All offices closed Memorial Day

May 24th, 2019

Memorial day 2019 2


May 23rd, 2019

SEminar Meador Staffing Sensitivity 1


  • What it means to document and counsel employees with sensitivity;
  • How to document effectively and with sensitivity to business needs and avoiding the possibility of future legal claims; and
  • How to counsel employees effectively while balancing business needs and employee sensitivities.


Cristina Portela Solomon

Cristina Portela Solomon

Cristina Portela Solomon is a partner in the labor group at Foley Gardere’s Houston office.  Cristina provides business solutions to employers seeking to be proactive in effectively managing their workforce, while complying with the numerous and complex employment laws governing the employer-employee relationship.  Cristina Solomon’s 34-year legal career has been devoted exclusively to representing management in all phases of labor and employment law.  Her clients recognize the value of practical advice that is geared toward avoiding the uncertainties of litigation and focuses on making sound business decisions and reaching early resolution.  When disputes cannot be resolved, Cristina is a seasoned trial lawyer with an excellent track record of trial successes on behalf of employers.

Michael Ryan Seminar

Michael Ryan

Michael Ryan is a labor and employment associate in Foley Gardere’s Houston office. His practice involves all aspects of employment litigation and counseling employers on a wide-range of employment matters, including hiring and firing decisions, trade secret and restrictive covenants, enforcement of personnel policies, leave issues, accommodations, drug testing laws, classification of employees and other wage and hour matters, safety regulations, and governmental investigations.

Join us for a FREE seminar at

Meador Staffing Services

722A Fairmont Parkway

Pasadena, Texas 77504

Wednesday, June 19, 2019

8:30AM – 10:30AM

RSVP by Friday, June 14, 2019 to















Paid sick-leave ordinances likely survived the Texas Legislature. But businesses still want to kill them.

May 23rd, 2019

Texas Paid Sick Leave Supreme Court

Paid sick-leave ordinances likely survived the Texas Legislature. But businesses still want to kill them.

Paid sick-leave ordinances likely survived the Texas Legislature. But businesses still want to kill them.” was first published by The Texas Tribune, a nonprofit, nonpartisan media organization that informs Texans — and engages with them — about public policy, politics, government and statewide issues.

For conservative Texas lawmakers and their allies in the business community, the fight over paid sick leave seemed like a slam dunk at the start of this year.

Left-leaning cities Austin and San Antonio were in Republicans’ crosshairs after adopting ordinances that required private businesses to offer their employees a certain number of paid sick days. While the city council members spearheading those proposals touted them as beneficial to workers, lawmakers on the other side of the ideological spectrum took issue with cities taking a new role in private companies’ employment policies — and creating patchwork regulations that only applied in certain parts of the state and might differ within a matter of miles.

Legislation blocking those ordinances was hailed as a priority in the Texas Senate, blessed by Republican Gov. Greg Abbott and lobbied for by wealthy business groups.

But as the session winds down, the bills that would achieve those goals missed the deadline to be considered on the House floor — meaning they’re effectively dead.

There are a few procedural ploys lawmakers could utilize to revive the bills at the last minute — like attempting to tack on the bill’s language to other pieces of legislation still in play. But many business groups, fed up with what some called petty politics and the monthslong staring contest between the House and Senate over whether language explicitly protecting nondiscrimination ordinances should be included in the bills, have largely given up on lawmakers’ ability to resuscitate the legislation.

And with little faith in the ability of House and Senate leaders to reconcile their differences regarding that language, business advocates have set their sights elsewhere to kill the ordinances: the courts.

“That’s our only alternative since the Legislature failed to act,” said Annie Spilman, the state director for the National Federation of Independent Business. “This really was not a good session for the business community.

“The legislation is dead, and we have no hope that anybody has any sort of concern for the business community.”

Meanwhile, supporters of the sick-leave policies say they’re glad that the Legislature seems to have moved on to other issues.

“I’ve heard that the Legislature is trying to wrap up its big important business, like school finance and the budget, and I think that’s where the focus should be,” said Austin City Council member Greg Casar, who authored Austin’s sick-leave ordinance.

As originally filed, Senate Bill 15 by Sen. Brandon Creighton, R-Conroe, would’ve created a statewide framework for employment laws in the state. It included provisions saying cities couldn’t regulate certain benefits practices or enact rules on how businesses schedule their employees’ shifts.

