Monthly Archives: March 2022

The attorneys at Doyle LLP Trial Lawyers have dedicated decades of their legal careers developing and refining their skills to protect workers throughout the United States. Texas law, similar to all states, provides specific protections to workers who suffer from retaliation, termination, or firing by their employer. Businesses and the economy do not run without the hard work of millions of Americans, and when they face discrimination and termination at work, they deserve to know what protections, benefits, and remedies are available to them.

Due to Doyle LLP’s vast experience in Texas courts, Doyle LLP was hired to file suit against DISA Global Solutions Inc, DISA Holdings Corp, University MRO LLC, University Services LLC, and Pyschemedics Corporation for various alleged violations and negligence regarding Federal and State business practices. DISA Global Solutions is a foreign corporation doing business in Harris County, Texas where their headquarters are located. DISA Global Solutions is a third-party administrator for drug testing for companies working in the upstream and downstream energy sector. University MRO LLC and University Services LLC are both wholly owned entities of DISA who aid in their completion of work. Psychemedics is a foreign corporation with headquarters in Massachusetts and operating as a hair drug testing company throughout the United States, including Harris County, Texas. The suit was filed in Harris County District Court in Houston, Texas.

DISA Global Solutions and their entities control over the management and administration of drug testing for virtually the entire upstream and downstream energy sector. DISA completely controls the drug testing process from collection to laboratory analysis. DISA determines who is selected for drug testing, what kind of drug test is performed, when employees should be drug tested, and mandates and controls how an employee is tested. DISA then sends the specimens to Psychemedics for processing before the report is sent the Medical Review Office of University Services, a DISA entity. DISA exclusively utilizes University Services, an entity wholly owned by DISA, to provide services as the Medical Review Office(“MRO”). University Services is then responsible for receiving and reviewing laboratory results for the drug testing program and evaluating medical explanations for certain drug test results. DISA maintains the final decision whether to accept the drug test result or reject it. DISA also decides and controls under which a contractor employee member may request a re-analysis of his or her original specimen. Thus, DISA through its contracts and agreements virtually controls all aspects regarding to drug testing for the upstream and downstream energy sector.

This suit was filed against Defendants regarding their collection, testing, reporting, administration, mismanagement and dissemination of a false positive drug test result on or about November 5, 2018. Prior to Defendants’ improper conduct, Doyle LLP’s client worked in the oil and gas industry for approximately 10 years. During this period, they were tested multiple times and never tested positive for illegal drug use. As part of pre-employment screening for a new job in the energy industry, Doyle LLP’s client was sent to DISA Gulf Coast Service Center to take a urine and hair follicle drug test on or about November 5, 2018. The Defendant then inaccurately concluded Doyle LLP’s client tested positive for an illegal drug. The result simply was inaccurate and incorrect. Doyle LLP’s client did not and does not use illegal drugs. During the same time period, Doyle LLP’s client was under the continued medical care related to a high-risk pregnancy, and as part of this treatment, the client never tested positive for any illegal drugs. Since the false positive test result, Doyle LLP’s client has continued to receive drug tests and repeatedly confirmed that they do not take illegal drugs.

The Defendants as a result of the false positive placed Doyle LLP’s client’s name into both DISA’s and Pyschemedics’ drug testing databases. These misrepresentations and false statements have barred Doyle LLP’s client from obtaining employment with oil and gas industry employers who either have agreed to use DISA for their drug testing or companies with zero tolerance drug testing program. As a result of its conduct, Defendants have embarrassed and humiliated Doyle LLP’s client and completely blackballed them from working in the oil and gas industry. Defendants actions caused Doyle LLP’s client to suffer serious economic and noneconomic harm, including irreparable damage to the client’s reputation and loss of employment. In addition, Defendants have harmed Doyle LLP Client’s employment prospects, ruined their reputation, resulted in substantial emotional and financial distress, and destroyed the client’s standing in the community.

