third Street SW 704.344.6640 TTY
Washington DC 20416
www.sba.gov
Social Security – Benefits for People with Disabilities 800.772.1213

Social Security Administration 800.325.0778
Office of Public Inquiries
Windsor Park Building
6401 Security Blvd.
Baltimore MD 21235

Technology Integration in Education
Linda J. Burkhart
6201 Candle Ct.
Eldersburg MD 21784
www.lburkhart.com

The ARC 800.433.5255
1010 Wayne Avenue, suite 650
Silver Spring MD 20910
www.thearc.org

US Department of Education- Office for Civil Rights 800.872.5327 V
400 Maryland Ave SW 800.437.0833 TTY
Washington DC 20202
www.ed.gov

U.S. Department of Transportation 202.366.4000
1200 New Jersey Ave SE
Washington DC 20590
www.dot.gov

 

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

Martindale AVtexas[2]

Overtime Pay Requirements of the FLSA–Fort Worth, Texas Employment Attorneys

U.S. Department of Labor
Wage and Hour Division
(Revised July 2008)
Fact Sheet #23: Overtime Pay Requirements of the FLSA
This fact sheet provides general information concerning the application of the overtime pay provisions of the FLSA.
Characteristics
An employer who requires or permits an employee to work overtime is generally required to pay the employee premium pay for such overtime work.
Requirements
Unless specifically exempted, employees covered by the Act must receive overtime pay for hours worked in excess of 40 in a workweek at a rate not less than time and one-half their regular rates of pay. There is no limit in the Act on the number of hours employees aged 16 and older may work in any workweek. The Act does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, as such.
The Act applies on a workweek basis. An employee’s workweek is a fixed and regularly recurring period of 168 hours — seven consecutive 24-hour periods. It need not coincide with the calendar week, but may begin on any day and at any hour of the day. Different workweeks may be established for different employees or groups of employees. Averaging of hours over two or more weeks is not permitted. Normally, overtime pay earned in a particular workweek must be paid on the regular pay day for the pay period in which the wages were earned.
The regular rate of pay cannot be less than the minimum wage. The regular rate includes all remuneration for employment except certain payments excluded by the Act itself. Payments which are not part of the regular rate include pay for expenses incurred on the employer’s behalf, premium payments for overtime work or the true premiums paid for work on Saturdays, Sundays, and holidays, discretionary bonuses, gifts and payments in the nature of gifts on special occasions, and payments for occasional periods when no work is performed due to vacation, holidays, or illness.
Earnings may be determined on a piece-rate, salary, commission, or some other basis, but in all such cases the overtime pay due must be computed on the basis of the average hourly rate derived from such earnings. This is calculated by dividing the total pay for employment (except for the statutory exclusions noted above) in any workweek by the total number of hours actually worked.
Where an employee in a single workweek works at two or more different types of work for which different straight-time rates have been established, the regular rate for that week is the weighted average of such rates. That is, the earnings from all such rates are added together and this total is then divided by the total number of hours worked at all jobs. In addition, section 7(g)(2) of the FLSA allows, under specified conditions, the computation of overtime pay based on one and one-half times the hourly rate in effect when the overtime work is performed. The requirements for computing overtime pay pursuant to section 7(g)(2) are prescribed in 29 CFR 778.415 through 778.421.
Where non-cash payments are made to employees in the form of goods or facilities, the reasonable cost to the
employer or fair value of such goods or facilities must be included in the regular rate.
Typical Problems
Fixed Sum for Varying Amounts of Overtime: A lump sum paid for work performed during overtime hours
without regard to the number of overtime hours worked does not qualify as an overtime premium even though
the amount of money paid is equal to or greater than the sum owed on a per-hour basis. For example, no part of
a flat sum of $180 to employees who work overtime on Sunday will qualify as an overtime premium, even
though the employees’ straight-time rate is $12.00 an hour and the employees always work less than 10 hours on
Sunday. Similarly, where an agreement provides for 6 hours pay at $13.00 an hour regardless of the time
actually spent for work on a job performed during overtime hours, the entire $78.00 must be included in
determining the employees’ regular rate.
Salary for Workweek Exceeding 40 Hours: A fixed salary for a regular workweek longer than 40 hours does not
discharge FLSA statutory obligations. For example, an employee may be hired to work a 45 hour workweek for
a weekly salary of $405. In this instance the regular rate is obtained by dividing the $405 straight-time salary by
45 hours, resulting in a regular rate of $9.00. The employee is then due additional overtime computed by
multiplying the 5 overtime hours by one-half the regular rate of pay ($4.50 x 5 = $22.50).
Overtime Pay May Not Be Waived: The overtime requirement may not be waived by agreement between the
employer and employees. An agreement that only 8 hours a day or only 40 hours a week will be counted as
working time also fails the test of FLSA compliance. An announcement by the employer that no overtime work
will be permitted, or that overtime work will not be paid for unless authorized in advance, also will not impair
the employee’s right to compensation for compensable overtime hours that are worked.
Where to Obtain Additional Information
For additional information, visit our Wage and Hour Division Website: http://www.wagehour.dol.gov
and/or call our toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866-
4USWAGE (1-866-487-9243).
This publication is for general information and is not to be considered in the same light as official statements of
position contained in the regulations.
U.S. Department of Labor
Frances Perkins Building
200 Constitution Avenue, NW
Washington, DC 20210
1-866-4-USWAGE
TTY: 1-866-487-9243
Contact Us

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

Martindale AVtexas[2]

Definition of “Son or Daughter” Under Section 101(12) of the Family and Medical Leave Act (FMLA)–Texas Employment Law Attorneys

Wage and Hour Division (WHD)

Administrator’s Interpretation No. 2010-3

June 22, 2010

Issued by DEPUTY ADMINISTRATOR NANCY J. LEPPINK

SUBJECT: Clarification of the definition of “son or daughter” under Section 101(12) of the Family and Medical Leave Act (FMLA) as it applies to an employee standing “in loco parentis” to a child.

The Administrator has determined that additional clarification is needed on the definition of “son or daughter” as it applies to an employee taking FMLA-protected leave for the birth or placement of a child, to care for a newborn or newly placed child, or to care for a child with a serious health condition.  Based on the Wage and Hour Division’s experience in administering the FMLA, it is evident that many employees and employers are unsure of how the FMLA applies when there is no legal or biological parent-child relationship.  The Administrator is issuing this interpretation to provide needed guidance on this important area of law.

Background

The FMLA entitles an eligible employee to take up to 12 workweeks of job-protected leave, in relevant part, “[b]ecause of the birth of a son or daughter of the employee and in order to care for such son or daughter,” “[b]ecause of the placement of a son or daughter with the employee for adoption or foster care,” and to care for a son or daughter with a serious health condition.  See 29 U.S.C. § 2612(a)(1)(A) – (C); 29 C.F.R. § 825.200.  The FMLA defines a “son or daughter” as a “biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is— (A) under 18 years of age; or (B) 18 years of age or older and incapable of self-care because of a mental or physical disability.”  29 U.S.C. § 2611(12).  See also 29 C.F.R. §§ 825.122(c), 825.800.[1]

The Wage and Hour Division has received several requests for additional guidance regarding whether employees who do not have a biological or legal relationship with a child may take FMLA leave for birth, bonding, and to care for the child.

In Loco Parentis

The FMLA entitles an employee to 12 workweeks of leave for the birth or placement of a son or daughter, to bond with a newborn or newly placed son or daughter, or to care for a son or daughter with a serious health condition.  29 U.S.C. § 2612(a)(1)(A) – (C).  The definition of “son or daughter” under the FMLA includes not only a biological or adopted child, but also a “foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis.”  29 U.S.C. § 2611(12).  See also 29 C.F.R. §§ 825.122(c), 825.800.

Congress intended the definition of “son or daughter” to reflect “the reality that many children in the United States today do not live in traditional ‘nuclear’ families with their biological father and mother.  Increasingly, those who find themselves in need of workplace accommodation of their child care responsibilities are not the biological parent of the children they care for, but their adoptive, step, or foster parents, their guardians, or sometimes simply their grandparents or other relatives or adults.”  See S. Rep. No. 103-3, at 22.  Congress stated that the definition was intended to be “construed to ensure that an employee who actually has day-to-day responsibility for caring for a child is entitled to leave even if the employee does not have a biological or legal relationship to that child.”  Id.

In loco parentis is commonly understood to refer to “a person who has put himself in the situation of a lawful parent by assuming the obligations incident to the parental relation without going through the formalities necessary to legal adoption.  It embodies the two ideas of assuming the parental status and discharging the parental duties.”  Niewiadomski v. U.S., 159 F.2d 683, 686 (6th Cir. 1947) (quotations omitted).  Black’s Law Dictionary defines the term in loco parentis as “in the place of a parent.”  Black’s Law Dictionary 803 (8th ed. 2004).  “The key in determining whether the relationship of in loco parentis is established is found in theintention of the person allegedly in loco parentis to assume the status of a parent toward the child.  The intent to assume such parental status can be inferred from the acts of the parties.”  Dillon v. Maryland-National Capital Park and Planning Comm’n, 382 F. Supp. 2d 777, 787 (D. Md. 2005), aff’d 258 Fed. Appx. 577 (4th Cir. 2007) (citations omitted; emphasis in original).

Whether an employee stands in loco parentis to a child is a fact issue dependent on multiple factors.  Megonnell v. Infotech Solutions, Inc., 2009 WL 3857451, *9 (M.D. Pa. 2009).  Courts have enumerated factors to be considered in determining in loco parentis status; these factors include the age of the child; the degree to which the child is dependent on the person claiming to be standing in loco parentis; the amount of support, if any, provided; and the extent to which duties commonly associated with parenthood are exercised.  Dillon, 382 F. Supp. 2d 777, 786 -787 (D. Md. 2005). [2]

The FMLA regulations define in loco parentis as including those with day-to-day responsibilities to care for and financially support a child.  29 C.F.R. § 825.122(c)(3).  Employees who have no biological or legal relationship with a child may nonetheless stand in loco parentis to the child and be entitled to FMLA leave.  Id.  It is the Administrator’s interpretation that the regulations do not require an employee who intends to assume the responsibilities of a parent to establish that he or she provides both day-to-day care and financial support in order to be found to stand in loco parentis to a child.  For example, where an employee provides day-to-day care for his or her unmarried partner’s child (with whom there is no legal or biological relationship) but does not financially support the child, the employee could be considered to stand in loco parentis to the child and therefore be entitled to FMLA leave to care for the child if the child had a serious health condition.  The same principles apply to leave for the birth of a child and to bond with a child within the first 12 months following birth or placement.  For instance, an employee who will share equally in the raising of a child with the child’s biological parent would be entitled to leave for the child’s birth because he or she will stand in loco parentis to the child.  Similarly, an employee who will share equally in the raising of an adopted child with a same sex partner, but who does not have a legal relationship with the child, would be entitled to leave to bond with the child following placement, or to care for the child if the child had a serious health condition, because the employee stands in loco parentis to the child.

It should be noted that the fact that a child has a biological parent in the home, or has both a mother and a father, does not prevent a finding that the child is the “son or daughter” of an employee who lacks a biological or legal relationship with the child for purposes of taking FMLA leave.  Neither the statute nor the regulations restrict the number of parents a child may have under the FMLA.  For example, where a child’s biological parents divorce, and each parent remarries, the child will be the “son or daughter” of both the biological parents and the stepparents and all four adults would have equal rights to take FMLA leave to care for the child.  Where an employer has questions about whether an employee’s relationship to a child is covered under FMLA, the employer may require the employee to provide reasonable documentation or statement of the family relationship.  A simple statement asserting that the requisite family relationship exists is all that is needed in situations such as in loco parentis where there is no legal or biological relationship.  See 29 C.F.R. § 825.122(j); 73 Fed. Reg. 67,952 (Nov. 17, 2008).

