Rosenberg & Associates

Work centered on Texas employment law

Since 1985, the firm says it has worked with clients throughout Texas. Rosenberg & Associates focuses exclusively on employment law issues in the state. Its services include single-session contract reviews and representation in extended lawsuits.

The published practice list covers employment discrimination, employer retaliation, FMLA claims, non-competition agreements, overtime compensation, sexual harassment, whistleblower claims, workers' compensation retaliation, and wrongful termination. These subjects include disputes about pay, leave, workplace conduct, job loss, and restrictions on later employment. The firm handles matters in Texas state courts and federal courts.

The narrow subject focus gives prospective clients a clear view of the work the firm accepts. In my opinion, the combination of contract review and lawsuit representation is useful evidence of the firm's scope. It shows that the work includes document analysis as well as contested employment claims.

Claims tied to workplace treatment and job loss

Discrimination, harassment, and termination

The website places employment discrimination and sexual harassment beside wrongful termination in its published practice list. Gregg M. Rosenberg's attorney page also connects his work with discrimination and wrongful termination claims. These matters often depend on the employer's stated reason for an action and the records surrounding that decision.

In general, a discrimination claim may involve hiring, promotion, discipline, compensation, accommodation, or discharge. Lawyers commonly examine workplace policies, performance reviews, written complaints, messages, payroll records, and the treatment of comparable employees. The order and timing of events can affect how a court or agency evaluates the claim.

Sexual harassment matters can involve reports to supervisors, internal investigations, witness accounts, and the employer's response. Wrongful termination claims often require a close reading of the legal basis asserted for the discharge. Employment records and communications can help establish who made the decision, what reasons that person gave, and when each event occurred.

Retaliation and whistleblower claims

Rosenberg & Associates lists employer retaliation, whistleblower claims, and workers' compensation retaliation as separate areas of work. Rosenberg's biography names retaliation and workers' compensation retaliation among the matters he handles. The separate listings show attention to several settings in which a worker may claim that protected conduct led to an adverse employment action.

A retaliation matter generally calls for evidence about the worker's conduct, the employer's knowledge, and the action that followed. Relevant materials may include reports of workplace concerns, claims for benefits, disciplinary notices, schedule changes, and termination records. Courts often examine timing and decision-maker knowledge when they assess the claimed connection between events.

Whistleblower claims can raise questions about what the worker reported, who received the report, and which law protects the conduct. Workers' compensation retaliation claims focus on actions linked to a compensation claim or related activity. Each claim follows its own legal rules, even when the events overlap with a termination or discrimination dispute.

Leave, wages, and employment agreements

FMLA and overtime matters

The firm's practice list includes claims under the Family and Medical Leave Act. These disputes may involve eligibility, notice, medical certification, leave approval, reinstatement, or an employment action connected to a leave request. Dates and written communications often shape the analysis.

An FMLA matter may require a lawyer to compare the employee's request with the employer's response and attendance records. Medical documents can establish the basis and duration of leave, while internal messages can identify what supervisors knew. The legal review can also address whether the employer restored the worker to the same job or an equivalent position.

Rosenberg & Associates also handles overtime compensation and unpaid wage claims. These cases often turn on hours worked, the method of pay, job duties, timekeeping practices, and any claimed exemption from overtime rules. Lawyers commonly compare time records with pay statements, schedules, job descriptions, and communications about work outside recorded hours.

Non-competition agreements and contract review

Non-competition agreements appear as a distinct practice area on the firm's website. The firm also offers contract reviews, including reviews that may take place in a single session. This work gives clients a way to examine written obligations before a dispute develops or while a disagreement is taking shape.

A review of a non-competition agreement often addresses the activities it restricts, the geographic area it covers, and the duration of the restriction. Related terms may concern confidential information, customer relationships, or limits on solicitation. The wording of the agreement and the facts of the employment relationship both affect the legal analysis.

Employment contract work calls for careful attention to duties, compensation terms, termination provisions, and post-employment obligations. A lawyer may also compare the written terms with later amendments and workplace communications. Rosenberg & Associates identifies contract review as part of its services, which places document-based advice within its employment law focus.

The named attorney's documented background

Gregg M. Rosenberg holds the position of partner. His biography says he has practiced employment law since 1985. It identifies wrongful termination, retaliation, discrimination, sexual harassment, overtime compensation, workers' compensation retaliation, and FMLA claims among his areas of work.

Rosenberg is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization. His attorney page lists a Bachelor of Arts from Ithaca College in 1981 and a Juris Doctor from South Texas College of Law in 1985. The same page records his admission to the Texas bar in 1986.

The board certification provides a concrete credential tied to the subject of the firm's work. The education and admission dates also give readers a clear chronology. Rosenberg completed his law degree in 1985, entered the Texas bar the following year, and has maintained an employment law practice over the period described by the website.

Reported verdicts and courtroom work

The website reports a $1.4 million verdict for minority shareholder oppression. It also reports an $879,000 verdict in a gender discrimination matter.These are the two highest verdict figures published in the material reviewed for the firm.

Two other reported outcomes concern core employment claims. The site lists a $65,000 verdict for gender and age discrimination. It also lists an $88,000 verdict for employer retaliation and wrongful termination.

Past verdicts belong to their individual facts, parties, and legal claims. The published figures still offer concrete evidence that the firm's work has included cases that reached a verdict. Rosenberg & Associates reports handling employment cases in both state and federal courts, including complex lawsuits.