Doyle LLP, on behalf of their client, is pursuing compensation for harm done by the Defendants. Doyle LLP’s client suffered mental anguish, and of reasonable probability will continue to suffer mental anguish in the future, past and future reputational harm, past and future lost wages, and damages generally. Our lawyers are proud to represent workers against employers who refuse to follow the law and do not respect the rights of their employees. In this case the Defendants allegedly had actual, subjective awareness of the risk involved with their behavior, but nevertheless continued with coconscious indifference to the rights, safety, or welfare of Doyle LLP’s client.

Workplace safety is incredibly important, but more important is the standards companies have regarding measuring it. Companies need to know that the protections and safeguards they have in place actually work. In this case, it is alleged the Defendants did not ensure those safeguards and protections worked properly and as a result seriously harmed Doyle LLP’s client. The attorneys at Doyle LLP proudly and fervently support their clients in pursuing the justice they deserve. If you have experienced discrimination or wrongful termination, call us for a free evaluation of your potential legal claim.

PREMISES LIABILITY AND DOG BITE LAWSUIT

In May 2020, Doyle LLP filed suit on behalf of our client against individual defendants. The client had been the victim of a violent dog mauling at the residence of the defendants. The suit, which was filed in Nueces County, Texas states defendants’ negligence in numerous matters with regard to the handling of a known dangerous animal caused serious permanent injuries and damages to Doyle LLP’s client.

Doyle LLP’s client in November 2019 was invited to the Defendants’ residence. When the client arrived, they were introduced by the Defendant to their dog who was represented as friendly. Doyle LLP’s client went to pet the dog when it lunged at the client and clamped down on the right side of the client’s face. As a result of this incident, Doyle LLP’s client suffered severe injuries and impairment, nerve injury and scarring arising out of a long laceration that perforated their facial muscles as a result of the vicious mauling. The dog also was not vaccinated properly at the time of the attack. The physical pain and mental trauma immediately following the attack was severe. The client required immediate medical treatment including stitches, antibiotics, pain medications, and a tetanus shot. The client has also faced long term care issues from this attack.

This incident has greatly changed Doyle LLP client’s life with permanent disfigurement and damage to the client’s face. The client has a large scar due to the encounter with continued issues with pain, numbness, and sensory loss along the scar. The client’s damages also include medical costs and the mental anguish caused by the initial attack, distress during the recovery, and continued anguish caused by the condition the client has been left in from the attack.

The defendants’ callous disregard for their visitors’ rights and safety ultimately caused this unfortunate and preventable incident. Known to the defendants and unknown to Doyle LLP’s client the defendants’ dog, a pit bull, had vicious propensities and posed a danger to humans when not properly controlled. Defendants showed gross negligence in failing to handle their known dangerous animal, failing to take measures to make the dog less of a threat to attack people, and otherwise failing to exercise the ordinary care of a pet owner. Defendants grossly negligent behavior regarding their own pet ultimately resulted in life changing physical and mental injuries to Doyle LLP’s client. As a result, Doyle LLP’s client seeks damages related to the physical and mental trauma associated with the mauling and those damages he is owed as he continues to suffer from the repercussions of the attack.

If you are seriously injured due to the gross negligence of individuals you may have a claim to recover damages for injuries and associated damages. Individuals at fault due to gross negligence can be held liable for their behavior if you were seriously injured or harmed as a result. Doyle Trial Lawyers can help you understand your rights and how to pursue a claim against defendants whose negligent behavior results in severe injuries and damage to individuals. Doyle LLP works on a contingency fee basis, which means we do not get paid unless your case has a positive resolution. Please reach out to Doyle LLP today for a free consultation to discuss your legal rights after a serious injury caused by other’s gross negligence.

