Fortunately, most workplace problems are resolved “in-house” with neither side having to call in the lawyers. But sometimes employees need someone to fight for their rights. And sometimes employers, even the most well-meaning, need advice or advocacy to negotiate the maze of ever-changing employment and labor laws.
At Dumas Law Group, we will listen to your case, whether you are an employee or an employer. We only take cases we think have merit and are worthwhile. We will honestly give you our analysis of the problem and lay out your options.
Employees seeking compensation for wrongful treatment by employers or others in a position of authority over your jobs can talk to us about possible claims or other solutions. We zealously advocate on behalf of employees seeking to secure compensation in claims including:
- Wrongful Termination: Being fired in violation of employment contract, public policy, or through fraud or misrepresentation
- Implied Contracts: Even “at will” employees may have implied contracts
- Sexual Harassment: Hostile work environment, sexual advances, and other forms of gender discrimination
- Employment Discrimination: Being fired, demoted, or not promoted because of age, race, gender, religion, disability, or other protected status
- Whistleblower Cases: Retaliation for reporting violations of law or other wrongdoing
- Retaliatory Discharge: Being fired for reporting harassment, discrimination, or other wrongdoing
- FMLA: Violations of the Family and Medical Leave Act related to pregnancy or other medical issues
- Personal Injury: Job-related assault, sexual assault, rape, or other criminal attack
Employers do not need to talk to a lawyer every time they evaluate, discipline, or even fire a worker. But laws and regulations governing employment change all the time. Courts and government agencies are constantly changing the interpretation of laws, even those that seemed solid. Unfortunately, not keeping up with these changes can get employers in trouble, even leading to large damage awards to employees, on top of high attorney fee bills.
Sometimes the cost-effective answer is to prepare in advance to avoid employee problems before they surface. Sometimes you need a lawyer to defend you when an employee or former employee threatens or files a formal government complaint or a lawsuit. Consider talking to an employment lawyer about the following tasks and issues:
- Contracts and Agreements: Review and troubleshooting employment contracts, severance agreements, and releases
- Policies and Handbooks: Make sure your policies don’t violate laws regarding overtime pay, family leave, final paychecks, safety and health rules, etc.
- Firing an Employee: Especially if you worry the employee may sue
- Big Changes: Layoffs, changes in retirement programs, discontinuing or changing a benefit program
- Claims and Complaints: BOLI, EEOC, or other agency claims by employees, prior to or instead of a civil lawsuit
- Lawsuits: If a current or former employee sues you, call a lawyer right away; employment lawsuits are complex and usually require a response or appearance within just a few weeks