Examples of situations in which an in loco parentis relationship may be found include where a grandparent takes in a grandchild and assumes ongoing responsibility for raising the child because the parents are incapable of providing care, or where an aunt assumes responsibility for raising a child after the death of the child’s parents.  Such situations may, or may not, ultimately lead to a legal relationship with the child (adoption or legal ward), but no such relationship is required to find in loco parentis status.  In contrast, an employee who cares for a child while the child’s parents are on vacation would not be considered to be in loco parentis to the child.

Conclusion

Based upon a thorough examination of the relevant factors, it is the Administrator’s interpretation that either day-to-day care or financial support may establish an in loco parentis relationship where the employee intends to assume the responsibilities of a parent with regard to a child.  In all cases, whether an employee stands in loco parentis to a child will depend on the particular facts.

[1]  This Administrator’s Interpretation does not address an employee’s entitlement to take military FMLA leave for a son or daughter, which is determined by separate definitions.  See 29 C.F.R. § 825.122(g), (h).

[2] There is no specific set of factors that, if present, will be considered to be dispositive in determining in loco parentis status.  See e.g., Martin v. Brevard County Public Schools, 543 F.3d 1261 (11th Cir. 2008) (fact issue whether employee stood “in loco parentis” to his granddaughter, though the employee provided financial support, shelter, food and health insurance); Dillon, 382 F. Supp. 2d at 787 (genuine issue of material fact as to whether grandmother stood in loco parentis to employee, although grandmother had provided a home and financial support); Brehmer v. Xcel Energy, Inc., No. 06-3294, 2008 WL 3166265, at *7 (D. Minn. 2008) (finding genuine issue of material fact on in loco parentis issue where employee helped his girlfriend’s son eat, dress, get ready for bed, took child to doctor appointments and to school, went to child’s softball games, and contributed more than half of child’s financial support).

 

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

Martindale AVtexas[2]

Some United States Case Law Regarding Event Data Recorders (EDR’s)–Fort Worth, Texas Trucking Defense Attorneys

 

 

New York v. Christmann, Newark Village Court, Case No. 03110007 (2004) This was a nonjury criminal trial on a speeding citation. The defendant was found guilty of speeding, using EDR evidence, when his vehicle struck and killed a pedestrian.

 

Bachman, et al, v. General Motors Corp., Uftring Chevrolet-Oldsmobile, Delphi Automotive Systems and Delco Electronics Systems, Illinois App. Ct., 4th Dist., No. 4-01-0237, Appeal from Circuit Court of Woodford County, Case No. 98L21 (2002). This is an appellate decision finding SDM data acquisition is not new or novel and meets the Frye standard for admissibility. SDM data was admitted into evidence in the civil trial.
Illinois v. Barham, Illinois App. Ct, 5th Dist., No. 5-02-0047, Appeal from the Circuit Court of Johnson County, Case No. 00-CF-90 (2003). This is an appellate decision in a criminal case where EDR evidence was introduced regarding the vehicle’s speed. The conviction was overturned by the appellate court on grounds other than those relating to the EDR evidence.

 

 

Anderson-Barahona v. General Motors Corp., No. 99A19714, GA, Cobb County Cir. Ct., Apr. 7, 2000. In this case, the plaintiff sought data from GM to help prove a defect caused the car to accelerate suddenly to 90 mph resulting in a crash.
Florida v. Walker, 20th Judicial Circuit, Lee County, Case No. 00-002866CF RTC (2003). This was a criminal case with a two vehicle, head-on collision. The defendant was charged with two counts of Vehicular Homicide. At issue was the defendant’s speed and in which lane the collision occurred. The EDR provided evidence the defendant was not speeding at the time of the collision. The jury found the defendant not guilty.
Pennsylvania v. Rhoads, Montgomery County, Court of Common Pleas, Criminal Division, Docket No. 746701 (2002). This was a criminal case where the defendant pled guilty. It was a two vehicle accident in which the EDR in the defendant’s vehicle, a 2001 Chevrolet Corvette, reported a speed of 106 mph.

 

Wisconsin v. Furst, Outagamie County Circuit Court, Case No. 00CF667 (2001). This was a criminal case where the defendant was charged with two counts of Homicide by the Intoxicated Use of a Motor Vehicle. The EDR was recovered from the victim’s vehicle, a 1998 Buick Le Sabre, in which two occupants were killed. The jury found the defendant guilty on both counts.

 

Florida v. Matos, 17th Judicial Circuit, Broward County, Case No. 02015762 CF 10A (2003). This was a criminal case with two counts of Vehicular Homicide. EDR evidence relating to vehicle speed was introduced and the case went to a jury. A Frye Hearing was held on the admissibility of the EDR evidence. The defendant was convicted by a jury.

 

Wisconsin v. Martinez, Brown County Circuit Court, Case No. 01CF766 (2002). This was a criminal case where the defendant was charged with Homicide by the Intoxicated Use of a Motor Vehicle. The EDR data was recovered from the defendant’s 2000 Pontiac Trans Am. The defendant pled guilty.

 

 

South Carolina v. Cassels, Beaufort County, General Session Indictment No. 2002 GF 070372 (2003). This was a criminal case with one count of reckless homicide. The EDR indicated the Defendant was traveling at 98 mph with 100% throttle. The police speed estimate was 82 to
96 mph at impact with another vehicle. The jury returned a guilty verdict.

 

Florida v. Ubals, 17th Judicial Circuit, Broward County, Case No. 01017144 CF 10A (2003). This was a criminal case with two counts of DUI Manslaughter and two counts of Vehicular Homicide. The defendant was found guilty in a jury trial.
California v. Sanchez, Ventura County, Case No. 2001 9000 34 (2003). This was a murder case where the vehicle was not the weapon. EDR evidence was admitted.

 

Michigan v. Wood, Charlotte, Eaton County, Case No. 02 283 FH (2003) Admission of the EDR data over the objection of the defense where the defendant brought a “Davis-Frye” motion. The evidence was admitted.

 

 

South Dakota v. Janklow, 3rd Cir., Moody County, Case No. 03-147 (2003) This was a two vehicle accident involving a car and a motorcycle. The defense entered data from the EDR in the defendant’s 1995 Cadillac without objection from the prosecution. The defendant was found guilty.

A Review of Jurisprudence Regarding Event Data Recorders: Implications for the Access and Use of Data for Transport Canada Collision Investigation, Reconstruction, Road Safety Research and Regulation Robert N. Green, LLB, MD Kevin J. McClafferty, BESc University of Western Ontario Multi-disciplinary Accident Research Team

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

Martindale AVtexas[2]

 

Texas Law on Piercing the Corporate Veil and Imposition of Liability on a Parent Corporation–Fort Worth, Texas Collections Attorneys

When a plaintiff in Texas wants to pierce the corporate veil in order to impose liability upon a parent corporation for the obligations of
a subsidiary, the primary factors that Texas courts will look to include the following:
(a) common stock ownership between parent and subsidiary;
(b) common directors and officers between parent and subsidiary;
(c) common business departments between parent and
subsidiary;
(d) consolidated financial statements and tax returns filed by
parent and subsidiary;
(e) parent’s financing of the subsidiary;
(f) parent’s incorporation of the subsidiary;
(g) undercapitalization of the subsidiary;
(h) parent’s payment of salaries and other expenses of subsidiary;
(i) whether parent is subsidiary’s sole source of business;
(j) parent’s use of subsidiary’s property as its own;
(k) combination of corporations’ daily operations;
(l) lack of corporate formalities by the subsidiary;
(m) whether directors and officers of subsidiary are acting
independently or in the best interests of the parent; and
(n) whether parent’s employee, officer or director was connected
to the subsidiary’s action that was the basis of the suit.

A leading case, below, is the Texas Supreme Court case of Castleberry v. Branscum

Castleberry v. Branscum :: 1986 :: Supreme Court of Texas Decisions :: Texas Case Law :: Texas Law :: U.S. Law :: Justia

Castleberry v. Branscum

721 S.W.2d 270 (1986)

Joe A. CASTLEBERRY, Petitioner, v. Byron BRANSCUM et al., Respondents.

No. C-4536.

Supreme Court of Texas.

July 2, 1986.

Rehearing Denied January 14, 1987.

*271 Bill Liebbe, McKool & Vassalo, Dallas, for petitioner.

Allen R. Morris, Dallas, for respondents.

SPEARS, Justice.

Joe Castleberry sued Texan Transfer, Inc. and Byron Branscum and Michael Byboth, individually, on a promissory note signed by the corporation for Castleberry’s shares in the closely held corporation. The jury found that Branscum and Byboth used Texan Transfer as a sham to perpetrate a fraud. Based on the jury findings, the trial court rendered judgment against Texan Transfer, disregarding its corporate fiction to hold both Byboth and Branscum individually liable. The court of appeals reversed and rendered, holding: (1) there was no evidence to support the jury’s findings; (2) the instruction submitted to the jury was defective; and (3) the issues should not have been submitted to the jury because disregarding the corporate fiction is solely a question of law. 695 S.W.2d 643. We reverse the court of appeals judgment and affirm the trial court, because under the applicable law there was some evidence to support the jury’s verdict, the objection to the instruction was improper, and disregarding the corporate fiction is a fact question for the jury.

Disregarding the Corporate FictionThe corporate form normally insulates shareholders, officers, and directors from liability for corporate obligations; but when these individuals abuse the corporate privilege, courts will disregard the corporate fiction and hold them individually liable. Gentry v. Credit Plan Corp. of Houston, 528 S.W.2d 571, 573 (Tex.1975); Bell Oil & Gas Co. v. Allied Chemical Corp., 431 S.W.2d 336, 340 (Tex.1968); Pace Corp. v. Jackson, 284 S.W.2d 340, 351 (Tex.1955).

We disregard the corporate fiction, even though corporate formalities have been observed and corporate and individual property have been kept separately, when the corporate form has been used as part of a basically unfair device to achieve an inequitable result.[1]Bell Oil & Gas Co. v. *272 Allied Chemical Corp., 431 S.W.2d at 340. Specifically, we disregard the corporate fiction:

(1) when the fiction is used as a means of perpetrating fraud;[2] (2) where a corporation is organized and operated as a mere tool or business conduit of another corporation; (3) where the corporate fiction is resorted to as a means of evading an existing legal obligation; (4) where the corporate fiction is employed to achieve or perpetrate monopoly; (5) where the corporate fiction is used to circumvent a statute; and (6) where the corporate fiction is relied upon as a protection of crime or to justify wrong.[3]Pacific American Gasoline Co. of Texas v. Miller, 76 S.W.2d 833, 851 (Tex.Civ.App. Amarillo 1934, writ ref’d). See also Roy E. Thomas Const. Co. v. Arbs, 692 S.W.2d 926, 938 (Tex.App.Ft. Worth 1985), writ ref’d n.r.e. per curiam, 700 S.W.2d 919 (Tex.1985); Roylex, Inc. v. Langson Bros. Const. Co., 585 S.W.2d 768, 771 (Tex.Civ. App.Houston [1st Dist.] 1979, writ ref’d n.r.e.); Wolf v. Little John Corp. of Liberia, 585 S.W.2d 774, 778 (Tex.Civ.App. Houston [1st Dist.] 1979, writ ref’d n.r.e.); Sutton v. Reagan & Gee, 405 S.W.2d 828, 837 (Tex.Civ.App.San Antonio 1966, writ ref’d n.r.e.).

Many Texas cases have blurred the distinction between alter ego and the other bases for disregarding the corporate fiction and treated alter ego as a synonym for the entire doctrine of disregarding the corporate fiction. See, e.g., William B. Roberts, Inc. v. McDrilling Co., 579 S.W.2d 335 (Tex.Civ.App.Corpus Christi 1979, no writ); Dunn v. Growers Seed Ass’n, 620 S.W.2d 233, 236-37 (Tex.Civ.App.Amarillo 1981, no writ). However, as Pacific American Gasoline Co. of Texas v. Miller indicates, alter ego is only one of the bases for disregarding the corporate fiction: “where a corporation is organized and operated as a mere tool or business conduit of another corporation.”

