What types of employment law cases do you handle?

As employment lawyers, we handle cases involving workplace disputes. Often, we represent employees who suffered mistreatment like wrongful termination, retaliation, discrimination, sexual harassment, and unpaid wages. As employment lawyers, we also represent whistleblowers.

Can I sue my employer for firing me?

You can sue your employer for firing you if they violated a law or one of your legal rights. Most states follow an at-will employment doctrine, which means that an employer can terminate your employment for any reason (or no reason), at any time. Exceptions apply if you were fired due to discrimination, retaliation, or whistleblowing. If the termination directly violates your employment contract, you may also have cause to sue.

How do I prove sexual harassment?

To prove sexual harassment, you need to collect evidence that the conduct was unwelcome and affected your ability to work. File a complaint with HR and ask for a copy. Keep a record of any written harassment, such as in emails and texts. If colleagues witnessed it, ask them to make a formal statement. If the harassment is ongoing, write down the date, time, and nature of each interaction. This log will demonstrate the extent of the misconduct.

What are the protected classes under the law?

State and federal laws protect groups of people from workplace discrimination. These protected classes include race, color, religion, sex, gender identity, sexual orientation, pregnancy, national origin, age, disability, and genetic information. Some states also classify marital status and military status as protected characteristics. Employers can consider protected classes when making decisions on hiring, firing, pay, or promotions.

What counts as pregnancy discrimination?

Pregnancy is a protected class. Discrimination occurs if an employer makes decisions due to pregnancy, childbirth, or related medical conditions. Examples of pregnancy discrimination are firing or not hiring an employee after finding out they are pregnant, refusing to make reasonable accommodations like moving an employee to light duty, sexual harassment, violating medical or family leave laws, and retaliating after maternity leave.