But Creighton overhauled the measure in an upper chamber committee and stripped out a provision in the bill agreed upon by business groups and other stakeholders that explicitly protected city ordinances that ban workforce discrimination.

The bill then became ensnared in a fight over protections for LGBTQ workers and stalled in the Texas House. Creighton later filed four narrower bills, each aimed at accomplishing a slice of the original measure’s goals. But after those bills passed the Senate, a House committee reinserted the language explicitly protecting the nondiscrimination ordinances, and none of the four bills made it onto the House calendar in time for a debate by the full body.

“We sat there in [the] State Affairs [Committee] and said that’s not the fight we’re having this session,” said state Rep. Drew Springer, R-Muenster, during an onstage conversation Wednesday with Texas Tribune CEO Evan Smith.

To be clear, members of the business community say they harbor no animosity toward Creighton or Texas House members. But frustration persists, especially with leaders who vocalized support for the issue.

“They had all session to get this done,” said Pamela Bratton, the vice president of contract administration and compliance with Meador Staffing Services. “People taking a stand on their high ground isn’t what we hire and elect politicians to do.”

Now, all eyes are on the courts.

Last year, the state joined a number of business-aligned groups and small businesses in obtaining a temporary injunction against Austin’s sick-leave ordinance — which was put on hold after an appeals court said it was unconstitutional.

But duking it out through the legal system comes with its own set of pitfalls: It’s expensive and can be slow.

Austin, for example, is appealing the lower court’s ruling and asked the Texas Supreme Court for a second opinion. Rob Henneke, general counsel for the Texas Public Policy Foundation, said the court likely won’t decide until this summer, at the earliest, whether it wants to take the case. If it does, a ruling might not come down until the end of this year. And since the capital city’s ordinance was put in place, San Antonio and Dallas have adopted similar sick leave policies that the business community is also hoping to overturn. No lawsuits have been filed yet to upend these ordinances.

“If the Legislature came in with a broader preemption … then that could make the need for further litigation less important,” Henneke said. “But that’s all hypothetical at this point.”

Still, he said he’s confident that the opponents of the ordinances will ultimately prevail in court.

“Our case has been successful,” Henneke said of the Austin ordinance, “and we would expect the same for the other jurisdictions if that’s the direction the business community chooses to take.”

Creighton, for his part, said he’s also pinning his hopes on the legal system.

“The failure to act on a package of the most pro-business bills this session will undoubtedly hurt Texas small businesses,” he said in a statement to The Texas Tribune. “The only hope now is that the courts reverse these costly and burdensome regulations, and restore the predictability and common-sense policies Texas business needs to thrive.”

But while she’s confident the courts will land on her side, Spilman said the National Federation of Independent Business is also considering asking the governor to call a special session to take up the preemption bills if they don’t make it across the finish line. A spokesman for Abbott didn’t respond to a request for comment on whether he’d consider calling a special session for such purposes.

“Hopefully its important enough that we can potentially come back and address this sort of local overreach,” Spilman said. “I feel like it’s that much of a state emergency.”

Some, like Bratton, are hoping for a last minute Hail Mary — “I still believe in Santa Claus. Miracles could happen,” she joked — but most agree that they now have to take matters into their own hands.

“This legislation should’ve been an easy pass for the business community, but unfortunately it was hijacked and we had no say in the game,” Spilman said.

Disclosure: The Texas Public Policy Foundation has been a financial supporter of The Texas Tribune, a nonprofit, nonpartisan news organization that is funded in part by donations from members, foundations and corporate sponsors. Financial supporters play no role in the Tribune’s journalism. Find a complete list of them here.

This article originally appeared in The Texas Tribune at


Texas Tribune mission statement

The Texas Tribune is a nonprofit, nonpartisan media organization that informs Texans — and engages with them — about public policy, politics, government and statewide issues.

What to Do When You Get the Job Offer?

May 23rd, 2019

Getting the job offer is the easy part, right? Once you’ve gone through all the hard work of filling out applications, sending in resumes, and interviewing, the job offer is the last stop before you start working. But a job offer can be just as stressful as a job search. What should you do when you get an offer from a company before accepting a job? Here are some tips to help you out.

