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.


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


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: Combined Hourly Pay and Salary under the Fair Labor Standards Act

October 21, 2016

Combined Hourly Pay and Salary under the Fair Labor Standards Act

On occasion, employers have asked whether it is acceptable to pay a part-time non-exempt employee (for example, a marketing associate) an hourly rate and a salary for his or her work. As a starting point, it is important to note that the Fair Labor Standards Act (“FLSA”) does not differentiate between full-time and part-time employees. When the Department of Labor (“DOL”) is examining overtime pay practices, the exercise is essentially a function of number-of-hours and the “regular rate of pay” …

Employment Law Note: “White Collar Exemptions” and the New Rule

September 23, 2016

Employment Law Note: “White Collar Exemptions” and the New Rule

On December 1, 2016, the application of the “white collar exemptions” is going to change dramatically.  Section 13(a)(1) of the Fair Labor Standards Act (FLSA) provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees.  Section 13(a)(1) and Section 13(a)(17) also exempt certain computer employees.  To qualify for exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at …

An Employer’s Threat to Terminate an Employee Can Constitute Duress

August 17, 2016


Duress is “[a]ny coercion of another, either mental, physical, or otherwise, causing him to act contrary to his own free will or to submit to a situation or conditions against his own volition or interests.” Mitchell v. C.C. Sanitation Co., 430 S.W.2d 933, 937 (Tex. App.—Houston [14th Dist.] 1968, wit ref’d n.r.e.). Under Texas law, the elements of duress are: “(1) a threat or action was taken without legal justification; (2) the threat or action was of such a character …