Alter ego applies when there is such unity between corporation and individual that the separateness of the corporation has ceased and holding only the corporation liable would result in injustice. First Nat. Bank in Canyon v. Gamble, 134 Tex. 112, 132 S.W.2d 100, 103 (1939). It is shown from the total dealings of the corporation and the individual, including the degree to which corporate formalities have been followed and corporate and individual property have been kept separately, the amount of financial interest, ownership and control the individual maintains over the corporation, and whether the corporation has been used for personal purposes. See Lucas v. Texas Industries, Inc., 696 S.W.2d 372, 374 (Tex.1984); Gentry v. Credit Plan Corp. of Houston, 528 S.W.2d at 573-75. Alter ego’s rationale is: “if the shareholders themselves disregard the separation of the corporate enterprise, the law will also disregard it so far as necessary to protect individual and corporate creditors.” Ballantine, Corporations § 123 at 294 (1946).

The basis used here to disregard the corporate fiction, a sham to perpetrate a fraud, is separate from alter ego. It is sometimes confused with intentional fraud; however, “[n]either fraud nor an intent to defraud need be shown as a prerequisite to disregarding the corporate entity; it is sufficient if recognizing the separate corporate *273 existence would bring about an inequitable result.” Fletcher, Cyclopedia Corporations § 41.30 at 30 (Supp.1985); Cary & Eisenberg, Corporations 101 (5th ed. 1980); R. Clark, The Duties of the Corporate Debtor to its Creditors, 90 Harv. L. Rev. 505, 543, 44 (1977); 1 Hildebrand, Texas Corporations § 5 at 40 (1942); 2 G. Hornstein, Corporation Law and Practice § 755 (1959); See also Gentry v. Credit Plan Corp. of Houston, 528 S.W.2d at 573 (1975); Pacific American Gasoline Co. of Texas v. Miller, 76 S.W.2d at 840, 849; Rose v. Intercontinental Bank, N.A., 705 S.W.2d 752, 756 (Tex.App.Houston [1st Dist.] 1986, writ ref’d n.r.e.); Tigrett v. Pointer, 580 S.W.2d 375, 385 (Tex.Civ.App. Dallas 1979, writ ref’d n.r.e.); National Marine Service, Inc. v. Thibodeaux, 501 F.2d 940, 942 (Fifth Cir.1974). Thus, we held in Pacific American Gasoline Co. of Texas v. Miller that note holders could disregard the corporate fiction without showing common-law fraud or deceit when the circumstances amounted to constructive fraud. 76 S.W.2d at 840, 849. In Tigrett v. Pointer, the Dallas Court of Appeals disregarded the corporate fiction, stating correctly that “[w]hether [the individual] misled them or subjectively intended to defraud them is immaterial … [f]or the action was so grossly unfair as to amount to constructive fraud.” 580 S.W.2d at 385.

To prove there has been a sham to perpetrate a fraud, tort claimants and contract creditors must show only constructive fraud. We distinguished constructive from actual fraud in Archer v. Griffith:

Actual fraud usually involves dishonesty of purpose or intent to deceive, whereas constructive fraud is the breach of some legal or equitable duty which, irrespective of moral guilt, the law declares fraudulent because of its tendency to deceive others, to violate confidence, or to injure public interests.390 S.W.2d 735, 740 (Tex.1964).

Because disregarding the corporate fiction is an equitable doctrine, Texas takes a flexible fact-specific approach focusing on equity. Gentry v. Credit Plan Corp. of Houston, 528 S.W.2d at 575; First Nat. Bank in Canyon v. Gamble, 132 S.W.2d at 103; Pacific American Gasoline Co. v. Miller, 76 S.W.2d at 851; Tigrett v. Pointer, 580 S.W.2d at 381-82. For example, in First Nat. Bank in Canyon v. Gamble, this court held that we would disregard the corporate fiction when the “facts are such that adherence to the fiction would promote injustice and lead to an inequitable result.” 132 S.W.2d at 105. More recently, in Gentry v. Credit Plan Corp. of Houston, we again took an equitable approach, holding that the purpose in disregarding the corporate fiction “is to prevent use of the corporate entity as a cloak for fraud or illegality or to work an injustice, and that purpose should not be thwarted by adherence to any particular theory of liability.” 528 S.W.2d at 575. Dean Hildebrand, a leading authority on Texas corporation law, stated well the equitable approach: “When this [disregarding the corporate fiction] should be done is a question of fact and common sense. The court must weigh the facts and consequences in each case carefully, and common sense and justice must determine [its] decision.” Hildebrand, Texas Corporations § 5 at 42 (1942).[4]

*274 The EvidenceIn this case, the court of appeals found no evidence to support the jury verdict. The jury instruction presented alternative bases for disregarding the corporate fiction, including using Texan Transfer as a sham to perpetrate a fraud. We turn first to see whether there is some evidence to support this basis, since it is Castleberry’s strongest. Under the no evidence test, we consider only the evidence and inferences supporting the jury’s findings and disregard the evidence and inferences to the contrary. Sagebrush Sales Co. v. Strauss, 605 S.W.2d 857, 859 (Tex.1980).

In June 1980, Branscum, Byboth, and Castleberry formed a partnership to move furniture. Three months later, they incorporated as Texan Transfer, Inc. They each owned one-third of the closely held corporation’s shares. Byboth was president; Castleberry was vice-president; and Branscum was secretary-treasurer. Soon thereafter Branscum formed a competing business, Elite Moving. When Castleberry found out about Elite Moving, he filed an assumed name certificate. Castleberry testified that when Branscum found out about the assumed name certificate:

A He [Branscum] became very upset, [stating] that it was his company and his name, and that if he wanted to start a moving company that it was his prerogative, he could do whatever he wanted to do. Q Okay. A And that if I did not sign the name, sign the company name over to him that he would see to it that I would never get anything out of Texan Transfer. Q I’m sorry, could you repeat that last part? A That he would see that I never got anything out of Texan Transfer. He would take whatever it had out of it, anything he could to make sure I had nothing.Branscum made similar statements later to Texan Transfer’s bank.

In July 1981, at Byboth’s suggestion, Castleberry sold his stock back to the corporation, receiving a corporate promissory note for approximately $42,000. Byboth signed the note as Texan Transfer’s president. Texan Transfer made the initial installment payment of $1,000 and then defaulted on the remaining $41,000.

Castleberry testified that after the buy-out, Elite Moving began to take over more and more of Texan Transfer’s business. Branscum testified that after the buy-out Texan Transfer, Elite Moving, and later Custom Carriers were all in the same business and all operated out of his residence. Controlled by Branscum and Byboth, Texan Transfer allowed Elite Moving to use its employees and trucks. Texan Transfer supposedly loaned Elite Moving its trucks, but Branscum admitted that the companies had no written rental agreement and that no mileage records were kept to show how much Elite Moving owed Texan Transfer. Elite advertised for furniture-moving business in the phone directory and in newspapers, but Texan Transfer did not. Branscum also conceded that Texan Transfer could do Elite Moving’s work. While Texan Transfer’s business declined, Elite Moving’s prospered.

Ken Warren, CPA for Texan Transfer, Custom Carriers, Byboth, and Branscum, testified to Byboth and Branscum’s financial handling of Texan Transfer and Elite Moving. For the eighteen months prior to the buy-out agreement, Texan Transfer had a net income of $65,479. After the agreement in 1981, Texan Transfer’s annual net income fell to $2,814 and in 1982 it lost more than $16,000. In contrast, the newly formed Elite Moving declared an income in 1982 of $195,765. Castleberry maintained that Texan Transfer’s losses were caused by Byboth and Branscum’s manipulations, while Byboth and Branscum argued that they were simply natural business losses. The jury was entitled to believe either inference.

Sometime after Castleberry filed suit in April 1982, Branscum told Sue Campbell, *275 then his wife, that Castleberry “would never get a dime, that he would file bankruptcy before Castleberry got any money out of the company … [that] “he would open the company in another name so that Joe [Castleberry] wouldn’t get paid.” Shortly thereafter in September, 1982, Byboth and Branscum started another furniture moving company, Custom Carriers, Inc. At trial Byboth conceded that Custom Carriers was formed because of this lawsuit. Moreover, according to Joe Freed, owner of Freed Furniture Company, Byboth and Branscum terminated Texan Transfer’s contract with Freed Furniture, with whom Texan Transfer did the majority of its business; and they obtained for Custom Carriers the same contractdoing the same deliveries at the same rate. Freed also testified that he had had no problems with Texan Transfer. Freed was at that time the father of Branscum’s girlfriend and is now Branscum’s father-in-law.

Byboth and Branscum also sold Texan Transfer’s means of doing business and its only assetsits trucksto “independent contractors” of Custom Carriers. With the money, they paid themselves “back salaries.”

We hold that this is some evidence of a sham to perpetrate a fraud. A jury could find that Byboth and Branscum manipulated a closely-held corporation, Texan Transfer, and formed competing businesses to ensure that Castleberry did not get paid. Castleberry had little choice but to sell his shares back to the corporation. While this evidence may be no evidence of intentional fraud, constructive fraud, not intentional fraud, is the standard for disregarding the corporate fiction on the basis of a sham to perpetrate a fraud.

In determining if there is an abuse of the corporate privilege, courts must look through the form of complex transactions to the substance. The variety of shams is infinite, but many fit this case’s pattern: a closely held corporation owes unwanted obligations; it siphons off corporate revenues, sells off much of the corporate assets, or does other acts to hinder the on-going business and its ability to pay off its debts; a new business then starts up that is basically a continuation of the old business with many of the same shareholders, officers, and directors. Blank v. Olcovich Shoe Corp., 20 Cal.App.2d 456, 67 P.2d 376, 379 (2nd 1937); Plaza Express Co. v. Middle States Motor Freight, Inc., 40 Ill. App.2d 117, 189 N.E.2d 382, 384-85 (1st Dist.1963); Team Central, Inc. v. Teamco, Inc., 271 N.W.2d 914, 923 (Iowa 1979); Addison v. Tessier, 65 N.M. 222, 335 P.2d 554, 557 (1959); Dairy Co-Operative Ass’n v. Brandes Creamery, 147 Or. 488, 30 P.2d 338, 342 (1934); Culinary Workers and Bartenders Union v. Gateway Cafe, Inc., 91 Wash.2d 353, 588 P.2d 1334, 1343 (1979); Dummer v. Wheeler Osgood Sales Corp., 198 Wash. 381, 88 P.2d 453, 456-458 (1939); Soderberg Advertising, Inc. v. Kent-Moore Corp., 11 Wash.App. 721, 524 P.2d 1355, 1361-62 (1st 1974).

The InstructionThe court of appeals also held that the jury instruction on alter ego was reversible error. The trial court submitted the following issue separately for both Byboth and Branscum: “Do you find from a preponderance of the evidence that Texan Transfer, Inc. was the alter ego of the defendant?”[5] This instruction accompanied the issue:

You are instructed that a corporation may become an “alter ego” or mere extension of the individual if the individual controls the corporation and conducts its business affairs without due regard for the separate corporate nature of the business; or that such separate corporate nature ceased to exist; or if the corporate assets are dealt with by the individual as if owned by the individual; or if corporate formalities are not ad-hered *276 to by the corporation; or if the individual is using the corporate entity as a sham to perpetrate fraud or to avoid personal liability. You are further instructed that in determining whether the corporation adhered to corporate formalities and maintained a separate existence, you may consider whether the corporation maintained separate offices; maintained separate books; maintained separate employees; had separate stationary; issued stock; held regular meetings of its shareholders and Board of Directors; kept and maintained written records of the proceedings of meetings of the shareholders and Board of Directors; filing of tax returns, entering into contracts, maintenance of bank accounts, holding title to property, and other indicia of a separate corporate entity. You are instructed that the existence of one or more of these factors may or may not make Texan Transfers, Inc. the alter ego of (defendant). Whether or not Texan Transfer, Inc. was the alter ego of (defendant) should be determined from the total dealings of (defendant) and Texan Transfer, Inc. (Emphasis added.)The court’s charge defined fraud as constructive fraud: “Fraud is any act, omission, concealment that involves a breach of legal duty, trust, or confidence justly reposed and that is injurious to another person, or by which an undue and unconscionable advantage is taken.” The constructive fraud definition was not objected to and thus was tried by consent.

