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When your livelihood is threatened by discrimination, harassment, or illegal retaliation, you need an attorney who isn't afraid to fight back. We level the playing field.
Corporations have HR departments and legal teams designed to protect them. When they violate your rights, you need someone in your corner who knows how the other side operates and isn't afraid to hold them accountable.
We bring a unique perspective: our attorney has represented employers and even served as an Administrative Law Judge. We know how the defense prepares, what arguments they'll raise, and where their cases are weakest.
Race, sex, age, disability, religion, and national origin discrimination claims.
Quid pro quo and hostile work environment claims under Title VII.
Punished for EEOC complaints, whistleblowing, or exercising legal rights.
Fired for illegal reasons: whistleblowing, retaliation, public policy violations.
Attorney review of severance agreements before you sign away your rights.
Unpaid overtime, FLSA collective actions, misclassification, and tip violations.
Federal and state laws prohibit employment discrimination based on protected characteristics. Discrimination can be direct (explicit bias) or indirect (neutral policies with disparate impact).
No one should have to choose between their dignity and their paycheck. Unwanted advances, offensive comments, or a workplace culture of intimidation are actionable under the law.
"This for that"—when a supervisor conditions job benefits (promotion, raise, continued employment) on sexual favors, or threatens consequences for refusing. A single incident can establish a claim.
Conduct so severe or pervasive that it alters your working conditions. Evaluated by: frequency, severity, physical threats, interference with work performance, and whether a reasonable person would find it hostile.
Retaliation is the #1 allegation filed with the EEOC—and for good reason. Employers who face complaints often react by punishing the messenger. This is illegal, even if the underlying complaint is ultimately found to have no merit.
Filing EEOC charges, complaining about discrimination internally, participating in investigations, refusing to engage in illegal conduct, filing workers' comp claims, whistleblowing.
Termination, demotion, pay cuts, poor evaluations, undesirable transfers, schedule changes, increased scrutiny, exclusion from meetings, negative references.
Retaliation claims often succeed even when the underlying discrimination claim fails. You don't have to prove discrimination actually occurred—only that you had a reasonable, good-faith belief that it did. Close timing between protected activity and adverse action creates a strong inference of retaliation.
| Claim Type | Deadline | Notes |
|---|---|---|
| Title VII (Discrimination) | 300 days (EEOC) | From discriminatory act |
| ADA (Disability) | 300 days (EEOC) | From discriminatory act |
| ADEA (Age 40+) | 300 days (EEOC) | From discriminatory act |
| Wrongful Termination (State) | 2 years | From termination date |
| Right to Sue (Federal) | 90 days | From receipt of letter |
These deadlines are strictly enforced. Courts regularly dismiss meritorious cases filed even one day late. If you believe your rights have been violated, consult an attorney immediately. Time is not on your side.
The law protects you, but only if you act. Deadlines for filing claims are strict, and evidence fades. We work on contingency—you pay nothing unless we win.
No Fee Unless We Win