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Roger Davie is an avid cyclist and represents cyclists who have been injured. If you have been injured on a bicycle call Roger Davie at 915 838-1100.

What are the bicycle rules that apply to all cyclists in Texas?
All bicyclists must operate under Texas Motor Vehicle Laws while on public roadways, including stopping at stop signs, yielding to pedestrians in crosswalks, displaying proper illumination, and riding with the traffic flow on designated "One way" streets in designated bicycle lanes. University Police offers bicycle engraving services free of charge.
1.Bicycles should only be operated on streets, roadways, bike paths, routes and areas specifically designated for bicycle riding.
2.Bicycles and other non-motorized devices shall not be ridden into bicycle racks. Always dismount up arrival to the rack and place your bike in an available space.
3.All rules and procedures herein are applicable to all non-motorized devices.
4.In a shared-use area, the bicyclists shall pass cautiously, after giving audible notice of passing to the pedestrian or bicyclists they are passing.
5.A bicycle is a vehicle and a person operating a bicycle has the rights and duties applicable to a driver operating a vehicle. All laws and signs that regulate the movement of vehicles upon the roadway also apply to bicycles. Therefore, a bicyclist should obey all traffic laws, signs, and signals. This includes stopping at all stop signs and all stop (red) lights.
6.A person operating a bicycle on a roadway who is moving slower than the other traffic on the roadway shall ride as near as practicable to the right curb or edge of the roadway.

However there are exceptions to this law. Under the following conditions the law allows bicyclists to take the full lane of travel when: i.The person is passing another vehicle moving in the same direction.
ii.The person is preparing to turn left at an intersection or onto a private road or driveway.
iii.When there are unsafe conditions on the roadway, including fixed or moving objects, parked or moving vehicles, pedestrians, animals, or surface hazards that prevents the person from safely riding next to the curb or edge of the roadway.
iv.The lane is of substandard width (less than 14 feet in width and not having a designated bicycle lane adjacent to that lane) making if unsafe for a bicycle and a motor vehicle to safely travel side by side.

7.A person operating a bicycle on a one-way roadway with two or more marked traffic lanes may ride as near as practicable to the left curb or edge of the roadway.
8.Persons operating bicycles on a roadway may ride two abreast. Persons riding two abreast on a laned roadway shall ride in a single lane. Persons riding two abreast may not impede the normal and reasonable flow of traffic on the roadway. Persons may not ride more than two abreast unless they are riding on a part of a roadway set aside for the exclusive operation of bicycles.
9.A person operating a bicycle shall ride only on or astride a permanent and regular seat attached to the bicycle.
10.A person may not use a bicycle to carry more persons than the bicycle is designed or equipped to carry.
11.A person operating a bicycle, coaster, sled or toy vehicle or using roller skates may not attach either the person or the bicycle, coaster, sled toy vehicle, or roller skates to a streetcar or vehicle on a roadway.
12.A person operating a bicycle may not carry any object that prevents the operator from keeping a least one hand on the handlebars.
13.Bicyclists must use hand signals to signal their intent to stop, turn left, or turn right. The bicyclist must use the following signals. a.Stop – Extend the left hand and arm downward
b.Left Turn – Extend the left hand and arm horizontally
c.Right Turn – Extend the left hand and arm upward, or extend the right hand and arm horizontally.

14. Every bike must be equipped with a brake capable of making a braked wheel skid on dry, level, clean pavement.
15.A person may not operate a bicycle at nighttime unless the bicycle is equipped with the following.a. Headlamp – a lamp on the front of the bicycle that emits a white light visible from a distance of at least 500 feet in front of the bicycle.
b.Red Reflector/Red Lamp – A bicycle must be equipped with either a red reflector which is visible from a distance of 300 feet from the rear of the bicycle, or a red lamp visible from a distance of 500 feet from the rear of the bicycle.

