Practice areas

Employment

Wrongful Termination

Losing a job can be more than unfair. It can be unlawful when the decision is tied to discrimination, retaliation, protected leave, wage complaints, disability needs, or other protected activity.

Terminations after complaints to HR, supervisors, agencies, or co-workers
Firings connected to disability, pregnancy, race, sex, age, religion, national origin, or protected leave
Severance and separation-agreement review, and evidence preservation after a firing

When The Story Does Not Add Up

Timing, shifting explanations, comparators, paper trails, and witness accounts can turn a bad firing into a legally significant case.

Sexual Harassment

Workers should not have to endure sexual comments, pressure, unwanted touching, threats, retaliation, or a workplace where reporting the conduct makes things worse.

Hostile work environment and quid pro quo harassment under Title VII
Retaliation after reporting harassment or supporting another worker
Preserving messages, screenshots, witness names, and timeline evidence

Your Workplace Should Not Be A Trap

Harassment cases often require both urgency and care. The next move should protect the worker, the record, and the available remedies.

Unpaid Wages

Pay disputes can involve unpaid overtime, off-the-clock work, withheld commissions, tip issues, final pay, misclassification, and deductions that should not have happened.

FLSA overtime, minimum-wage, and misclassification matters, and Equal Pay Act claims
Commission, bonus, tip, vacation and sick-leave pay, and final paycheck disputes
Pay records, schedules, message history, and written policy review

Recover What You Earned

Wage claims are built from records. The strongest approach usually starts by organizing the documents before the employer controls the narrative.

Discrimination

Discrimination can show up as discipline, pay differences, promotion denials, harassment, scheduling, leave interference, demotion, or termination.

Race, sex, pregnancy, disability, age, religion, national origin, and related protected-status claims under Title VII, the ADA, the ADEA, and Section 1981
Unequal treatment, biased discipline, hostile work environment, and failure to promote
EEOC charges, EEOC mediation, right-to-sue notices, and federal court litigation planning

Name The Pattern

Employment cases are rarely about one sentence or one meeting. We look for the pattern, the documents, and the decision-makers behind the result.

Retaliation

Employers cannot punish workers for protected complaints, accommodation requests, wage concerns, leave, whistleblowing, or participation in an investigation.

Write-ups, demotions, schedule cuts, suspensions, and termination after protected activity
Retaliation under Title VII, the ADA, the FMLA, and the FLSA, and reporting issues with tight timing questions
Documentation strategy before and after the employer escalates

Speaking Up Should Not Cost Your Job

Retaliation often turns on sequence. A clear timeline can make hidden motive much easier to understand.

Accommodations & Leave

Workers may have rights when they need a disability accommodation, medical leave, pregnancy-related support, caregiver time, or a protected return to work.

ADA accommodation requests, interactive-process breakdowns, and medical inquiry issues
FMLA interference, leave retaliation, and return-to-work disputes
Pregnancy protections under the Pregnant Workers Fairness Act and Title VII, and FMLA leave

Protect Stability Before It Breaks

Accommodation and leave disputes can move quickly. The goal is to preserve income, dignity, and proof before an employer forces a bad outcome.