Employment Law Disputes for Employees

I now choose to advocate for employees with confidence and excitement.

After three decades of employment law practice for employers, I know exactly how employers succeed and fail in disputes such as yours. As we work together, I will confidently and enthusiastically apply this knowledge and experience to your case. My long career has also developed other resources and connections that can assist us in your case as needed. My relationships within the employment law bar on both sides can promote a positive resolution of your dispute.

The major claims in employment law are described below. While no two disputes are exactly alike, I have handled hundreds of employment disputes, including all these claims.

Employee Claims

It is wrong and unlawful to take terminate employment, demote or force an individual to quit by making their workplace intolerable because of their protected characteristics, including their race, creed, color, national origin, citizenship, immigration status, sex (including pregnancy status), sexual orientation, gender identity, veteran or military status, disability and more.

It is wrong and unlawful to punish people who exercise their lawful workplace rights in good faith by complaining about wrongdoing or asserting the right to be free from discrimination or harassment in the workplace (on all the bases described above).

A wrongful discharge claim is now brought in almost every termination case in the State of Washington.

It is wrong and unlawful to fire employees for refusing to commit an illegal act, for performing a public duty or obligation, for exercising a legal right or privilege (like taking leave or filing a worker’s comp claim) or in retaliation for reporting employer misconduct (whistle blowing), or for other reasons that interfere with public policy.

It is wrong and unlawful for a supervisor or manager to harass an employee based on their gender, gender identity, sexual orientation (or to allow co-workers or visitors to do so).  Sexual harassment is unwelcome conduct that is based on gender (including sexual orientation, gender identity, or pregnancy). Harassment is unlawful where enduring the offensive conduct becomes a condition of continued employment, or the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. 

It is wrong and unlawful to harass employees (or allow harassment by co-workers or visitors) based upon their race, disability, or other protected characteristics. Many of the same principles apply to these claims as do to sexual harassment.

It is wrong and unlawful to not pay employees minimum wage or the agreed wage commissions, incentive pay or salary, or to not pay on time per the agreement or minimum standards set by the law. Washington law provides severe penalties for failing to pay wage or failing to pay them on time.

It is wrong and unlawful to deny hourly employees their lawful meal and rest breaks, or to not pay employees on time as agreed. It is wrong and unlawful to force or pressure an employee to waive their meal breaks if they do not wish to do so.

It is wrong and unlawful to interfere with, or retaliate against, an employee for taking legally-protected absences or leaves of absence. Various laws on the local, state, and federal level provide the right to take a leave of absence, including in cases of domestic violence, the illness or serious health condition of yourself or close family members, the birth or adoption of a child, and military service. This area has complex requirements and merits a consultation if you feel your rights have been denied.

The Process:

We will discuss the best path for resolution of your claim.That may involve sending a letter to your employer or former employer and seeking resolution through direct negotiations and a written agreement. Other times, it may involve filing a charge of discrimination, a demand for arbitration or lawsuit against your employer. Each process has its place and I am experienced in how companies will likely respond. As part of your initial consultation, we will review various employment rights and potential claims, starting with the concern that has you seeking counsel.