The court of appeals found the last part of the instruction defective: “that the existence of one or more of these factors may or may not make Texan Transfer, Inc. the alter ego of (defendant).” “One or more factors” is ambiguous; it is not clear if “one or more factors” refers to the alternative grounds for disregarding the corporate fiction or to the list of corporate formalities. If “one or more factors” refers to the list of corporate formalities, the instruction is incorrect because no one item alone would justify disregarding the corporate fiction. See Lucas v. Texas Industries, Inc., 696 S.W.2d at 374; Gentry v. Credit Plan Corp. of Houston, 528 S.W.2d at 573.

The instruction is also incorrect if “one or more factors” refers to the alternative bases for disregarding the corporate fiction. As noted above, a proper alter ego instruction should include all the relevant factors and consider the total dealings of the corporation and the individual. Gentry v. Credit Plan Corp. of Houston, 528 S.W.2d at 573. This instruction, however, treats the several alter ego factors as if each factor alone were a sufficient basis for disregarding the corporate fiction (without due regard for the separate corporate nature of the business, or whether such separate corporate nature ceased to exist, or if the corporate assets are dealt with by the individual as if owned by the individual, or if corporate formalities are not adhered to).

Although the instruction is erroneous, the defendants have waived error by not properly objecting. Tex. R. Civ. P. Rule 274 provides:

A party objecting to a charge must point out distinctly the matter to which he objects and the grounds of his objection.The purpose of Rule 274 is to afford trial courts an opportunity to correct errors in the charge, by requiring objections both to clearly designate the error and to explain the grounds for complaint. Brown v. American Transfer & Storage, 601 S.W.2d 931, 938 (Tex.1980); Davis v. Campbell, 572 S.W.2d 660, 663 (Tex. 1978). An objection that does not meet both requirements is properly overruled and does not preserve error on appeal.

The defendants objected: [T]o the use of the conjunctive word “or” in the special issue as submitted in that same issue. It may confuse the jury or, in the alternative, prejudice the Defendant and the jury may find any one element would necessarily warrant a finding of “we do” to Special Issues No. 1 and No. 2.*277 This objection fails both requirements of Rule 274. The objection does not distinctly and separately point out the instruction’s errors, because it is unclear whether the “any one element” complaint refers to the alternative grounds for disregarding the corporate fiction or to the list of corporate formalities. Moreover, the objection complains of “elements,” but the instruction mentions only “factors.”

The objection also does not adequately explain its grounds. The grounds given here, that the instruction “may confuse the jury” or “prejudice the defendant,” are too general since they do not explain why the instruction is legally incorrect or how it would confuse the jury or prejudice the defendants. Motor 9, Inc. v. World Tire Corp., 651 S.W.2d 296, 301 (Tex.App.Amarillo 1981, writ ref’d n.r.e.); Quarles v. Smith, 379 S.W.2d 91, 93 (Tex. Civ.App.Houston 1964, writ ref’d n.r.e.).

Jury QuestionFinally, the court of appeals held that disregarding the corporate fiction is solely a question of law and, therefore, should not be submitted to the jury. We disagree. The different bases for disregarding the corporate fiction involve questions of fact. Except in very special circumstances, fact questions should be determined by the jury. Tex. Const. Art. I, § 15; State v. Credit Bureau of Laredo, Inc., 530 S.W.2d 288, 293 (Tex.1975). Therefore, we hold that the controlling issues, based on pleadings and some evidence, of the alternative bases for disregarding the corporate fiction should be submitted to the jury. See Tex. R. Civ. P. 279.

We reverse the court of appeals’ judgment and affirm the trial court’s judgment.

GONZALEZ, J., files a dissenting opinion in which CAMPBELL, WALLACE and ROBERTSON, JJ., join.

GONZALEZ, Justice, dissenting.

Castleberry sued Branscum and Byboth under the doctrine of alter ego. I agree with the court that Castleberry incurred a legal injury. However, I disagree that Castleberry should be able to recover for that injury under the doctrine of alter ego or any other theory which was submitted to the jury. Those theories simply do not apply to the facts of this case. Thus, despite the court’s commendable attempt to set guidelines for disregarding the corporate entity, I dissent because I do not agree with all of its statements on the law or with its application to the facts of this case.

The Sham to Perpetrate a Fraud TheoryWhile I agree with most of the court’s statements on the law for piercing the corporate veil, its standard for disregarding the corporate entity when used as a sham to perpetrate a fraud is far too broad. Prior to this decision, this court consistently held “that personal liability should be imposed on a stockholder only in extraordinary circumstances.” Sagebrush Sales Co. v. Strauss, 605 S.W.2d 857, 860 (Tex. 1980). See also Lucas v. Texas Industries, Inc., 696 S.W.2d 372 (Tex.1984); Torregrossa v. Szelc, 603 S.W.2d 803 (Tex.1980); (recent cases where this court recognized that disregarding the corporate fiction is an extraordinary equitable remedy). Under the court’s current analysis, the corporate entity may be pierced, as a sham to perpetrate a fraud, anytime recognition of “the separate corporate existence would bring about an inequitable result.” This standard is so broad that it is not a standard. It fails to provide any guidance on the necessary elements to assert a cause of action under this theory. Presumably, a party only needs to assert that it would be unfair or inequitable to recognize the corporate existence; the corporate veil will be pierced whenever the courts do not like the outcome, irrespective of the type of alleged misconduct by the parties. Piercing the corporate existence whenever a party does not receive a “complete” or “fair” recovery is an unworkable approach.

*278 The Application of the TheoryI also disagree with the court’s holding that there was some evidence for piercing the corporate veil based on the grounds of recovery pleaded and submitted to the jury. The court of appeals held there was no evidence on any theory which would allow “piercing the corporate veil.” Thus, in our review of this no evidence point, we must examine the record in its most favorable light to Castleberry, considering only the evidence and inferences which support the findings, and rejecting the evidence and inferences contrary to the findings. Sagebrush Sales, 605 S.W.2d 857; Garza v. Alviar, 395 S.W.2d 821 (Tex.1965).

Generally, the courts will not disregard the existence of the corporate entity. Lucas, 696 S.W.2d at 374; First Nat. Bank in Canyon v. Gamble, 134 Tex. 112, 132 S.W.2d 100, 103 (1939). The courts, however, will “pierce the corporate veil” under appropriate circumstances. In his attempt to disregard the corporate entity in this case, Castleberry only pleaded an alter ego theory.

The alter ego doctrine applies when: (1) there is such a unity between the corporation and the individual that the separateness of the corporation has ceased; and (2) the facts are such that holding only the corporation liable would promote injustice. First Nat. Bank of Canyon, 132 S.W.2d at 103; Mortgage & Trust, Inc. v. Bonner & Co., 572 S.W.2d 344, 348 (Tex.Civ.App. Corpus Christi 1978, writ ref’d n.r.e.). See Gentry v. Credit Plan Corp. of Houston, 528 S.W.2d 571, 573 (Tex.1975). Thus, the alter ego doctrine may be used to disregard the corporate fiction where a corporation is organized and operated as a mere tool or business conduit of an individual. Pacific American Gasoline Co. of Texas. v. Miller, 76 S.W.2d 833, 851 (Tex.Civ.App. Amarillo 1934, writ ref’d). Under the alter ego doctrine, the corporate existence, or lack thereof, is the cause of the injustice. See Lucas, 696 S.W.2d at 376.

In this case, the instruction submitted to the jury on alter ego stated that “a corporation may become an `alter ego’ or mere extension of the individual … if the individual is using the corporate entity as a sham to perpetrate fraud.” Byboth and Branscum failed to object to the inclusion of this theory as a factor for finding alter ego. This court has held that individuals can be liable when it appears they are using the corporate entity as a sham to perpetrate a fraud. Torregrossa v. Szelc, 603 S.W.2d 803, 804 (Tex.1980); Pace Corp. v. Jackson, 155 Tex. 179, 284 S.W.2d 340, 351 (1955). Therefore, even though the sham to perpetrate a fraud theory for piercing the corporate entity was not pleaded, such a theory was before the jury in the charge. Castleberry, then, had to produce some evidence either under an alter ego theory or under a use of the corporate entity as sham to perpetrate a fraud theory.

Texan Transfer was formed by Branscum, Byboth, and Castleberry as a business partnership for the delivery of furniture. In 1980, Texan Transfer was incorporated with each of the partners owning one-third of the corporation’s stock. Shortly after the incorporation of Texan Transfer, Branscum started a moving business, Elite Moving, as a sole proprietorship.[1]

While a stockholder in Texan Transfer, Castleberry found out about Elite Moving, and filed an assumed name certificate for Elite. Castleberry testified that after Branscum found out about the filing:

A He [Branscum] became very upset, that it was his company and his name, and that if he wanted to start a moving company that it was his perogative, he could do whatever he wanted to do. Q Okay. A And that if I did not sign the name, sign the company name over to him that he would see to it that I would never get anything out of Texan Transfer. *279 Q I’m sorry, could you repeat that last part? A That he would see that I never got anything out of Texan Transfer. He would take whatever it had out of it, anything he could to make sure I had nothing.Texan Transfer allowed Elite Moving to use its employees and trucks. Branscum admitted the companies had no written rental agreement and that no mileage records were kept to show how much Elite Moving owed Texan Transfer. Furthermore, Elite advertised in the phone directory and newspapers, Texan Transfer did not.

Castleberry eventually became dissatisfied with the business arrangement; he, Branscum and Byboth agreed that the corporation would purchase his stock. A stock purchase agreement and promissory note were executed by Byboth, signing for the corporation as President. The stock sale included two cash payments and the promissory note. Neither Branscum nor Byboth signed the agreement or note in their individual capacity.

The court holds that the above facts and testimony are some evidence either of alter ego or use of the corporate entity as a sham to perpetrate a fraud. I submit that Branscum’s statements and actions in forming Elite Moving, while constituting some evidence of usurption of corporate opportunities, are not evidence of alter ego or use of the corporate entity to perpetrate a fraud.

In the six months prior to the stock purchase agreement, Texan Transfer’s income dramatically dropped. Castleberry attributed this drop in income to the fact that he, Byboth, and Branscum were no longer working the trucks, but had hired employees to work the trucks. After the stock purchase, Texan Transfer experienced financial difficulties and its assets were sold. Texan Transfer made the first of the two cash payments to Castleberry but did not make the second payment, nor did it make any payments on the promissory note.

In 1982, Branscum and Byboth formed a new corporation, Custom Carriers, Inc. Custom Carriers had the same business address as Texan Transfer and Elite Moving. Branscum and Byboth terminated Texan Transfer’s contract with its main customer, Freeds Furniture. Custom Carriers received the contract with Freeds. Branscum and Byboth sold Texan Transfer’s only assets, its trucks, to individuals who later became independent contractors for Custom Carriers. Branscum and Byboth paid themselves “back salaries” with the proceeds.

Sometime after Castleberry filed suit, Branscum told his former wife, that “he would open another company … so that Joe [Castleberry] wouldn’t get paid.” Byboth also conceded that Custom Carriers was formed because of this lawsuit.

