This office is in El Paso and has been representing El Paso employees — never employers — for more than twenty-five years.
Employment cases arising from work in El Paso are filed in the El Paso County district courts and county courts at law, which is where the great majority of this office's Texas matters have gone.
Texas law is what governs, and it is worth understanding that it is not the same as New Mexico's. The Texas Labor Code protects an employee who opposes a discriminatory practice, who makes or files a charge, who files a complaint, or who testifies, assists, or participates in any manner in an investigation, proceeding, or hearing. It separately protects an employee punished for filing a workers' compensation claim — including for hiring a lawyer to handle that claim.
Because El Paso sits on the state line, which law applies is a real question here and not a technicality. If you live in El Paso but worked at a job in New Mexico, New Mexico law governs your claim — and on several axes it reaches further. That page is here. Where you worked decides it.
The matters that come through this office from El Paso concentrate in healthcare and hospital systems, warehousing and distribution along the corridor, call centers and business-process operations, retail, manufacturing, construction and the trades, restaurants and hospitality, and the staffing agencies and PEOs that supply labor across all of them.
The public employers — the City, the County, the school districts, the community college and the university — are covered by the Texas statutes rather than by New Mexico's whistleblower act, which does not cross the line.
Two patterns recur often enough here to be worth naming. The first is the staffing-agency case, where the worker genuinely does not know who employed them; that is normal, and it is not a barrier, because claims are routinely brought against more than one entity at once. The second is the workers' compensation case, where someone is hurt on the job, files, and finds the schedule or the assignment quietly disappearing afterward.
If you are a federal civilian employee, at the base or elsewhere, say so at the outset. Federal employment complaints run through a separate process with different steps, and the difference matters early.
Every retaliation claim starts with something the employee did. Start with the one that matches yours.
Complained to HR, a supervisor, or a hotline that someone was treated worse because of a characteristic the law protects.
A doctor's note, a restriction, time off for treatment. The request itself is protected.
Once an agency notifies your employer, there is no arguing about what they knew.
The Whistleblower Protection Act — double back pay, and the employer pays your attorney fees.
Fraud, patient abuse, unsafe equipment, a risk to the public, at a private company.
Not sure which fits? Start with this page.
If it is safe and lawful for you to do so, keep copies of your complaint, your reviews, and the termination paperwork. Do not take anything you are not authorized to access.
Then New Mexico law probably governs your claim, and on several points it reaches further than Texas law does. Tell us where the job was.
That is common and it is not a barrier. Claims are routinely brought against the agency and the operating company together, and sorting out which is which is this office's job.
Texas protects that directly, and it protects more than the filing itself — including having hired a lawyer for the claim. It is a separate case from the compensation claim, with separate damages.
Tell us at the outset. Federal civilian employment complaints follow an entirely different process from the claims described on this site.
Nothing upfront. This office works on a contingency fee and advances the costs of the case. Attorney's fees are owed only if there is a recovery; clients may remain responsible for case costs and expenses.
Some are much shorter than people expect. The sooner you call, the more options are still open. Tell us what happened — free, confidential, and no obligation.