Wrongful termination is a general term that is used for any illegal termination. Many terminations may be morally or ethically wrong but not illegal. You should have a board certified employment lawyer review your case to see if your wrongful termination was an illegal termination.
Age discrimination involves treating someone (an applicant or employee) less favorably because of his age. This is true in both hiring and employing. If you can do the job your age should not prohibit you from obtaining or keeping a job. If your employer is treating you bad or fired you because you are over 40 years of age then you may have a claim for age discrimination.

The Age Discrimination in Employment Act (ADEA) only forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40. It is not illegal for an employer to favor an older worker over a younger one, even if both workers are age 40 or older.

Discrimination can occur when the victim and the person who inflicted the discrimination are both over 40.
An employer may not discriminate against an employee because of a disability if that employee can do the essential functions of his or her job with or without reasonable accommodation. If you can do your job but your employer perceives you as a disabled employee and terminates or discriminates against you, you may have a claim. Also if you can do your job but you need a reasonable accommodation and your employer refuses your request for an accommodation you may have a claim. Many workers who are injured on the job can do the job with a reasonable accommodation of light duty. If your employer refuses your light duty restrictions you may have a claim of Disability Discrimination.
For many types of discrimination (race, color, disability, age, national origin, gender or sexual harassment) an employee must file a claim with the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC is a Federal Agency of the U.S. Government that will investigate your claim of discrimination. Once the EEOC completes the investigation they will usually issue a right to sue letter which gives you the right to file a lawsuit. There are strict time limits so you should seek an attorney immediately. Also, most EEOC "right to sue letters" give you 90 days to file a suit. Even if you are after the 90 days you should seek an attorney because an attorney may be able to help you even if you are past the 90 day deadline.
Defamation occurs when one person publishes a false statement that tends to harm the reputation of another person. Written defamation is called libel. Spoken defamation is called slander. If your employer says something that is false about you to someone else such as a prospective employer then you may, under some situations, have a claim for defamation. Your employer does have some defenses depending on the circumstances that the statements were made. Roger Davie can evaluate your defamation/libel/slander claim.
Gender or Sex discrimination involves treating someone (an applicant or employee) unfavorably because of that person's sex (Male Female). Generally, it is illegal to fire/not hire someone because they are a male or female.

Sex discrimination also can involve treating someone less favorably because of his or her connection with an organization or group that is generally associated with people of a certain sex.
Pregnancy discrimination involves treating a woman (an applicant or employee) unfavorably because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth.
Employees have a right to work in an environment that is free from sexual harassment. This is true for both men and women. Generally to prevail in a claim for sexual harassment the sexual harassment needs to be either severe or pervasive. If you were fired for sexual harassment or just feel that you are being harassed because of sexual harassment you should consult an attorney.
In today's modern world many employees work through an employment agency or a staff leasing agency. If you have a valid claim of discrimination against your employer you may have one against the employment agency or staff leasing agency as well. You can have more than one employer under Texas law and the employer who gives you your paycheck is not always determinative of who is your employer.
Harassment or Hostile Working Environment are words that are often used by employees to describe what is happening to them wrongly in the work place. There is generally no independent claim for Harassment or Hostile Work Environment. There is however a claim if there is a hostile work environment or harassment because of race, color, national origin, religion, age or other illegal discrimination. You should check with a competent employment attorney to determine if the harassment is the type that could lead to a wrongful termination claim.
It is illegal for an employer to discriminate against an employee because of race. The first employment laws passed by Congress were designed to protect individuals from race discrimination. Race discrimination involves treating someone (an applicant or employee) unfavorably because he/she is of a certain race or because of personal characteristics associated with race (such as hair texture, skin color, or certain facial features). Color discrimination involves treating someone unfavorably because of skin color complexion.

Race/color discrimination also can involve treating someone unfavorably because the person is married to (or associated with) a person of a certain race or color or because of a person's connection with a race-based organization or group, or an organization or group that is generally associated with people of a certain color.

Discrimination can occur when the victim and the person who inflicted the discrimination are the same race or color.
National origin discrimination involves treating people (applicants or employees) unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not).

National origin discrimination also can involve treating people unfavorably because they are married to (or associated with) a person of a certain national origin or because of their connection with an ethnic organization or group.