The above statements and actions by Branscum and Byboth in forming Custom Carriers constitute some evidence under either the trust fund doctrine or a theory of denuding the corporate assets. The statements also show that Branscum did not intend to pay the debt. Clearly, Castleberry could assert a claim against Byboth and Branscum for their actions in dealing with the corporate assets. The above statements and evidence, however, are not evidence that Texan Transfer was the alter ego of Branscum and Byboth and are not evidence that the corporate entity (Texan Transfer) was used as a sham to perpetrate a fraud on Castleberry.

An additional factor to consider in determining whether Texan Transfer is the alter ego of Byboth and Branscum is that the underlying suit is based in contract and not in tort. Lucas, 696 S.W.2d at 375; Gentry, 528 S.W.2d at 573; Bell Oil & Gas Co. v. Allied Chemical Corp., 431 S.W.2d 336 (Tex.1968). In contract cases, as opposed to tort cases, the courts are less willing to disregard the corporate entity. This result follows because a plaintiff in a contract case ordinarily has an opportunity to investigate the financial strength of the corporation while dealing with it in a business transaction. Lucas, 696 S.W.2d at 375; *280 Gentry, 528 S.W.2d at 573; Hickman v. Rawls, 638 S.W.2d 100, 102 (Tex.App. Dallas 1982, writ ref’d n.r.e.). Castleberry asserts that Byboth and Branscum should be personally liable on a promissory note (a contract) executed by Texan Transfer. As an incorporator, however, Castleberry was more fully aware than other creditors of the potential viability of the corporation; still, he chose to contract only with the corporation and not with Branscum and Byboth in their individual capacities.

The court never states, nor can I determine, how Texan Transfer was the alter ego of Branscum and Byboth or how the corporate entity (Texan Transfer) was used to perpetrate a fraud. I agree with the court that Castleberry was wronged. However, he should not recover under the theories pleaded and submitted to the jury. Castleberry simply did not assert the proper cause of action. Castleberry did not sue because Texan Transfer was a sham, he sued because it stopped doing business and he did not get paid. The corporate entity, Texan Transfer, did not cause Castleberry’s legal injury. Therefore, the court of appeals reached the correct result since there was no evidence on any theory for piercing the corporate veil that was either pleaded or submitted to the jury in the charge.

The InstructionFinally, I disagree with the manner in which the court handles the submitted instruction. The trial court separately submitted the following issue for both Branscum and Byboth: “Do you find from a preponderance of the evidence that Texan Transfer, Inc. was the alter ego of [Branscum or Byboth]?” Additionally, the trial court submitted the following instruction:

You are instructed that a corporation may become an “alter ego” or mere extension of the individual if the individual controls the corporation and conducts its business affairs without due regard for the separate corporate nature of the business; or that such separate corporate nature ceased to exist; or if the corporate assets are dealt with by the individual as if owned by the individual; or if corporate formalities are not adhered to by the corporation; or if the individual is using the corporate entity as a sham to perpetrate fraud or to avoid personal liability. You are further instructed that in determining whether the corporation adhered to corporate formalities and maintained a separate existence, you may consider whether the corporation maintained separate offices; maintained separate books; maintained separate employees; had separate stationary; issued stock; held regular meetings of its shareholders and Board of Directors; kept and maintained written records of the proceedings of meetings of the shareholder and Board of Directors; filing of tax returns, entering into contracts, maintenance of bank accounts, holding titles to property, and other indicia of a separate corporate entity. You are instructed that the existence of one or more of these factors may or may not make Texan Transfers, Inc. the alter ego of [defendant]. Whether or not Texan Transfer, Inc. was the alter ego of [defendant] should be determined from the total dealings of [defendant] and Texan Transfer, Inc.The submitted instruction contains two errors: (1) it allows the jury to affirmatively answer the issue on theories for piercing the corporate entity which are not included under the alter ego doctrine; and (2) it allows the jury to find alter ego simply because Branscum or Byboth failed to meet one of the “indicia of a separate corporate entity”any one of the elements in the list of corporate formalities.

The first problem with the submitted instruction is that it allowed the jury to consider theories of recovery which are not included under the doctrine of alter ego. However, Branscum and Byboth failed to object to the inclusion of the improper theories. These theories, then, were “subsumed” in the alter ego issue even though they are not theories under alter ego. Therefore, the sham to perpetrate a fraud theory for piercing the corporate entity *281 was included in the “alter ego” issue. This error in the trial court’s instruction was waived.

Branscum and Byboth, however, objected to the second error in the instruction, stating that the instruction “may confuse the jury or, in the alternative, prejudice the Defendant and the jury may find any one element would necessarily warrant a finding of `we do’ to Special Issues No. 1 and No. 2.” Thus, Branscum and Byboth objected to the submission of the instruction because it allowed the jury to find alter ego based on failure of Texan Transfer to maintain any of the “elements” in the list of corporate formalities.

The court states that: The objection does not distinctly and separately point out the instruction’s errors, because it is unclear whether the “any one element” complaint refers to the alternative grounds for disregarding the corporate fiction or to the list of corporate formalities.721 S.W.2d at 277. The court’s interpretation of defendant’s objection is hypertechnical. Clearly, Branscum and Byboth stated that the instruction was erroneous because it allowed the jury to find alter ego based on a violation of any one of the “elements” in the list of corporate formalities. In other words, if the jury found that Texan Transfer failed to “maintain separate stationery” (one of the elements in the list of corporate formalities), it could then find that Texan Transfer failed to “adhere to corporate formalities” or failed to “maintain a separate corporate existence” (two of the five alternative grounds for disregarding the corporate fiction”factors”). Thus, the jury could answer “we do” merely on failure to maintain separate stationery. Because the jury’s answer could be based on an affirmative finding of a violation of only one of the listed corporate formalities, the instruction was erroneous. I simply cannot comprehend how this court can render against Byboth and Branscum on an issue which allows the jury to find alter ego merely because Texan Transfer and Branscum and Byboth did not maintain separate stationery.

In holding that the error in the instruction does not require reversal, the court ignores the fact that the submitted instruction is framed in the disjunctive, while its own definition of alter ego is found in the conjunctive. The court states that alter ego:

is shown from the total dealings of the corporation and the individual, including the degree to which corporate formalities have been followed and corporate and individual property have been kept separately, the amount of financial interest, ownership and control the individual maintains over the corporation, and whether the corporation has been used for personal purposes.The court, then, states that alter ego may be found by looking at one factor and another factor and yet another factor. The submitted instruction, however, tells the jury to look at factor one, or, factor two, or, factor three. Thus, the submitted instruction is clearly an erroneous misstatement on the law of alter ego.

This court has repeatedly reversed the trial court for errors in the charge, including erroneous instructions. Gulf Coast State Bank v. Emenhiser, 562 S.W.2d 449 (Tex.1978); Jackson v. Fontaine’s Clinics, Inc., 499 S.W.2d 87 (Tex.1973). See also Washington v. Reliable Life Ins. Co., 581 S.W.2d 153 (Tex.1979); Dutton v. Southern Pacific Transportation, 576 S.W.2d 782 (Tex.1978); Scott v. Atchinson, Topeka & Santa Fe Ry., 572 S.W.2d 273 (Tex. 1978). In Gulf Coast State Bank, we held that the instructions given to the jury constituted a misstatement of law. In reversing, we stated that “[a] trial court’s charge which does not instruct the jury as to the correct law is improper…. The erroneous charge constituted error which was reasonably calculated to cause and probably did cause the rendition of an improper judgment.” 562 S.W.2d at 453-54. Here, as in Gulf Coast State Bank, the erroneous instruction constituted a misstatement of *282 law. We should remand this case to the trial court for a new trial.

Finally, the court takes a unique approach in its review of “preserved error.” The court of appeals held that:

the court’s charge as a whole permitted the jury to find that Texan Transfer was [Byboth and Branscum’s] alter ego based upon the existence of only one of the factors listed above. Under the court’s charge, the jury could have found Texan Transfer to be [Byboth and Branscum’s] alter ego upon a finding that “one or more” of the above quoted factors existed.695 S.W.2d at 645. The court of appeals then held that the erroneous instruction constituted harmful error. The court of appeals reversed the judgment and rendered for Branscum and Byboth, holding there was no evidence of alter ego.

Castleberry, the adversely affected party, had to assert, by point of error on motion for rehearing at the court of appeals, any complaints he had in regard to that court’s opinion. In his motion for rehearing and in his writ application before this court, Castleberry only complained that “[t]he Court of Appeals erred in holding that the Court’s charge to the jury on the issue of alter ego was fatally defective because the issue and explanatory instruction fairly submitted the controlling issues.” Nowhere does Castleberry assert that Branscum and Byboth failed to object to the instruction or that their objection was insufficient. The rule is well established that to raise a point of error before this court, the complaining party must have raised the point on motion for rehearing in the court of appeals. Albright v. City of Houston, 677 S.W.2d 487, 488 (Tex.1984); Smith v. Baldwin, 611 S.W.2d 611, 618 (Tex.1980).

The court of appeals never had a chance to address whether Branscum and Byboth’s objection was sufficiently specific. No complaint was lodged against the objection. The court of appeals is authorized to correct errors in the judgment of the trial court. The court of appeals did not have an opportunity to address this “alleged” error; this entire argument was initiated by the court. Branscum and Byboth were never given an opportunity to respond that their objection was sufficient. This court is authorized to review errors in the judgment of the court of appeals, it is not authorized to assert, on its own initiative, errors that occurred at the trial court.

Ironically, in affirming Castleberry’s recovery, the court broadly construes the “alter ego” instruction to include a theory that was not pleaded and that has very little in common with the alter ego doctrine. At the same time, the court strictly construes Branscum and Byboth’s objection to the instruction, holding that it insufficient to preserve error, presumably because it fails to specify in which sentence the error occurred. The inconsistency in this approach is apparent.

I agree with the court that the court of appeals incorrectly held that alter ego was a question of law which should not be submitted to the jury. For the above reasons, I would remand this cause to the trial court.

CAMPBELL, WALLACE and ROBERTSON, JJ., join this dissent.

NOTES[1] Other doctrines besides disregarding the corporate fiction have been used in cases similar to this: fraudulent conveyance, Texas Sand Co. v. Shield, 381 S.W.2d 48, 52-53 (Tex. 1964) and Tex. Bus. & Comm. Code ch. 24 (Vernon Supp. 1986); the trust fund doctrine, Henry I. Siegel Co., Inc. v. Holliday, 663 S.W.2d 824 (Tex.1984); breach of fiduciary duties, International Bankers Life Ins. Co. v. Holloway, 368 S.W.2d 567, 577 (Tex. 1963); and the denuding theory. World Broadcasting System, Inc. v. Bass, 328 S.W.2d 863, 866 (Tex.1959).

These four doctrines and disregarding the corporate fiction have different elements and remedies, and they protect different parties and interests at different times; but they serve very similar ideals and principles. R. Clark, The Duties of the Corporate Debtor to Its Creditors, 90 Harv. L. Rev. 505, 540-54 (1972). In practice, the doctrine of disregarding the corporate fiction functions to “loosen up the level of proof and the atomistic nature of the analyses required in a fraudulent conveyance action explicitly denominated as such.” Id. at 552.

[2] The phrase, “a sham to perpetrate a fraud,” comes from Pace Corp. v. Jackson, 284 S.W.2d at 351.

[3] Inadequate capitalization is another basis for disregarding the corporate fiction. Torregrossa v. Szelc, 603 S.W.2d 803 (Tex.1980); Tigrett v. Pointer, 580 S.W.2d 375, 381-82 (Tex.Civ.App. Dallas 1979, writ ref’d n.r.e.). It is instructive to compare the six categories in Pacific American Gasoline Co. of Texas v. Miller with the categories in 2 Hornstein, Corporation Law and Practice §§ 752-758 (1959) (same basic categories, but labeled somewhat differently).

