PRACTICE AREAS
DISCRIMINATION
We handle state and federal claims against employers who take any adverse action against an employee because of a protected characteristic such as age, gender, race, national origin, disability, pregnancy, sexual orientation, and more.
If you were wrongfully terminated, passed over for promotion, or suffered other workplace discrimination, call for a free consultation with an attorney.
HARASSMENT
We handle state and federal claims against employers who illegally harass employees, or permit others to harass their employees, and who create a hostile work environment for their employees. This includes sexual harassment, harassment due to race, age, disability, sexual orientation, and other forms.
Sexual harassment is also prohibited by trusted professionals who take advantage of their power over those who rely on their services, including doctors, lawyers, teachers, and others, and we handle claims for illegal sexual harassment in professional relationships as well as employment relationships.
If you have suffered workplace harassment or professional harassment, call for a free consultation with an attorney.
RETALIATION
We handle state and federal claims against employers who take adverse action against employees in retaliation for any "protected activity" by the employees.
Some protected activities include reporting any suspected discrimination or harassment, reporting any suspected illegal practices at work, refusing to participate in illegal practices at work, requesting accommodation for a disability, and taking protected medical leave.
If you were terminated, passed over for promotion or suffered other adverse action in retaliation for a protected activity, call for a free consultation with an attorney.
WAGE & HOUR
We handle claims against employers who violate various wage and hour laws including paying less than minimum wage, not paying overtime, not providing meal and rest breaks, not providing correct wage statements each pay period, and more.
We also handle claims against employers who incorrectly treat an employee as an independent contractor, or who treat an employee as exempt from overtime and breaks when the employee is not exempt. Note -- just because you receive a salary, you may not be exempt from overtime and break requirements.
If you believe your employer is violating any wage or hour laws, or is wrongly treating you as an independent contractor or as exempt from overtime and breaks, call for a free consultation with an attorney.