FMLA/Medical Leave Retaliation
This is one of the common types of employment related claims, as employers are often seeking to retaliate against employees that are forced to take time off due to medical reasons. If you have been subject to an adverse employment action (termination, demotion, PIP, etc) that you believe is due to requesting or taking time off for medical reasons, there is a strong chance that you have a legal claim against your employer.
Pregnancy or Maternity/Paternity Leave Discrimination
Pregnancy discrimination claims are more common than ever in today’s workplace, as employers often seek to terminate employees prior to or shortly after taking a pregnancy related leave. If you have been terminated after informing your employer that you are pregnant or shortly after taking a maternity or paternity leave (this applies to males as well), there is a good chance that you have a legal claim. In addition, if you have been subject to an adverse action (termination, demotion, PIP, etc.) due to requesting pregnancy related accommodations in the workplace, there is also a chance that you have a legal cause of action.
Discrimination
It is unlawful for an employer to discriminate against an employee based on being the member of a protected class (race, age, sex/gender, disability, religion, national origin, sexual orientation, gender identity, etc.). This can mean discriminatory comments, differential treatment between employees of different protected classes, hostility due to an employee being a member of a protected class, etc. If you have been subjected to an adverse employment action (termination, demotion, PIP, etc.) that you believe is rooted in discrimination, please contact us for a free case evaluation.
Sexual Harassment
An employer is required to maintain a workplace that is free from sexual harassment. If you believe you have been subjected to sexual harassment in the workplace and/or have been retaliated against for raising concerns about sexual harassment, please contact us for a free case evaluation.
Failure to Grant Medical Accommodations
An employer is required to grant an employee’s request for medical accommodation in the workplace, so long as it is reasonable and does not pose an undue hardship on the business. If you have been denied a request for accommodation and/or have been retaliated against for requesting one, please contact us for a free case evaluation.
Severance Package Negotiation
Employers often provide employees with a severance package upon termination. Most severance packages require an employee to enter into a release of all legal claims in order to receive the severance compensation. If you believe you have been wrongfully terminated, it is best to consult with an attorney prior to entering into the proposed severance agreement. Please contact our firm for a free case evaluation and we will let you know if we believe your situation is one in which we believe we have a chance to negotiate a more favorable package.
Current Employees with Issues
If you believe you are being treated unlawfully in the workplace as a current employee, it is best to consult with an attorney prior to being terminated or resigning your position. Oftentimes, if an employer is treating a current employee unlawfully, an attorney is able to negotiate a resolution, prior to the situation escalating to the point of a termination or resignation. Our firm is happy to provide you with a free case evaluation if you are a current employee that is experiencing mistreatment in the workplace.