On June 3^rd, 2021 The Texas Fourteenth Court of Appeals affirmed a $1.7 million dollar judgement in favor of Doyle LLP’s client Joseph Ball against Alleyton Resource Company LLC. Doyle LLP’s team of attorneys in Ball v. Alleyton Resource Company LLC had successfully presented the case to a Fort Bend County District Court Jury who on July 26,2019 awarded Mr. Ball with $1,706,187 in damages, including $164,168 in past wages, $675,519 in future lost wages, $100,000 in past mental anguish, $16,500 in future mental anguish, and $750,000 in punitive damages. The judgement also will come with a substantial amount of interest owed on the $1.7 million dollar judgement over the last couple years. The jury found that Alleyton Resources retaliated and wrongfully terminated Mr. Ball for instituting procedures under the Texas Worker’s Compensation Act.

Doyle LLP’s client drove a ready-mix concrete truck and worked for Alleyton for nearly a decade. After suffering a workplace injury, Mr. Ball instituted worker’s compensation proceedings. As a result, Doyle LLP’s client was fired. Doyle LLP’s team presented evidence in the prior trial that Alleyton Resource Company LLC violated its internal policies, concealed the reason for Ball’s termination, contradicted its basis for the firing, and failed to timely and accurately document the termination.

The Fourteenth Court of Appeals found no error in the previous jury trial and their final judgement in Ball v Alleyton. It further rejected Alleyton’s arguments such as that the admissible evidence is factually insufficient to support the jury’s findings that Alleyton terminated Ball because he had instituted a proceeding under the Texas workers’ compensation statute. Alleyton also asserted that a trial court abused its discretion when it admitted the claims diary into evidence over a hearsay objection, but this argument too was rejected by the Appeals Court. Furthermore, Alleyton in their appeal objected to the jury’s exemplary damages award and its inability to offer certain instructions in the jury charge. The Texas Fourteenth Court of Appeals further rejected these arguments in upholding the prior judgement in favor of Doyle LLP’s client.

Doyle LLP’s client will now be owed not only the initial $1.7 million dollar judgement but also significant interest earned on that amount as well. Doyle LLP’s team of experienced trial attorneys and staff are proud of their work once again in helping their clients receive adequate compensation and financial support after a life changing work accident. Doyle LLP is proud of their track record in not just this case but the hundreds of cases over previous decades successfully pursued by our team. If you suffer a workplace injury then are retaliated against as a result, please contact the experienced trial attorneys at Doyle LLP to help you pursue the justice you deserve. Our team is eager to continue fighting for clients we believe in their quest for justice. Call today and schedule a free consultation with our team of experienced trial attorneys!

In January 2021, Doyle LLP and co-counsel filed a suit on behalf of our clients who are nationals of the Republic of Kosovo. The suit was filed against CIGNA Defendants, including Life Insurance Company of North America et al, and AECOM Defendants, including AECOM and AC FIRST LLC. The lawsuit filed in the Superior Court of The State of California County of Los Angeles pertains to our clients’ work in Afghanistan for AECOM as part of AECOM’s contracts to provide support services to the United States military personnel. We are proud to assist our clients seeking the compensation and benefits owed to them for their support of American military in Afghanistan.

In 2016, AECOM was awarded the EAGLE-AFG contract by the Army Contracting Command – Rock Island. The EAGLE-AFG is a cost-plus-fixed-fee contract valued at $429 million with 1 base year and 4 option years. Under this contract, AECOM was to provide maintenance, supply, and transportation services to the U.S. and Coalition partners at several locations in Afghanistan, including Kandahar and Bagram Airfields. AECOM used its entities GSS and AC First to supply this labor and fulfill the contract.

