FREE Consultation with an Experienced & Aggressive Employment Attorney. Get the Compensation You Deserve.

If you've never been helped by an employment lawyer before, you might be surprised to know that there's no initial or upfront cost. Lawyers put up their own money to get you the highest settlement possible. They only get paid if they win your case.

Our attorneys work with all facets of labor and employment law, but specialize in the following types of issues:

• Sexual Harrassment
• Wrongful Termination
• Wage & Hour Claims

For these and all other employment related issues, feel free contact our friendly intake staff. They will connect you to the right specialist attorney depending on your specific issue.

It's true that almost any employee can be fired for poor performance, but federal and state laws protect employees from termination due to:

• Discrimination based on sex, race, ethnicity, age, disabilities or religion
• Harassment, including sexual harassment
• Retaliation for filing a claim of harassment, discrimination or whistleblower action
• Retaliation for supporting a protected person who filed a claim
• Retaliation for taking leave allowed by the Family Medical Leave Act
• Violations of labor laws

Many of these carry statutory penalties, while some could result in monetary damages. Lastly, a few of these infractions may merit punitive damages or offer the potential to pursue all the parties involved. To review your claim, contact one of our experienced employment and labor attorneys so they can review your case.

No. Federal law prohibits retaliation against employees who report unlawful employment practices or who file a claim for workplace discrimination. You are also protected from retaliation for appearing as a witness in another employee’s sexual harassment lawsuit.

The harasser’s actions may be a crime, depending on the state in which they occurred. If the sexual harassment consisted of a physical attack, criminal sexual conduct, stalking, threats or another crime, the harasser may face criminal penalties.

While there are certainly many more, here is a list of some of the most common types of wage & hour claims:

• Unpaid Overtime: Overtime rules determine which employees are eligible and which are exempt from overtime pay. If an employee is exempt, that means that the employer does not have to pay for the hours they have worked over the regular 40 hours a week. Most exempt employees are senior employees working in so-called “white-collar,” managerial positions. According to this latest Department of Labor rule, employees that earn less than $684 per week should be paid for overtime hours, even if they hold a managerial or senior title. If you feel you've been underpaid for overtime hours worked, contact us to speak with and employment attorney.
• Unpaid Meals and/or Rest Breaks: Every employee has a right to take time to eat lunch and take rest breaks during their shift. If the employer mandates employees to work through lunches and rest breaks, the employee should be paid for that time.
• Compensatory Time: Sometimes employers tell their employees to work overtime, stating that they will receive compensatory time off in the future for the extra hours they worked instead of giving them the overtime pay that the employee has earned.
• Unpaid Training, Meetings, and Lectures: If employees are mandated to spend work time at lectures, seminars, meetings, or training events, they need to be paid for the time they dedicated to these activities.
• Work Travel: An employer cannot count work-related travel time as unpaid. If the employee is traveling for work, they must be compensated for the time spent traveling.
• Minimum Wage Violations: The federally mandated minimum wage in the U.S. is $7.25 per hour. Employers sometimes charge employees for things that occur during the course of a work shift, such as customers leaving without paying, and a variety of other miscellaneous expenses that can bring the employee’s hourly wage down to under $7.25 per hour.
• Unpaid or Underpaid Overtime: According to the FLSA, if a non-exempt employee works more than 40 hours in a seven-day period, they are entitled to make an hourly wage of 1.5 times their normal hourly wage for each overtime hour worked. If an employer either doesn’t pay overtime wages at all or improperly calculates overtime pay in order to pay employees less than they earned, employees are entitled to back pay for those unpaid wages.

Regardless of your legal status, a lawyer will help you get the justice you deserve.