George B. Ward

George B. Ward’s practice focuses on business litigation, employment matters, commercial transactions, and insurance law.  He has extensive trial and appellate experience in both state and federal court. George draws on his trial experience to encourage efficient and favorable results, and he believes that the best settlements come from being fully prepared and able to try the case if necessary. George has tried cases in every federal district in Texas, and has represented clients in front of a variety of state and federal regulatory agencies.

A native Austinite, George earned his Bachelor’s Degree from Rice University in 2001, and his law degree from The University of Texas School of Law in 2004. George began his practice in the Litigation Section of the Texas Attorney General’s Office. As an Assistant Attorney General, he conducted numerous jury trials involving complex constitutional issues in federal and state court. In addition to gaining extensive courtroom and appellate experience, George served as the legislative liaison for his division, analyzing proposed legislation. After three years with the Attorney General’s office, he entered private practice in Austin with a large regional firm, where he handled a wide range of litigation-intensive cases relating to commercial and individual disputes, insurance matters, and construction. Mr. Ward joined the law firm of De Leon & Washburn, P.C., in January of 2010.

Education

Rice University, BA 2001
University of Texas School of Law, JD 2004

Awards

Super Lawyers – Rising Star (Thompson Reuters), 2012 – 2014, Employment and Labor

Community Involvement

Austin Young Chamber of Commerce: Board of Directors
Greater Austin Hispanic Chamber of Commerce
Austin Bar Association
Austin Young Lawyers Association
Texas Bar Association
Volunteer Legal Services

From the blog

Employment Law Note – Accidental Employment Contract?

August 10, 2015

Job conversation

One of the fundamental principles of employment law in Texas is the “at-will employment” doctrine. This means, of course, that absent a specific agreement to the contrary, an employer may terminate the employee at-will “for good cause, bad cause, or no cause at all.” Montgomery Cnty Hosp. Dist. v. Brown, 965 S.W.2d 501, 502 (Tex. 1998). Many Texas employee handbooks and employment agreements contain disclaimers to protect that at-will nature of the employment relationship. The following paragraph is illustrative: This …

Employment Law Note – Proposed changes to overtime rules

July 7, 2015

A worker is punching his time card with the automatic clock

There have been rumblings about changes to overtime rules and the Fair Labor Standards Act (“FLSA) for several months now. It started on March 13, 2014, when President Obama signed a Presidential Memorandum directing the Department of Labor (“DOL”) to update the regulations defining which white collar workers are protected by the FLSA’s minimum wage and overtime standards. 79 FR 18737 (Apr. 3, 2014). According to the DOL, the memorandum “instructed the Department to look for ways to modernize and …

Supreme Court Employment Law Note – Religious Accommodation

June 2, 2015

On June 1, 2015, in the case of Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, Inc., the U.S. Supreme Court announced an 8-to-1 decision that could have broad ramifications for employers that are addressing discrimination and accommodation issues.  In the case, retailer Abercrombie & Fitch had refused to hire Ms. Elauf, a female practicing Muslim, because her religious head scarf conflicted with the company dress policy. The Equal Employment Opportunity Commission (EEOC) filed suit on Elauf’s behalf, alleging …