Has your employer told you how to vote?

Sending endorsement links, tying voting to company interests, or framing partisan recommendations as workplace guidance may violate Texas Election Code Section 276.001.

Where to go. Section 276.001 is a criminal statute, not an administrative complaint. The enforcement path runs through the Texas Secretary of State (referral to AG) or the Travis County District Attorney (sworn affidavits from 2+ registered voters). Read more about voting pressure.

Have you received comments about your race, ethnicity, or national origin?

Comments that single out someone's background, make assumptions based on ethnicity, or use race as the basis for humor can constitute harassment under Title VII of the Civil Rights Act when they form a pattern. It doesn't have to be a slur.

Where to go. EEOC. Free to file. No lawyer needed. 300-day deadline in Texas. See the full filing guide.

Have comments been made about your physical appearance or mental health?

Remarks about appearance or mental health tied to a medical condition can constitute disability harassment under the ADA. The connection to a diagnosis doesn't have to be explicit.

Where to go. EEOC. Read more about ADA protections.

Has your medical information been shared without your consent?

The ADA requires employers to keep employee medical information confidential. If your health condition, diagnosis, or treatment was discussed by leadership with other employees, that is a federal law violation, not just bad judgment.

Where to go. EEOC. ADA confidentiality violations are reportable. Read more about medical privacy.

Were you punished for raising a concern or filing a complaint?

Retaliation for reporting discrimination, harassment, safety issues, or for discussing working conditions is independently illegal under the NLRA, Title VII, and the ADA. That includes firing, demotion, sudden performance scrutiny, schedule changes, or any other adverse action.

Where to go. NLRB for NLRA retaliation. EEOC for discrimination-related retaliation.

Were you told you can't discuss your pay, benefits, or working conditions?

That's an unfair labor practice. The NLRA protects your right to discuss wages, hours, and working conditions with coworkers. Any policy that prohibits or discourages this is unenforceable and may itself be a violation.

Where to go. NLRB. Six-month deadline. Don't wait. Read more about Section 7 rights.

Did PTO you earned under a prior policy get taken away?

Employers can change PTO policies going forward. Whether they can retroactively take away time you already accrued under the old policy is a different question. The Texas Workforce Commission handles wage claims, and accrued PTO may qualify as earned wages.

Where to go. Texas Workforce Commission. Read more about PTO and the law.

Witnessed something but not sure if it applies to you?

You don't have to be the direct target to report. If you witnessed racial comments, medical information being disclosed, or other conduct that affected your work environment, you have standing to file with the EEOC.

Where to go. Start with the filing guide.

Has your employer told you what you can do outside of work hours?

Some handbooks include a blanket ban on outside employment, freelance work, or holding a second job. The NLRB has scrutinized overbroad outside employment policies, particularly when they're broad enough to discourage protected activity.

Where to go. NLRB if the policy chills protected activity. Read more about the freelance ban.

Want to leave a Glassdoor review?

You can leave one on the Sherry Matthews Group page on Glassdoor. You have the right to review your employer on public platforms. Truth is an absolute defense under Texas defamation law, and clearly labeled opinion is protected. Reviews that discuss working conditions are also protected concerted activity under the NLRA.

Glassdoor's guidelines allow you to:

• Name individuals at the C-suite, owner, president, founder, or executive director level.
• Share opinions about your experience, clearly framed as opinion ("in my experience," "I believe").
• Describe things you personally saw, received, or experienced firsthand.

What to avoid:

• Don't name individuals below executive level.
• Don't state things as fact that you can't verify.
• No profanity, aggressive language, or discriminatory content.
• No trade secrets, client names, or confidential business information.

Use AI to check your review before posting

This is optional. AI tools can help you catch things that might get flagged. Write your review yourself, then paste it along with the prompt below into any of these free tools to check it.

Step by step:

1. Write your review in your own words first.
2. Copy the prompt below by clicking on it.
3. Go to one of these free AI tools: Claude, ChatGPT, or Gemini.
4. Paste the prompt, then paste your review below it.
5. Read the feedback. Adjust your review as needed.
6. The final review should be yours.

Other places to leave a review

Glassdoor isn't the only option. The same legal protections apply across all public review platforms.

• Google Business — Most visible. Reviews appear directly in search results. Tied to your Google account; pseudonyms work but not anonymous. Harder for employers to get removed than Glassdoor reviews.
• Facebook — Tied to your personal Facebook profile, not anonymous, but visible to anyone who looks up the company.
• Indeed — Merged with the Glassdoor ecosystem. Same guidelines.

Not sure what to do, but have documentation or a story to share?

That's okay. Not everything fits neatly into a category. If you have emails, screenshots, notes, or just something you need to say, we're listening.

Contact us anonymously. Have documents to share? Email contact@smgbulldogs.com.