Hello and thanks so much for choosing this forum to pose your important legal question. I will do my best to give you some honest and accurate guidance as I answer your question.

1. I am a licensed Texas attorney with criminal law and labor and employment law experience. I will be glad to try and answer your question. I hope that the following information will be helpful to you, but please just write back if you have any follow-up questions or need clarification on anything after reviewing the following information. Thank you for taking the time to write back and supply the additional requested information, which was helpful to my analysis of your inquiry. I would be glad to interact with you further if needed after you click "Accept" to process my answer. Please allow me to say that I am truly sorry for your circumstances, and I hope everything gets resolved appropriately for you in this matter.
2. I have some mixed news to share here -- good news from a criminal law perspective, and less encouraging news from an employment law standpoint. Here is what I mean by that statement. You have absolutely nothing to prove here. The Constitutional presumption of innocence is absolute, and the prosecution would solely bear the burden of proving each and every element of any charge against you by a preponderance of the evidence. This is the highest standard in our judicial system, and absent some compelling evidence (i.e. video tape, corroborating testimony from credible witnesses), I can see virtually zero chance of the police or the prosecutor taking any action if the woman does indeed file a report. I say "virtually" because, of course, I cannot make any firm guarantees. The botXXXXX XXXXXne, however, is that the criminal justice system already suffers from a strain in resources. Based on what you have related here, I think this is an entirely empty threat.
3. Turning to the civil side of the law, in terms of your employment the news is not good. In other words, unfortunately under Texas law your employer has every right to suspend you. In fact, the employer could lawfully terminate you even though the allegations are entirely unfounded. This is indeed sad, but nevertheless many time employers feel there is too much liability in retaining an employee under a "cloud" of suspicion. As long as the employer is not violating the terms of a written contract of employment, or disciplining/terminating you based on illegal discriminatory grounds (age, sex, religion, race, national origin, disability). The employer does not even have to provide you with any reason, or advanced notice, again provided such is not required pursuant to a written contract.
4. Now, having said all of that, I would absolutely give serious consideration to filing a civil suit against this woman citing grounds of defamation. Each day that passes without receiving your wages serves to compound your monetary damages. I would encourage you to confer with an attorney just as soon as possible to explore your options to seek redress of this ridiculous situation. The cheapest way to do this would be to schedule a session for $20 through the State Bar of Texas Lawyer Referral Information Service. Frankly, considering all of the past, present and future harm this creates, you have one of the most compelling defamation cases I have seen in a good while.

I hope that this information has been helpful to you. If we can be of any further assistance please free to use our service again. Best wishes for a successful outcome.

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The information provided is general in nature only and should not be construed as legal advice. By using this forum, you acknowledge that no attorney-client relationship has been created between you and Benjamin M. Burt, Jr., Esq. You should always consult with a lawyer in your state.

Expert:	LawHelpNow
Pos. Feedback:	99.0 %
Accepts:	3729
Answered:	8/18/2009

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