[4] All other major authorities support an equitable approach as well. Ballantine, Corporations § 122 (1946) (disregard when there is misuse of the corporate privilege or injustice); Cary & Eisenberg, Corporations 80-81 (5th ed. 1980) (disregard when “the facts warrant the application of equitable principles”); 1 Fletcher, Cyclopedia Corporations § 41 at 413 (Perm.Ed. 1983) (disregarded in the interests of justice and equity); 19 Hamilton, Business Organizations § 237 at 247 (Texas Practice 1973) (“notions of simple justice and fairness”); Henn and Alexander. Laws of Corporations § 146 at 344 (3rd ed. 1983) (“Corporateness will not be recognized to produce unjust or undesirable consequences inconsistent with the purpose of the concept [allowing incorporation]”); 2 Hornstein, Corporation Law and Practice § 751 at 262 (1959) (disregard when corporation becomes “vehicle for injustice”); Latty, Subsidiaries and Affiliated Corporations 191 (1936) (“What the formula comes down to, once shorn of verbiage about control, instrumentality, agency and corporate entity, is that liability is imposed to reach an equitable result”).

[5] Each basis for disregarding the corporate fiction should be pleaded separately. Tex. R. Civ. P. 45, 47. Castleberry only pleaded alter ego, but because Byboth and Branscum did not object to the charge for a lack of pleadings, any error was waived. Murray v. O & A Express, Inc., 630 S.W.2d 633, 637 (Tex. 1982).

[1] Ostensibly, Texan Transfer and Elite Moving were not in competition with one another. Texan Transfer was in the furniture moving business and Elite Moving was in the general moving business.

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

Martindale AVtexas[2]

Independent Contractor Or Employee? Case Studies From Texas Workforce Commission Appeals–Fort Worth, Texas Employment Defense Attorneys

INDEPENDENT CONTRACTOR CASE STUDIES FROM

TEXAS WORKFORCE COMMISSION APPEALS

 

TWC Case 1 – Facts:

 

The employer failed to report wages for a worker who had been hired to repair and otherwise maintain appliances sold by the employer’s company. The claimant’s initial claim was disallowed due to lack of wage credits, and the claimant successfully appealed to the Appeal Tribunal, which ruled that the claimant was an employee whose wages should have been reported to TWC. At the hearing, the employer testified that it based its belief that the claimant was an independent contractor on the facts that the claimant furnished some of the tools for the work, used his own truck, and paid for his gas. However, the evidence also showed that the claimant worked only on jobs secured by the employer, charged fees set by the employer, and that customer payments went not to the claimant, but to the employer. Also, the employer essentially paid for the claimant’s work expenses. After losing at the Appeal Tribunal level, the employer appealed to the Commission, but lost again, all three Commissioners voting that the claimant was an employee, rather than an independent contractor.

 

Analysis: The evidence as a whole showed that the employer had sufficient control over the claimant to be considered his employer. In any case involving the issue of whether a given worker is an independent contractor or an employee, TWC looks for evidence that the worker is in effect an independent business entity in a position to make a profit or loss based upon how he manages his own enterprise. Several factors show that this claimant was not in such a position.

  • The employer either determined or was responsible for almost every factor in the profit or loss equation. The employer determined the claimant’s pay rate and paid him on an hourly basis. A true independent contractor would negotiate his own compensation with his own customers and be paid on a per-job basis.
  • The claimant worked on jobs secured by the employer. An independent contractor would be responsible for securing his own customers.
  • The claimant supplied some of his tools, used his own truck, and paid for his gas, but the employer paid him an extra hourly amount to compensate for those expenses. A true independent contractor would pay his own costs of doing business. The employer supplied some tools and apparently all of the major equipment needed for the work, and it did not charge the claimant for the use of those items.
  • In addition, the materials used for the jobs on which the claimant worked were supplied by the employer. An independent contractor would be responsible for supplying all of the tools, equipment, materials, and supplies for the job.
  • The employer determined the fees paid by the customers. A true independent contractor would set the price to be charged to the customers.
  • The customers paid the employer for the work done. If the claimant had been an independent contractor, the customers would have paid him.
  • If additional help was needed on a particular job, the employer hired and paid additional laborers. An independent contractor would be the one to decide whether additional help would be hired and how much to pay them.
  • The claimant performed his services under the employer’s name. A true independent contractor would perform the work under his own business name.
  • The services performed by the claimant were directly integrated into the employer’s business. Anytime a worker’s services are so closely connected to those offered by a company, the company is presumed to exercise enough direction and control over his work to ensure the quality thereof.

 

The only aspect of the work relationship over which the claimant had a significant amount of control was that of his hours. The claimant usually determined the time of his work by agreement with the employer’s customers. However, that small factor is inconsequential when taken together with the other factors discussed above.

 

This claimant was not in business for himself. For the reasons noted above, the claimant was an employee, and his wages should have been reported as such to TWC.

 

TWC Case 2 – Facts:

 

The employer was an accounting firm. The claimant was hired to perform contract bookkeeping services for the employer’s clients who needed such services. He worked only on jobs assigned to him by the employer and was paid a commission for the work; the commission was based on fees paid by the clients to the employer, and the employer determined the level of fees. The claimant was paid on a weekly basis. He used the employer’s office space, equipment, and supplies. The employer reviewed the claimant’s work and returned faulty work to the claimant for corrections before delivering the work to clients.

 

The claimant’s initial claim had been disallowed due to insufficient wage credits; the claimant appealed, and the Appeal Tribunal awarded wage credits, finding that the claimant had been an employee of the employer. The employer appealed, and the Commission unanimously ruled that the Appeal Tribunal decision was correct.

 

Analysis: This claimant was not an independent contractor. Several factors lead to that conclusion:

  • The claimant’s work was directly integrated in the primary service of the employer. A business hires an independent contractor in order to get expertise it is not in a position to supply for itself, and this business was definitely in a position to supply bookkeeping services, since it was an accounting firm.
  • The claimant did not secure his own jobs, as a true independent contractor would, but rather worked on assignments given to him directly by the employer.
  • The claimant had no control over the factors of the profit and loss equation, since he had no substantial investment in an independent business enterprise, but rather used the employer’s facilities, supplies, and equipment. In addition, the claimant had no role in setting the price for his work or the level of his commission pay, as a true independent contractor would.
  • Finally, the employer checked the claimant’s work for accuracy and returned mistakes to the claimant for corrections. In a true independent contractor situation, the “employer” (who would thus be the independent contractor’s customer) would be in no position to make such judgments about the accuracy of details of the contractor’s work. The fact that the employer was so concerned about the accuracy of the claimant’s work before releasing it to the clients strongly indicates that the employer felt it had the primary responsibility for the work in question. A true independent contractor would not only be delivering his work directly to his clients, but would also have the primary responsibility and liability for the work.

 

Conclusion: this claimant was an employee – the wages should have been reported.

 

TWC Case 3 – Facts:

 

The claimant was paid on an hourly basis to serve as a contract office manager; her main duties were to train the employer’s employees how to do their jobs, monitor the quality of their work, and to perform clerical duties in the office. The claimant had signed a written agreement specifying that she was an independent contractor. The claimant’s initial claim had been disallowed for lack of wage credits, but the Appeal Tribunal ruled that the claimant was an employee. The Commission upheld the hearing officer’s ruling in a unanimous decision.

 

Analysis: An hourly pay rate is strongly indicative of an employment relationship, whereas most independent contractors are paid by the job or project. In this case, the claimant had no opportunity for a profit or loss, since all materials and facilities were supplied by the employer. Since the claimant’s job was to train the employer’s employees and monitor the quality of their work, she essentially functioned as their supervisor – it is difficult to imagine a job function that would be more directly integrated into the employer’s business. In addition, the fact that the claimant also performed a number of routine clerical tasks associated with the employer’s business raises a presumption that she was an employee. The fact that the claimant had agreed in writing that she was an independent contractor is irrelevant, since the facts show that she was an employee. The claimant’s wages should have been reported as wages from employment.

 

TWC Case 4 – Facts:

 

The employer’s company was a car rental agency in a major city, with locations downtown and at area airports. The claimant performed services as the driver of a shuttle van for the employer under a written contract specifying that he was an independent contractor. He was paid a set rate per mile plus an hourly rate for waiting time; paydays were at regular intervals. There was no evidence that he had negotiated the pay rate. He worked only on assignments given to him by the employer and did all work in the employer’s name. He had to be on 24-hour call. He was told by supervisors at various levels that he would be fired if he refused to make runs as directed by the employer. The claimant worked for the employer on a continuous basis for about a year.

 

Analysis: The claimant was an employee based upon the following factors:

  • The claimant did not negotiate the compensation for the work.
  • The claimant worked only on assignments given to him by the employer, and the assignments involved the employer’s customers; a true independent contractor would have received his assignments from his own customers.
  • Unlike independent contractors, the claimant had no control over his own time; he had to be on 24-hour call, effectively preventing him from any attempts at developing his own business.
  • The claimant performed the services in the employer’s name – if he had had his own company, he would have performed the work under his company’s name.
  • Just like any employee, he worked for a pay rate imposed by the employer, instead of negotiating his own compensation.
  • The repeated warnings by the employer that it would fire the claimant for refusal to make runs as instructed is conclusive evidence that the employer exercised direction and control over the services performed by the claimant.
  • The claimant’s services were directly integrated into the primary service offered by the employer, indicative of an employment relationship.

 

In view of the above facts, the written agreement that the claimant was an independent contractor had no effect concerning this employer’s legal obligation to report the claimant’s wages and pay the appropriate state UI tax.

 

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

Martindale AVtexas[2]

 

Significant Laws Impacting the Hiring Process for Texas Employers–Fort Worth, Texas Employment Defense Attorneys

 

Significant Laws Impacting the Hiring Process for Texas Employers

 

The main thrust of all employment discrimination laws is to make it illegal for employers to treat employees or applicants adversely on the basis of something about themselves that they cannot change, or should not be expected to change. Such factors are called “immutable characteristics”. For example, one cannot change one’s race or color, gender, age, or national origin, cannot readily change one’s disability status, and should not be expected to change one’s religion, as a condition of getting or keeping a job. Below is a listing of the most important federal and Texas statutes relating to employment discrimination (see the note below*, as well as the article titled “Thresholds for Coverage Under Employment-Related Laws” in this part of the book for detailed information regarding employee counts).