Take a Deep Breath

You don’t have to answer immediately. In fact, taking a deep breath before you make any decisions is always a good idea. Step back, breathe deep, and center yourself. This will help you feel more balanced and grounded, so you’ll be ready to make the big decision.

Ask for a Realistic Timeline

You need to find out how soon the employer needs a decision. It’s okay to ask for a realistic timeline. Don’t take too long or they will move on. But don’t let them make you feel pressured into making a decision in less than a day. Several days is acceptable. Use this time to review all of the most important information to move on to the next step.

Make the Right Decision for You

Accepting a job can feel like an emotional decision, but make sure you’re looking at all aspects of the situation. What is the company culture like? Is it a match for your personality? What is the work you’re doing? Is it in line with your future goals? Everything from the salary to benefits and office environment should inform you in your process.

Use a Staffing Agency for More Offers

If you want to have a crack at more possible job offers, you need to get your resume out as many places as possible. Partnering with a staffing agency can give you the advantage you need. They can connect you to more potential employers and match you with opportunities that are a good fit for your skills and background.

Work With a Top Staffing Agency in Houston TX

Are you looking for your next job offer? Meador Staffing, now hiring for jobs in Houston TX, can help. Call us today.


Develop These Communication Skills to See More Success from Your Staff

May 16th, 2019

Communication is the hub of any workplace. Without it, it’s impossible to understand expectations or outcomes. Do you think your staff can benefit from stronger communication skills? Do you think you can? Here are some tips for you to develop these skills and lead by example for your team in the workplace.

Respect for Everyone

As soon as respect breaks down, no one is listening to one another. Don’t allow some people to have a louder voice or interrupt others. Don’t allow people to explain things when they weren’t asked to contribute to the conversation.

Respect is about listening to one another and taking all aspects of the discussion into account throughout the decision-making process.

Active Listening

It’s human nature to listen to someone just long enough to formulate a response. However, this is neither respectful nor productive in communication. Active listening is the ability to listen to everything a person says and internalize it.

To do it, really listen as they’re talking. When they’re done, repeat back what they said so they know that you heard them and ask any clarifying questions.


For good communications skills to be effective, it’s also important to keep an open mind. As soon as you shut yourself down to someone else’s ideas, you’re making a personal statement that they’re not good enough to contribute to the conversation.

Instead, allow yourself and encourage others to really take the time to hear other viewpoints without trying to immediately shut it down in the conversation or in your own minds.

Email Etiquette

Communication goes beyond in-person or over the phone discussions. It’s also essential that you have and encourage good email etiquette. Digital communications can be difficult because we don’t see each other’s body language or hear the tone.

Practice writing clear and concise emails to help everyone in the chain better understand. Know that many people skim information, so put the most important point in the beginning.

Positive Body Language

When you are communicating with someone in person, recognize what your body language is telling them. If you’re looking away or fidgeting or doing something else entirely, you send the message that they’re not important.

A technique called mirroring is very effective. If someone leans forward, you lean forward to. Maintain good eye contact but not too much. And don’t try to spread out or take up more space than you need as that conveys a sense of self-importance.

Work With a Top Staffing Agency in Houston TX

Are you looking for better employees to improve the communication skills of your staff? Contact Meador Staffing today to work with a top staffing agency in Houston TX today.


Summer Networking Tips for Your Job Search

May 9th, 2019

Hiring Houston Jobs

It’s May, and that means the unofficial start of summer is over a long weekend later this month. Is this a good time to refresh your job search and start implementing new ideas to get you in front of the right people at the right time? Summer is a great time to get out and network now that everyone is refreshed and excited to be outside after a long winter and wet spring. Here are some things to consider when you’re adding networking into your routine this summer.

Connect on LinkedIn

If you’re not already on LinkedIn, you should be. If you are on LinkedIn, have you updated your profile lately? This online professional networking tool is the perfect way to create a living resume that even you can refer to if you ever need to update your information.

But it’s also a place where recruiters and hiring managers gather to find top talent for their open positions. If you want to be seen, you need to be available on LinkedIn by creating a complete profile and updating your status regularly.

