Employment Law

Wage and labor laws have changed quite a bit since the founding of the United States. The first labor laws put in place were primarily created to ensure that the average worker was getting paid a fair and livable wage, that children weren’t being exploited for labor, and that workers weren’t being overexerted to the point of risking their health or safety.

Over time, the U.S. has added more and more employment laws to its repertoire. Looking back at the first labor laws, it’s clear just how far we as a nation have come in regard to protecting our citizens from unsafe and unfair working conditions. Still, injustice continues to find its way into the modern work world, which is why labor laws are ever-changing. As an employment law attorney, my mission is to do my part in fighting for both employees and employers when work-related wrongs take place.

Discrimination & Wrongful Termination

The most common employment law disputes by far are rooted in the realm of discrimination and wrongful termination. If an employer fires or unfairly treats an employee based on any qualities that are unrelated to their qualifications and/or work performance (such as their age, race, sex, gender identity, sexual orientation, marital status, physical appearance, or political viewpoints), that employer has broken the law.

In the workplace, discrimination can come in many forms. Often, it refers to wrongful termination — meaning the employer fired a worker for reasons such as those listed above. In many other situations, though, discrimination may rear its ugly head by means of sexual harassment, favoritism, denial of compensation or benefits, unequal distribution of salary or bonuses, or in a number of other ways. As an employment law attorney, my objective is to get to the truth of the situation at hand and resolve the matter as peacefully as possible.

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Other Employment Law Disputes

There are countless other legal disputes that arise in the work world, and the list below is by no means comprehensive:

  • Non-competition agreements
  • Unfair labor practices
  • Denial of time off work for legitimate, legal reasons
  • Unsafe working conditions
  • Violations of worker privacy

Again, this is simply a quick rundown of some common workplace disputes, each of which I work to resolve amicably and to the benefit of both parties involved.

Who Is Liable for These Injustices?

Liability depends on the circumstances of the injustice at hand. Sometimes, the at-fault party is the employee or supervisor who did the discriminating, firing, or whatever violation may have occurred. In other cases, the employer itself is held responsible for allowing the wrongdoing to happen. For instance, if a supervisor is found guilty of workplace harassment, the employer may be held accountable for that supervisor’s actions as a consequence of not preventing the harassment in the first place. The most important thing to keep in mind when handling these situations is that taking a level-headed approach is vital to resolving the conflict effectively.

Let’s Work Together

There are many factors that go into determining fault for workplace injustices. That’s why it’s important to put a knowledgeable employment law attorney on your side — one who cares about discovering and unveiling the truth. If you choose to retain me as your legal counsel, I will work to do just that — find the truth, make it known, and fight for a just resolution.