 

Federal

  1. Civil Rights Act of 1964, Title VII – covers employers with at least 15 employees – protects against discrimination based upon race, color, gender, national origin, and religion – this law also started the EEOC
  2. Pregnancy Discrimination Act of 1978 (PDA) – incorporated by amendment into the Title VII statute noted above, the PDA clarifies that pregnancy and related conditions are considered to be a subset of “gender” for discrimination law purposes; the law prohibits employers from treating women with pregnancy or related conditions any less favorably than other employees who have medical conditions that place a similar limitation on their ability to, or availability for, work
  3. Age Discrimination in Employment Act of 1967 (ADEA) – covers employers with at least 20 employees – protects against discrimination based upon age against people who are age 40 or older
  4. Americans with Disabilities Act of 1990 (ADA) – covers employers with at least 15 employees – protects against discrimination based upon disabilities, the perception of disabilities, or association with people with disabilities
  5. Genetic Information Non-discrimination Act of 2009 (GINA) – covers employers with at least 15 employees – prohibits discrimination on the basis of genetic information, as well as the use, gathering, and disclosure of genetic information in the context of employment relationships
  6. Immigration Reform and Control Act of 1986 (IRCA) – discrimination protection provisions cover employers with at least 4 employees – protects against discrimination based upon national origin or citizenship – this law also started the I-9 process
  7. U.S. Bankruptcy Code, Section 525 – covers any employer – prohibits discrimination based upon bankruptcy history or bankruptcy claim filing status
  8. Civil Rights Act of 1866 (42 U.S.C. §1981) – covers all employers with at least one (1) employee or anyone who hires another person to perform any kind of work or services for pay (thus, it covers even independent contractor situations) – protects against discrimination based upon race or color (additional cautionary note: some national origin discrimination claims can be turned into race or color discrimination claims, depending upon the circumstances)

 

State

 

Every state in the United States has one or more laws prohibiting the forms of discrimination covered in the federal laws noted above. Some states add additional protected classifications such as sexual orientation, veteran status, history of filing certain types of claims, and so on. For example, Texas has the following anti-discrimination statutes:

  1. Texas Labor Code, Chapter 21 (formerly known as the Texas Commission on Human Rights Act) – covers employers with at least 15 employees – protects against discrimination based upon race, color, gender, national origin, religion, age, and disability
  2. Texas Workers’ Compensation Act – anti-discrimination provisions cover all employers – protects against discrimination based upon workers’ compensation claim history – although the Texas Supreme Court has ruled that this statute applies only to employees, not to applicants, discriminating against applicants based upon workers’ compensation claim history will generally be viewed by the EEOC as a violation of disability discrimination laws

 

* Unless the statute that creates the employee limit also expressly states that the limit is jurisdictional, an employer with an employee count under the limit could still face liability in a claim or lawsuit unless it affirmatively shows that the limit precludes coverage in that situation – see the discussion of the Arbaugh v. Y & H Corporation case.

 

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

Martindale AVtexas[2]

Constructive Knowledge of Dangerous Conditions in Texas Premises Liability Cases–Fort Worth, Texas Non Subscriber Attorneys

 

The mere fact that a store employee is simply in close proximity to a dangerous or hazardous condition does not replace what is called in Texas, “the time-notice rule”. Constructive knowledge of a dangerous condition can be shown by proof that the dangerous or hazardous condition in dispute had existed for a reasonably long enough period of time  that the premises owner reasonably should have discovered it. This is known as the “time-notice rule,” and the Texas Supreme Court has repeatedly held that “temporal evidence best indicates whether the owner had a reasonable opportunity to discover and remedy a dangerous condition.” As the Texas Supreme Court stated in Wal-Mart Stores, Inc. v. Reece, 81 SW.3d 812, 816 (Tex. 2002):

 

An employee’s proximity to a hazard, with no evidence indicating how long
the hazard was there, merely indicates that it was possible for the
premises owner to discover the condition, not that the premises owner
reasonably should have discovered it. Constructive notice demands a more
extensive inquiry. Without some temporal evidence, there is no basis upon
which the factfinder can reasonably assess the opportunity the premises
owner had to discover the dangerous condition.
Without the time related requirement of the, owners of real property could be subject to strict liability claims for any dangerous or hazardous condition on the premises, which would be in itself unreasonable.

 

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

Martindale AVtexas[2]

Family and Medical Leave Act (FMLA) Basics of Texas Workforce Commission–Fort Worth, Texas Employment Lawyers

Family and Medical Leave Act (FMLA)

Family and Medical Leave Act (FMLA)

  1. FMLA applies to any public or private employer with 50 or more employees, as well as to all public agencies, and public and private elementary and secondary schools, regardless of number of employees
  2. a covered employer must post a notice in the workplace concerning the FMLA and how employees may qualify under its provisions (click here (PDF) for the official poster from the U.S. Department of Labor)
  3. even though all governmental (public) employers and all elementary and secondary schools are covered employers regardless of how many employees they have, individual eligibility requirements may still render an employee ineligible to take FMLA leave – see the following item
  4. to be eligible, an employee has to have worked at least 1250 hours within the last 12 months; has to have worked at least 12 months’ total time for the employer; and be employed at a facility at which at least 50 employees are employed within a 75-mile radius – due to the 1250-hour requirement, many part-time employees will not be eligible for FMLA leave – however, state FMLA laws may have lower requirements – Texas does not have an FMLA-style law, so only the federal law applies
  5. be careful not to promise FMLA leave to an employee who is not eligible, because the company might have to extend such leave anyway if the conditions for equitable estoppel are satisfied (see the discussion of the Minard v. ITC Deltacom Communications case in “Other Types of Employment-Related Litigation” in the outline of employment law issues in part IV of this book)
  6. time spent in military duty counts toward both the hours worked and tenure requirements – for details, see the article titled “Legal Issues for Military Leave” in this book
  7. the reason for the absence must be the serious health condition of the employee or of a member of the employee’s immediate family; the birth or adoption of a child or the placement of a foster child in the home; or “any qualifying exigency” (which generally means an urgent or emergency situation) associated with the employee’s spouse, child, or parent being on active military duty, or having been notified of an impending order to active duty, in support of a contingency operation – see DOL’s poster on the new law at http://www.dol.gov/whd/regs/compliance/whdfs28a.pdf (PDF)), as well as FMLA regulation 29 C.F.R. § 825.126
  8. with regard to leave to care for a child’s serious health condition, or parental leave for a biological, adopted, or foster child, the term “parent” means father, mother, or anyone else who stands in loco parentis (in the place of a parent) to the child, including same-sex parents (see the DOL FMLA opinion letter AI 2010-3, issued on June 22, 2010)
  9. the employer must make up to 12 weeks of paid and/or unpaid leave during a year available to such an employee
  10. new military caregiver leave: up to 26 weeks of paid and/or unpaid leave during a year is available to an employee whose spouse, child, parent, or “next of kin” (nearest blood relative) is recovering from a serious illness or injury suffered in the line of duty while on active military duty; the law that created this category of FMLA leave also put an outside limit of 26 weeks of all types of FMLA leave in a “single 12-month period” – see http://www.dol.gov/whd/regs/compliance/whdfs28a.pdf (PDF) and FMLA regulation 29 C.F.R. § 825.127(c)
  11. the leave can be all at once or intermittent, even 2 or 3 hours at a time, but intermittent leave all goes toward the 12-week limit
  12. it is best to give employees prompt written notice that they are on FMLA leave and that they must keep in touch with the employer at regular intervals specified by the employer – the return date can be specified or left open
  13. FMLA leave cannot be counted against an employee under a “no-fault” or “point system”
  14. Generally, an employer’s duty to allow FMLA leave is separate from an employee’s duty to follow company policies regarding notice of absences and use of leave. In other words, a company must allow FMLA leave for an employee where its use is warranted, but is allowed to hold an employee accountable for failure to abide by company policies to the same extent that it holds other employees accountable in non-FMLA situations.
  15. important for compliance with Texas Payday Law limitations on wage deductions: if the employer is to make payments on behalf of the employee to keep the health insurance plan in effect during the FMLA leave, the employer should make sure to have the employee sign a written agreement that any money so paid will be regarded as an advance against future wages owed and will be repaid in installments deducted from future paychecks
  16. FLSA problem – docking exempt workers for time missed
    1. executive-, administrative-, and professional-exempt workers must meet the “salary basis” test – for all employers in the private sector, partial-day deductions from salary will destroy the salary basis for the exemption
    2. the only exception to that rule is for a situation covered by the FMLA – in that case, hourly docking of pay or leave time would be allowable, but careful documentation must be maintained – this exception only works if the employer, the employee, and the situation are all covered by the FMLA.
    3. Williams, McClure & Parmelee is dedicated to high quality legal representation of businesses and insurance companies in a variety of matters. We are experienced Texas civil litigation attorneys based in Fort Worth who know Texas courts and Texas law. For more information, please contact the law firm at 817-335-8800. The firm’s new office location is 5601 Bridge Street, Suite 300, Fort Worth, Texas 76112.Martindale AVtexas[2]

Texas Course and Scope Issues in Off Employer’s Premises Cases–Texas Workers’ Compensation Lawyers

Appeals Panel Decision Manual – Liability/Compensability Issues

Off Employer’s Premises. The IW’s employer only leased the third floor of the building where she worked. The only access to the third floor was from the building’s loading dock. The IW was injured when she fell going down the stairs of the loading dock while leaving work. The IW’s employer was aware its employees followed this path to and from work. A jury found the IW was in the course and scope of her employment and a court of appeals affirmed, holding that although the IW was not on the employer’s premises, the IW was at or near the place of work and on a means of ingress and egress impliedly permitted and recognized by the employer as being a means of access to the work. If an injury occurs while the IW is going to or coming from his or her work place, with the express or implied consent of the employer, over the premises of another, the injury is compensable even though it did not occur on the employer’s premises if the premises of the other is in such proximity and relation to the employer’s premises as to be in practical effect a part of the employer’s premises. Standard Fire Ins. Co. v. Rodriguez, 645 S.W.2d 534 (Tex. App.-San Antonio 1983, writ ref’d n.r.e.). Whether an injury which occurs while passing over the premises of another is compensable under the access doctrine presents a question of fact for the HO to resolve. Appeal No. 012248