Make a Plan

Face-to-face networking can be much scarier than online connections, so it’s a good idea to have a plan of attack before you go to a local event. If you have a goal, it’ll be much easier for you to feel comfortable in the network setting.

For example, you can challenge yourself to collect five cards from new people at the event. Or you can volunteer to help you feel useful while still making collections.

Enjoy the Weather

It’s summertime, so get outside. Every time you meet someone new, you have a networking opportunity. So, go to those Memorial Day cookouts and picnics in the park. Take time to meet new people and let them know what you do.

You never know where your next career opportunity will come from, so take time to make those connections.

Follow Up

Once you’ve made a new connection, it’s important that you follow up. Within a few days, review the business cards you’ve collected and send out an email to reintroduce yourself. Remind them where you met and why it’s significant.

You can also ask for a face-to-face meeting to discuss ideas, thoughts, and ways you can help one another. Always do this with a service mindset. Don’t just go into a meeting wondering what they can do for you, be willing to help them as well.

Work With a Top Staffing Agency in Houston

Do you want more networking opportunities this summer? Contact the team at Meador Staffing, now hiring for jobs in Houston TX.


Effective Ways to Overcome Candidate Ghosting in the Hiring Process

April 26th, 2019

Ghosting, a term borrowed from the world of online dating and text-based conversation, is the act of simply ceasing all communications without warning. It happens to companies from time to time when a candidate never responds to attempts to follow up about an open position. Ghosting can have a significant impact on your company and hiring decisions, whether you’re the one doing the ghosting or you’re being ghosted by quality candidates. Do you want to overcome and reduce ghosting in your hiring process? Here’s how.

Text Reminders

Throughout the interview process, be sure to text your candidates’ reminders about their meetings with you. We know that some employers are hesitant to do this, but it can be effective. It isn’t specifically to remind them to attend the interview but to reinforce that you are looking forward to meeting them as well.

This practice can also give you a lot of insight into the candidate. If you send a text and they still ghost, then you know to let that candidate go regardless of their skills. Or some candidates might see this as an invitation to let you know they moved on with their job search, which eliminates ghosting.

Be an Employer of Choice

Of course, you also want to be an employer that people are excited to work for. Why would someone want to work with your company rather than your competition? What do you bring to the table? What do you have to offer a professional who may be interested in your type of position?

Becoming an employer of choice is about the satisfaction of your current team as well. They will be great brand ambassadors if you treat them well and keep them engaged and happy on the job.

Build Relationships

Hiring isn’t just about putting people in seats; it’s about building a long-term relationship. As soon as someone feels like they’re just a cog or that they’re replaceable, they will be less interested in contributing to the greater success of the company.

But you have the power to build positive relationships with current employees and potential candidates. When you build professional relationships with those in your community, you’re opening up your opportunities to people excited to make a difference.

Work With a Top Staffing Agency in Houston TX

How can you reduce ghosting in your hiring process? Contact the team at Meador Staffing today to learn how the team at a top staffing agency in Houston TX can help bring your organization the talent it needs.


Temp-to-Hire – Why It Helps You Learn About the Company

April 18th, 2019

If you’re looking for a new job, have you considered temp-to-hire? If you’re uncertain, it may help to know what temp-to-hire is. It’s a working relationship established by a staffing agency where you work on a temporary basis at a client site with the option to be hired permanently if everything works out. There are a lot of benefits to working a temp-to-hire job, including the ability to learn about the company. How does that work in practice? Let’s take a closer look.

No Long-Term Commitment

Temp-to-hire is exactly that. It means you begin your project on a temporary basis. You don’t have to commit long-term if you discover the position isn’t a good fit for you. If you have a problem within the position, talk to your recruiter about it. They can try to solve the problem or replace you and work on finding a new opportunity.

Making Money

Of course, even for a short-term role like a temporary position, you’re still making money. Working on a temporary basis while looking for a full-time job can give you the extra cash you need. Accepting a temp-to-hire position will give you not only the additional funds but also some glimpse into a potential future.

Inside Track on Future Job

Temp-to-hire, while it starts out on a temporary basis, is mean to convert to full time. You get to know the company and they get to know you. Both of you are looking for a permanent opportunity, so it can be a great way to take on a position to see what it’s about.