Discrimination can occur when the victim and the person who inflicted the discrimination are of the same national origin.
If you were fired, not hired, not promoted or discriminated against because of your religious beliefs then you may have a claim against that employer. Also if you were denied a job because the hiring person wanted to only hire someone of his or her own religion, you may have a claim. Also, your employer is sometimes required to accommodate your reasonable religious beliefs. For example some employers may be required to allow you not to work on Saturday or a Sunday if that is part of your sincerely held religious beliefs. Each religious discrimination case must be evaluated by a competent employment lawyer to determine if the employer's actions violate the law. Religious discrimination involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical or moral beliefs.

Religious discrimination can also involve treating someone differently because that person is married to (or associated with) an individual of a particular religion or because of his or her connection with a religious organization or group.
The Family and Medical Leave Act (FMLA) provide certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.

FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women.

FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees. These employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons:

- For the birth and care of the newborn child of an employee
- For placement with the employee of a child for adoption or foster care
- To care for an immediate family member (spouse, child, or parent) with a serious health condition
- To take medical leave when the employee is unable to work because of a serious health condition.

Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles. Whether an employee has worked the minimum 1,250 hours of service is determined according to FLSA principles for determining compensable hours or work.

Time taken off work due to pregnancy complications can be counted against the 12 weeks of family and medical leave. Special rules apply to employees of local education agencies.
The federal minimum wage for covered nonexempt employees is $7.25 per hour effective July 24, 2009. The federal minimum wage provisions are contained in the Fair Labor Standards Act (FLSA). It is illegal to fire, fail to promote or otherwise discriminate against an employee who complains or questions his payment of minimum Wage.
It violates the law to not pay employees their lawfully earned wages. In fact some states (Texas) have made the nonpayment of wages a criminal act under some certain conditions.
An employer who requires or permits an employee to work overtime is generally required to pay the employee premium pay for such overtime work. Employees covered by the Fair Labor Standards Act (FLSA) must receive overtime pay for hours worked in excess of 40 in a workweek of at least one and one-half times their regular rates of pay. The FLSA does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, unless overtime hours are worked on such days.

The FLSA, with some exceptions, requires bonus payments to be included as part of an employee's regular rate of pay in computing overtime.

Extra pay for working weekends or nights is a matter of agreement between the employer and the employee (or the employee's representative). The FLSA does not require extra pay for weekend or night work or double time pay. It should be noted that there are exceptions to overtime pay for some industries. This is especially true for Truck Drivers and those in the Trucking industry.

It is illegal to fire, fail to promote or otherwise discriminate against an employee who complains or questions his / her Overtime Pay.
It is illegal to retaliate against an employee who files a complaint of discrimination for race, color, disability, age, national origin, gender or sexual harassment. This is true even if it is found that the discrimination did not occur. For example, it is illegal for an employer to refuse to promote an employee or fire the employee because she filed a charge of discrimination with the EEOC or a lawsuit for discrimination, even if EEOC or the Court later determined no discrimination occurred. This protects employees who file claims of discrimination in good faith. Also, anyone who is a witness in a discrimination case or investigation may have the same protection from being retaliated against by an employer.
Section 451 of the Texas Labor Code makes it impermissible to retaliate against an employee for filing a workers' compensation claim. Likewise, under New Mexico law an employer may not retaliate against an employee for filing a workers' compensation claim. If an employee believes that he or she may have been terminated because they filed a workers' compensation claim that employee should seek legal advice.
If you are hurt at work or a loved one was killed in a work injury you should consult Mr. Roger Davie to determine what your legal rights are.
Many employers will claim that you cannot sue them or make a claim against them because you are an independent contractor as opposed to an employee. While it is true that independent contractors do not always have the same rights as employees the determination of whether or not you are an independent contractor is not a decision of your employer but the nature of your job. Calling you an independent contractor or paying you as an independent contractor does not necessary make you an independent contractor. Whether you are an independent contractor usually depends on the control over the details of your work that your employer has. Every case is unique and very fact specific and you should seek legal advice from a competent employment lawyer regarding this issue.