APPEAL NO. 012248
FILED NOVEMBER 7, 2001
This appeal arises pursuant to the Texas Workers’ Compensation Act, TEX. LAB.
CODE ANN. § 401.001 et seq. (1989 Act). A contested case hearing was held on July 5,
2001. With regard to the issues before her, the hearing officer determined that the
respondent (claimant) sustained a compensable injury on __________, and that the
claimant had disability beginning on April 24, 2001, and continuing through June 4, 2001.
In Texas Workers’ Compensation Commission Appeal No. 011648, decided August 29,
2001, the Appeals Panel remanded the case back for the appellant (self-insured, also
referred to as the carrier) to provide a street address where personal service of process
can be effectuated. That has been done. The carrier has resubmitted its request for
review.
The carrier appealed the hearing officer’s decision, arguing that the hearing officer
erred in finding and concluding that the claimant sustained a compensable injury, and that
the claimant had disability. The carrier argues that the “access doctrine” exception under
the “coming and going” rule, does not apply. The file on remand does not contain a
response from the claimant.
DECISION
Affirmed.
The claimant testified that she was employed as a “financial screener” for a
university health facility (employer) and that she parked her vehicle in the employer’s
employees’ parking lot. By memorandum dated October 21, 1999, the employer notified
the claimant (and others) that due to construction of the employer’s building and the
erection of a tower to an adjacent medical facility, the employees’ parking lot would be
relocated to the adjacent medical facility parking garage, effective November 1, 1999. By
contract, the employer leased 209 spaces in the adjacent medical facility parking garage.
The contract states that:
Until further notice, [employer] shall deduct the equivalent amount of two
hundred and nine (209) spaces from the total monthly rate owned to
[adjacent medical facility] in exchange for [adjacent medical facility’s]
temporary use of the [employer’s] visitor/patient lot, which forced [employer]
to change it’s employee parking lot to a visitor/patient parking lot.
By contract, the claimant was issued an identification and parking access card and parking
sticker by the adjacent medical facility to park at their adjacent medical facility parking
garage, and the employer remitted a monthly parking payment, which was deducted from
the claimant’s paycheck, to the adjacent medical facility. The claimant testified that there
were two parking garages, one for patients only, located next to the hospital, and the other
parking garage for “employees only” where she parked her vehicle. The claimant testified
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that the adjacent medical facility parking garage is located about one-third of a mile from
her building, and it takes her approximately 1 to 15 minutes to walk from the adjacent
medical facility parking garage to her office. On __________, the claimant sustained an
injury to her foot when she slipped and fell going down a flight of stairs in the adjacent
medical facility parking garage on her way to her employment.
The issues in this case are whether the claimant sustained a compensable injury
and whether the claimant had disability. The hearing officer relied on the “access doctrine”
in making her determination regarding compensability. The hearing officer cited Standard
Fire Insurance Co. v. Rodriguez, 645 S.W.2d 534 (Tex. App.-San Antonio 1983, writ ref’d
n.r.e.), in which the court held that the “access doctrine” further contemplates that the
employment include:
not only the actual doing of the work, but a reasonable margin of time and
space necessary to be used in passing to and from the place where the work
is to be done. If the employee be injured while passing, with the express or
implied consent of the employer, to or from his work by a way over the
employers’ premises, or over those of another in such proximity and relation
as to be in practical effect a part of the employer’s premises, the injury is one
arising out of and in the course and scope of the employment as much as
though it had happened while the employee was engaged in his work at the
place of its performance. In other words, the employment may begin in point
of time before the work is entered upon and in point of space before the
place where the work is to be done is reached. Citing Texas Employers’
Insurance Association v. Lee, 596 S.W.2d 942 (Tex. Civ. App.-Waco 1980,
no writ); Texas Employers’ Insurance Association v. Boecker, 53 S.W.2d 327
(Tex. Civ. App.-Dallas 1932, writ ref’d).
The carrier argues that the access doctrine does not apply to the claimant’s case
because: (1) the claimant’s employer does not own the parking garage; (2) the employer
does not control or maintain the parking garage; (3) the employer does not furnish the
employee parking privileges in the parking garage; (4) the employer does not require its
employees to use the parking garage; and (5) the employer’s employees are not the only
users of the parking garage.
In support of its argument, the carrier relies on Kelty v. Travelers Ins. Co., 391
S.W.2d 558 (Tex. Civ. App.-Dallas 1965, writ ref’d n.r.e.), in which an employee slipped
and fell upon an icy sidewalk some 10 to 12 feet from an entrance to her employer’s
building. The employer leased the building and “assumed responsibility for proper
maintenance of the sidewalk” by repeatedly cleaning and removing ice from the sidewalk.
The court, citing case law concerning the access doctrine, reversed a summary judgment
for the carrier, and held that the employer “assumed the duty of providing a safe means
of ingress and egress to and from the premises” where the claimant’s work was to be
performed.
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In the case at bar, the carrier argues that since the employer did not own, control,
or maintain the adjacent medical facility parking garage, the “access doctrine” does not
apply. However, the evidence supports that the adjacent medical facility parking garage
was an intended place by the employer for use as a means of ingress and egress to and
from the actual place of the employees’ work as illustrated by the contract between the
employer and the adjacent medical facility. The Kelty court stated that access areas that
“are so closely related to the employer’s premises as to be fairly treated as part of the
employer’s premises” are an exception to the “coming and going” rule. The hearing officer
determined that the employer had “implied that its employees use the parking garage
owned” by the adjacent medical facility and the evidence of a contract sufficiently supports
the hearing officer’s determination.
The carrier also relies on Texas Workers’ Compensation Insurance Company v.
Matthews, 519 S.W.2d 630 (Tex. 1974), in which the employee was injured when she fell
in a public street while going to work “because of a constriction barrier [placed] adjacent
to her employer’s building by an independent contractor of her employer.” The Matthews
court references cases which have formed the access doctrine as a two-prong test as
follows:
1. [Whether] the employer has evidenced an intention that the particular
access route or area be used by the employee in going to and from
work; and,
2. Where such access route or area is so closely related to the
employer’s premises as to be fairly treated as a part of the premises.
Applying the access doctrine two-prong test, the Supreme Court reversed the lower court’s
decision and held that the employer had not attempted to exercise any control over the
street, and the crosswalk formed no part of the premises. The Supreme Court, in
discussing Kelty, stated “that the access exception to the ‘going to and from’ rule had been
carried as far as it reasonably could be, without an amendment to the Workmen’s
Compensation Act.”
In the case at bar, the carrier argues that the access doctrine does not apply to this
case because the employer did not furnish parking privileges or require its employees to
park at the adjacent medical facility parking garage. The hearing officer determined that
the employer “implied that its employees use the parking garage owned by [the adjacent
medical facility].” The contract and the employer’s memo and newsletter in evidence imply
that the employer encouraged and directed the claimant to park at the adjacent medical
facility parking garage. The hearing officer opined that:
A memo dated 10-21-99 stated “. . . employees parking in the [employer’s
parking lot] will be relocated to [the adjacent medical facility parking garage].”
The memo went on to state “Relocation of all employees is effective
November 1, 1999, therefore, all employees will need to go to the [adjacent
4
medical facility] security . . . to get your [adjacent medical facility] Id/parking
access card.”
The carrier also argues that the adjacent medical facility parking garage was
accessible to “others.” The claimant and the employer’s representative testified that the
parking garage was for employees only and some patients of the adjacent medical facility.
The employer’s representative testified that patients from neurology and psychology that
had mechanical and physical problems could park in the adjacent medical facility parking
garage by pressing a button on the access panel and a security guard at the adjacent
medical facility would open the gate. In addition, the employer’s representative testified
that these patients who parked at the adjacent medical facility parking garage were
patients of the employer.
In applying the two-prong test, the evidence supports the first prong that the
employer intended that the adjacent medical facility parking garage was a particular access
route or area to be used by the claimant in going to and from work. In applying the second
prong, the adjacent medical facility parking garage was so closely related to the employer’s
premises as to be fairly treated as a part of the premises, as evidenced by the contract and
the employer’s newsletter and memo, and the fact that parking was restricted to employees
only and some of the employer’s patients. The evidence does not support the carrier’s
argument that the adjacent medical facility parking garage is excluded as an exception
under the “access doctrine,” since the adjacent medical facility parking garage was
contracted for the convenience of the employer’s employees and the premise is not
equivalent to a “public street” or accessible to the general public.
We note that the Kelty case is fact specific to the employer as tenant of the
premises exerting control over a public “sidewalk” and the Matthews case is fact-specific
to the employer exercising control over “public streets.” The Appeals Panel, in referencing
cases regarding the exceptions to the “coming and going” rule, has held that the access
doctrine applies to cases that show that access has to be closely related to the employer’s
premises, to overcome the exclusion from course and scope of employment. See Texas
Workers’ Compensation Commission Appeal No. 91036, decided November 15, 1991.
The Appeals Panel has held in a “parking garage” case that where the claimant fell in a
parking garage that was not owned, maintained, or controlled by the employer, and the
parking garage “was not in such proximity in relation to be, in practical effect, part of the
employer’s premises,” the injury did not occur in the course and scope of employment.
See, generally, Texas Workers’ Compensation Commission Appeal No. 961742, decided
October 11, 1996. The evidence in this case supports the hearing officer’s determination
that the access doctrine applies.
The hearing officer did not err in determining that the claimant sustained a
compensable injury on __________, and that the claimant had disability beginning on April
24, 2001, and continuing through June 4, 2001. Section 410.165(a) provides that the
hearing officer, as finder of fact, is the sole judge of the relevance and materiality of the
evidence as well as of the weight and credibility that is to be given the evidence. It was for
5
the hearing officer, as trier of fact, to resolve any inconsistencies and conflicts in the
evidence. Garza v. Commercial Insurance Company of Newark, New Jersey, 508 S.W.2d
701 (Tex. Civ. App.-Amarillo 1974, no writ). Nothing in our review of the record indicates
that the challenged determination is so against the great weight of the evidence as to be
clearly wrong or manifestly unjust. Accordingly, no sound basis exists for us to disturb the
hearing officer’s determination on appeal. Pool v. Ford Motor Company, 715 S.W.2d 629,
635 (Tex. 1986); Cain v. Bain, 709 S.W.2d 175, 176 (Tex. 1986).
Regarding the carrier’s appeal of the hearing officer’s determination that the
claimant had disability, Section 401.011(16) provides that disability is the inability because
of a compensable injury to obtain and retain employment at wages equivalent to the
preinjury wage. The hearing officer was persuaded by the claimant’s testimony and the
medical records in evidence that the claimant sustained a work-related injury on
__________, and the medical evidence shows that the claimant was taken completely off
work because of that injury beginning April 24, 2001, and continuing through June 4, 2001.
Accordingly, the hearing officer’s decision and order are affirmed.
The true corporate name of the insurance carrier is STATE OFFICE OF RISK
MANAGEMENT (a self-insured governmental entity) and the name and address of its
registered agent for service of process is
RON JOSSELET
EXECUTIVE DIRECTOR
300 W. 15TH STREET
WILLIAM P. CLEMENTS, JR.
STATE OFFICE BUILDING
6TH FLOOR
AUSTIN, TEXAS 78701.
Thomas A. Knapp
Appeals Judge
CONCUR:
Robert W. Potts
Appeals Judge
6
DISSENTING OPINION:
I dissent because I do not believe that the hearing officer correctly analyzed and
applied the “access doctrine” exception to the “coming and going” rule and because I view
the majority’s opinion to be an unwarranted extension of the “access doctrine” exception.
The evidence reflects that the claimant and her fellow employees had the option of
parking under a nearby overpass, finding limited street parking, or parking in an employerowned
parking facility; that the claimant exercised the latter option; that this facility became
unavailable due to construction; and that the employer made arrangements to obtain some
parking spaces in the parking facility of another employer and advised the employees
paying for parking, including the claimant, that they could pay for a parking slot at the other
facility. From this evidence, the hearing officer finds that the employer “implied that its
employees use” the other facility of the other employer and concludes that the claimant’s
injury in the facility of the other employer occurred in the course and scope of her
employment. While the hearing officer’s decision does contain a limited discussion of the
access doctrine, the hearing officer does not analyze the evidence in terms of the complete
access doctrine rule but rather appears to be stating that the employer required the
employees to use the other employer’s facility. While the evidence certainly supports a
position that the claimant and other employees who desired to pay for parking could do so
at the other employer’s facility, thanks to the employer’s arrangements, they were not
required to do so. Accordingly, the access doctrine test must be applied here to resolve
the issue of whether or not the claimant was “going to” work or was already on her
employer’s premises when she fell in the other employer’s parking facility.
Both the Texas courts and the Appeals Panel have considered cases involving
injuries sustained by employees at parking facilities in the context of the access doctrine.
See, e.g. Turner v. Texas Employers Insurance Ass’n., 715 S.W.2d 52 (Tex. App.-Dallas
1986, writ ref’d n.r.e.); Bordwine v. Texas Employers’ Ins. Ass’n., 761 S.W.2d 117 (Tex.
App.-Houston [14th Dist.] 1988, writ den.); Texas Workers’ Compensation Commission
Appeal No. 91036, decided November 15, 1991; Texas Workers’ Compensation
Commission Appeal No. 94183, decided March 30, 1994; and Texas Workers’
Compensation Commission Appeal No. 961742, decided October 11, 1996. These cases
uniformly reflect that there are two prongs or elements to the access doctrine, as stated
by the Bordwine court at page 119:
This doctrine [access doctrine] expands the scope of employment to cases
where the employer has evidenced an intention that the particular access
route or area to be used by the employee is going to and coming from work,
and where such route or area is so closely related to the employer’s
premises as to be fairly treated as a part of the premises.
The hearing officer in the case we consider addresses only the first prong or
element of the access and nowhere addresses the second. It is simply not sufficient that
the employer have evidenced an intention that a particular area be used by the claimant.
7
It must also be established that the route or area be so closely related to the employer’s
premises as to be fairly treated as a part of those premises. The only evidence bearing
on this element of the access doctrine is the claimant’s testimony that the parking garage
where she was injured in one-third of a mile from the employer’s premises. The record
does not indicate whether there are any public streets or other property between the
employer’s premises and the parking garage where the claimant fell.
Accordingly, in my opinion, the claimant failed to meet her burden of proving that her
injury fell within the ambit of the access doctrine and the hearing officer committed
reversible error in failing to consider the second prong or element of the access doctrine
exception. For this reason, I would reverse and render a new decision that the claimant’s
injury was sustained in the course and scope of her employment because she was still
“going to” work at the time she was injured.
Philip F. O’Neill
Appeals Judge

 

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