Doyle LLP’s clients were employed in Afghanistan from 2012 through 2017 by AECOM. The clients were nominally employed at the time by GSS, but were actually the employees of AC First and AECOM. As part of these contracts for employment, the AECOM defendants represented that they would offer and procure long-term disability insurance for employees working in Afghanistan. Indeed, each of our client’s contract with GSS included, upon agreement of employment, the offer of a benefits plan including Long Term Disability Coverage. The AECOM Defendants told our clients that they had contracted with CIGNA to provide long-term disability insurance. Doyle LLP’s clients accepted the coverage with the AECOM defendants and paid monthly for the CIGNA disability insurance coverage through payroll deductions. AECOM after procurement of the policy through CIGNA was provided coverage to employees, like Doyle LLP’s clients, who worked for either AC First or, nominally, for GSS. This policy went into effect on January 1, 2017.

Despite this promise of coverage, after our clients sustained disabling injuries, they submitted claims to CIGNA for disability coverage. In response, CIGNA closed the claims and alleged that foreign nationals, like Doyle LLP’s clients, were not covered by the CIGNA Policy. Doyle LLP therefore has filed this lawsuit against both the AECOM Defendants and the CIGNA defendants. Doyle LLP’s clients left the safety of their homes in Kosovo to travel into an active war zone in Afghanistan. Our clients provided necessary support for U.S. Military’s operations in the area. During their employment, Doyle LLP’s clients were exposed to repeated life-threatening and graphic events, including mortar, rocket, suicide, and ground attacks. These incidents and other work-related accidents left our clients with very severe and permanent pain, disfigurement, injuries and damage. Due to Defendants’ conduct and failure to procure or pay disability benefits, Doyle LLP’s clients suffered significant economic damage, humiliation, worry, distress, and continuing economic and physical damage. In denying these claims, misrepresenting our clients’ insurance coverage, and /or failing to produce coverage, Defendants additionally acted with oppression, fraud, and malice.

Doyle LLP is proud to support our foreign clients as they supported our US Military. Countless Americans and thousands of civilians, like our clients from Kosovo, support American Military operations across the world. If you are one of these individuals and suffered serious injury and suffering due to the gross negligence of American corporations you may have a claim to recover damages for injuries and associated damages. American companies at fault due to gross negligence can be held liable for their behavior if you were seriously injured or harmed as a result. Doyle Trial Lawyers can help you understand your rights and how to pursue a claim against defendants whose negligent behavior results in severe injuries and damage to individuals. Doyle LLP will not charge you to complete an initial evaluation of your claim. Call us today to discuss your potential claim.

Texas employers often tell their employees that they are working “at-will” in order to suggest that they may take any action against them, including firing them for any reason. However, Texas law provides protections to a variety of employees, including health care workers who suffer from retaliation, termination, or firing by their employer. Doyle Dennis LLP’s lawyers have dedicated years to protecting employees across the United States. Based upon this experience, Doyle Dennis LLP was hired to file suit against a home dialysis company located in Texas for alleged violations of the Texas Occupations Code, Section 301.413.
This home dialysis company provides dialysis services to patients who require kidney disease management. The dialysis procedures involve the use of reverse osmosis machines to clean patients’ blood. Because patients’ blood comes in contact with the dialysate solution, the water used to make the dialysate must be extremely clean. The lawsuit alleged that three home dialysis company nurses began reporting to their supervisors that they believed the home dialysis company’s reverse osmosis machines were not cleaned properly and would consequently endanger patients’ health and that the Texas-based home dialysis company failed to take action. The lawsuit also alleged that for seven months, the dialysis company received complaints about the cleanliness of their machines and still did nothing. Instead, the home dialysis company fired the three employees, claiming false bases for their terminations, in violation of the Texas Occupations Code. According to Section 301.4025 of the Texas Occupations Code, an employer may not retaliate against a nurse who reports in good faith that she had reasonable cause to believe that a given situation exposed a patient to substantial risk of harm. Thus, the three home dialysis nurses pursued protected activity under the Texas Occupations Code.

Doyle Dennis LLP is proud to represent employees who were wrongfully terminated by their employer. If you have experienced discrimination or wrongful termination, call us for a free evaluation of your potential legal claim.