No Risk if Not a Fit

To that end, there is no risk to you if it turns out not to be a fit. The company will move on to another candidate and you can talk to your recruiter about finding a new position that might be a better opportunity. The things you learning from this temp-to-hire position can be applied in your continued search so you know what you don’t like as much as what you do like.

Work With a Top Staffing Agency in Houston

Do you think a temp-to-hire position is right for you? Contact Meador Staffing, now hiring for jobs in Houston TX, today, to learn more about temp-to-hire jobs and more about which company is the right fit for you.


Interview Questions to Determine Culture Fit

April 11th, 2019

When hiring a new member for your team, it’s important that you select someone who will be a good fit with your current employees. But how can you tell this information in an interview? A few well-positioned questions can help you see the complete picture of each candidate before making a decision. Be sure to add these interview questions to help you determine if the potential employee is a good fit for your corporate culture.

How Do You Work Independently or As a Team?

You need to have self-starters, so you want to know how they work with limited supervision or direction. But you also want to know how they interact as part of a team. Do they thrive in it? Would they rather be left alone?

Asking them pointed questions about how they work with others will be critical, but this should also be supplemented by contacting their references to verify what they’ve said.

How Do You Handle a Difficult Co-worker?

Sometimes, people work with others who don’t click. The issue isn’t that there’s a personality conflict but how your candidate handled that in the past. How do they work with someone they don’t like? What do they do to ensure a successful working relationship?

You will be able to tell a lot from the stories they share. If they pass the blame off on others or are negative about the situation, they may carry that behavior to your workplace.

What Must You Have in the Workplace?

You want to know what sort of expectations the candidate has when working with your company. Do they expect a lot of extracurricular activities? Do they prefer a conservative or casual environment? Do they expect advancement quickly?

You should also share with them what you do offer to get a feel about their interest in your corporate culture. Talk to them about your values to see if you have a match for long term goals.

How Are You Successful when Being Managed?

Asking what kind of manager they like to work with will give you a lot of information. Maybe you have an environment where the managers are really hands on. If your candidate would rather not interact with management, they may not be a good fit.

The truth is, there are no right or wrong answers to any of these questions, but they can give you insight into the individual and whether or not they’ll be a fit for your environment.

Work With a Top Staffing Agency in Houston TX

Do you want to hire someone to fit in with your corporate culture? Contact Meador  Staffing to learn how a top staffing Agency in Houston TX can help source the right employees!


How Can You Determine What the Real Company Culture Is?

April 4th, 2019

Just like candidates, companies want to put their best foot forward in an interview. They want their top candidates to be interested in their opportunity and working for their company. But how do you know if the company culture they have on display is genuine? You need to dig deeper to make sure you understand the kind of organization you’ll be working with once you accept the job. Here are a few ways to look past what’s on the surface to the real company culture before accepting a job offer.

Dig into the Mission Statement

Step one is to review the company mission statement. This will tell you a lot about their values as an organization. You will be able to see what they included, and what they specifically left out, from their mission to help you draw your conclusions.

You want to work with a company that has shared values. A mission statement can give you a good overview of what the company really stands for.

Ask Specific Questions

Of course, a mission statement is just an overview, so to get into the details you need to ask questions. Don’t be afraid to ask pointed questions about the company culture, interactions between employees, and policies that affect overall culture.

Talk to them about how the team gets along. If there are staff lunches or activities. Ask them about the work-life balance. All of these are a great way to determine the overall company culture.

Learn About a Day in the Life

Another great question in the interview is a “day in the life.” Ask them what a day in the life of their company, and the specific position, looks like. They can give you a basic road map that can help you determine if it would be a good fit.

For example, if the company is very procedure-driven but you’re a more creative spirit, you may want to reconsider whether or not the company is a good fit for you.

Research the Company

Finally, take some time to research the company. Find out if they’ve had any news stories written about them and what light the company is most frequently painted in. You can look at employee review sites, but keep in mind that some of those posts are either sour grapes or advertisements.

The key is discernment. Don’t believe everything you read on social media, but give it a good look. Make your best determination on what is best for your career.

Work With a Top Staffing Agency in Houston TX

Are you looking for the right jobs at the right companies that feature the culture you want? Contact Meador Staffing, now hiring for jobs in Houston TX, to learn how our team of recruiters can help!