Wrongful Termination

An action for wrongful termination arises where the employer violates a public policy that is based on a constitutional or statutory provision. If your employment has been terminated because you took a medical leave, complained about unsafe work conditions, disclosed your wages, or refused to engage in unlawful conduct, you may have a wrongful termination claim.

Additionally, if you were terminated because of your race, religion, national origin, physical or mental disability, medical condition, gender, age, or sexual orientation, you may have a claim for discrimination as well as a claim for wrongful termination.

If you feel that you have been wrongfully terminated, you should contact us to help you determine if you have a wrongful termination claim.

Discrimination

It is well settled law that an employer must treat you equally regardless of your race, religion, national origin, physical or mental disability, medical condition, gender, age, or sexual orientation. If you feel that you have been denied employment, terminated from your employment, denied a raise or benefits, or a leave of absence as a result of your race, religion, national origin, physical or mental disability, medical condition, gender, age, or sexual orientation, you should contact us to help you determine if you have a discrimination claim. 

Sexual Harassment

It is unlawful for a supervisor or co-worker to create a hostile work environment or make sexual advances at work. Sexual harassment need not be based on sexual desire, it can me male on male or female on female as well. Some examples of sexual harassment are:

• Unwelcome touching of a sexual nature
• Making sexual advances (verbally or non-verbally)
• Making offensive comments
• Displaying sexually explicit images/videos/cartoons/objects

If you feel that you are a victim of sexual harassment, you should contact us to help you determine if you have a sexual harassment claim.

Wage Violations           

Off the Clock

Making employees work off the clock or rounding time at the beginning or end of the shift

Making employees clock out for lunch but still making them work

Overtime

Not paying time and a half for time over 8 hours in a day or 40 in a week

Not including commission, bonuses, or other compensation in to the overtime rate

Meal Breaks

Not providing employees with an uninterrupted 30 minute meal period before the fifth hour of their shift where they are free to leave the work premises

Not paying an extra hour of pay for every missed meal break

Rest Periods

Not providing employees with an uninterrupted 10 minute rest break where they are free to leave the premises for every 4 hours worked or major fraction thereof.

Wage Statements

Not providing all required information on paystubs (such as total hours worked, pay rates, employer name and address, etc.)

Expenses

Not reimbursing employees for all their expenses