know your rights

Wrongful Termination

Our experience and commitment to this field allow us to handle the full gambit of labor and employment law matters you may be facing. Our state and/or federal laws protect you from harassment, discrimination and/or retaliation because of your age (over 40), disability, medical condition, medical leave, gender, sex, military service, race, sexual orientation, and other protected classes. There are also laws to protect you from retaliation or adverse action because you disclose, or “blow the whistle” on suspect, illicit, fraudulent, or illegal activities by your employer.

Areas of expertise

How We Can Help


It is important that these complaints be carefully drafted before they are filed, since the failure to do so can result in losing and/or limiting a client's legal rights, and monetary remedies down the road.


This is a key point in the proceeding. Failure to provide effective responses may result in a finding of “no probable cause to believe discrimination has occurred” and your complaint may be dismissed.

Settlement, Mediation, Conciliation

Our attorneys can assist you in moving through these processes with your eyes open so you do not get taken advantage of, and obtain your best result.

Administrative Hearings

In the event your case cannot be settled, we stand ready to pursue any and all avenues of litigation and appeal to ensure that your voice is heard and that you get your “day in court”.

Wrongful Termination?

Under most circumstances, employment is “at-will” meaning either the employer or employee may terminate the employment relationship at any time and for any reason or no reason, even if unfair. However, there are exceptions to this general rule which prohibit employers from taking adverse actions against employees (including termination). For example, an employer is prohibited from terminating an employee because of protected class status such as age, race, gender, disability, etc.; because the employee exercises a right such as requesting accommodation for a disability or taking medical leave/FLMA; or because the employee engages in statutorily protected speech such as expressing opposition to discriminatory treatment or harassment, reporting unsafe working conditions or other “whistleblowing” activity.

In addition to the above-referenced exceptions to the employment at will doctrine, there are also public policy exceptions that limit an employer’s ability to terminate an employee. Colloquially known as “wrongful termination” or “wrongful discharge,” these laws prohibit an employer from firing an employee for reasons that are not in the interest of the public. For example, an employer may not fire an employee who refuses to break the law, attends jury duty and a finite number of actions.

Protections Against

plan of action

Our Approach

Our attorneys are available to directly address your concerns, and put our many years of experience to work for you. Though the events and “drama” that arise in the workplace can often be confusing and emotionally taxing, our legal team deals with these matters on a daily basis. We can therefore provide you with a level head, as well as a well-rounded approach.



We quickly identify the root of the specific problem you are facing at work.



We explain clearly where you stand with respect to your legal rights.



We disclose your options and likelihoods for obtaining a favorable outcome.

We Will Help You Every Step Of The Way

We plead that good legal service starts by alleviating the “ulcer” that comes from not knowing your legal rights, and replacing that with a definitive, smart and practical strategy, moving forward.