In Texas can your employer require you to meet with someone who may also be filing a complaint against you?

Answer 1

No. But keep in mind we live in a fire at will society. If you have signed a contract stating that you will follow the rules of the company, and this meeting is governed under those rules, than no. State and local courts take precedence over such meetings and demands, and if this person has filed a restraining order against you, stay away. Even if you haven't been served yet, you could be in violation of the order. You have the right to tape record the meeting. If you're refused make sure it's in writing. You have the right to an unbiased witness to be present (a good idea). Finally your job status has everything to do with it and do and get everything in writing. And make copies, if you're terminated, the copies in your locker or desk are considered property of the company. If you're in a union, part of a chain of command (following orders) or working for a public municipality, you have many options. If your working for a private business, watch out. Remember, it's fire at will. It's tough to see if they're setting you up because I don't know all the specifics. But if the company is trying to clear up the problem and you refuse, it may be seen as insubordination. But if you want a mediator or lawyer present, they can't refuse you. Get it in writing. * Regardless of previous contractual agreements the person does not have to enter into any negotiations nor meet with any individuals unless they choose to do so. Nor can they be required to discuss matters which may lead to their being charged with misconduct or other issues. If an employee is a member of a union, he or she should contact their union representative before speaking with management or offering any information whatsoever. The majority of unions offer legal counsel for their members if charges are filed and/or litigation ensues. State laws determine the legality of the taping of any conversations whether in person or by telephone. Under no circumstances should the person divulge any information that could be self-incriminating or that which relates to the possible involvement of other employees without having received legal advice beforehand.