Texas Monthly consistently names Mr. Chapman one of the state's ”Super Lawyers,” and D Magazine has recognized him on its lists for both ”Best Lawyers Under 40” and ”Best Lawyers in Dallas.”  Mr. Chapman is the only employment law defense attorney to have received all of these distinctions.  He is the counsel of choice for many high profile companies. Representative clients include Southwest Airlines, Hertz Corporation, Greyhound, FedEx Kinko's, Occidental Chemical, Children's Medical Center, la Madeleine, D.R. Horton, and the Dallas Bar Association itself.

Various publications have relied upon Mr. Chapman as a commentator on employment law issues, including the Dallas Morning News, Law Office Administrator, Staffing Success, and the Journal of Corporate Recruiting Leadership.  He is a frequent speaker at employment law seminars, routinely receiving positive reviews for his ability to explain complex issues in a straightforward manner.

Mr. Chapman received his B.A. in behavioral sciences and political science from Rice University, graduating cum laude.  He then attended SMU School of Law on a full merit scholarship, graduating cum laude and as a member of the Order of the Coif.  Mr. Chapman served as a judicial law clerk to Judge Robert Parker on the Fifth Circuit Court of Appeals.  He is a past Chairman of the North Dallas Chamber of Commerce, where he oversaw the most successful financial year in the 53-year history of the organization.  Pursuant to appointments by the Dallas City Council, Mr. Chapman served on the city's Civil Service Board, which considers personnel disputes, and currently serves on the city's Park and Recreation Board.  His opinion pieces on community issues have appeared in the Dallas Morning News and the Dallas Business Journal.

Representative Trials:

Sooter et al. v. Jefferson Dental Clinics, P.C.  Three weeks after four women complained about sexual harassment by the CFO, one woman quit and the company fired the other three, claiming they had been insubordinate.  After a seven-day trial, the jury unanimously found for the employer.  When the EEOC filed its own lawsuit on the same facts, the court ruled the judgment in the first lawsuit barred the EEOC from pursuing monetary relief or reinstatement on behalf of the individuals, even though the EEOC had not been a party to the first lawsuit.  The Daily Labor Report, a national publication covering high-profile cases, featured the court's ruling.

Jones v. Grinnell Corp.  A long-term, older employee sued for age discrimination after a younger supervisor terminated his employment, despite the terminated employee's positive performance evaluations.  Following a four-day trial and an appeal to the Fifth Circuit Court of Appeals, the court ruled in favor of the employer on all claims.

Long et al. v. Eastfield College.  Two women, one a human resources assistant, repeatedly complained about race and sex discrimination.  The employer terminated their employment.  After a four-day trial, the jury unanimously found for the employer.