Employment Law Resources

Employment law sits at the intersection of federal statutes, state statutes, and administrative rules that most workers never hear about until something goes wrong at their job. Title VII, the ADA, the ADEA, the FMLA, the Fair Labor Standards Act, and a patchwork of state civil rights codes and wage acts all create separate rights, separate agencies, and separate deadlines. Many claims must first be filed with the EEOC or a state agency before a worker can even walk into court.

That is what makes employment cases trickier than people expect. An employee who waits too long to file with the right agency can lose a case that would otherwise have been strong on the facts. A wrongful termination that feels obviously unfair may or may not be illegal depending on whether the worker was in an at-will state and whether a protected category or protected activity was involved. Wage and hour claims turn on job duties and exempt-vs-non-exempt classifications, not on what a contract or employee handbook happens to say.

In my 32 years, I have seen how quickly employers and their counsel move to build a paper trail once an employee pushes back. George Goldberg and our team have represented workers in discrimination, harassment, retaliation, wrongful termination, FMLA interference, disability accommodation, and unpaid wage claims across multiple states. We know the administrative rules cold, and we move quickly to preserve evidence before it disappears.

Below are our articles on employee rights, what to document, how to preserve communications, and how to decide whether to file an internal complaint, an agency charge, or a lawsuit. The FAQ addresses the most common questions we get from workers who are still on the job and afraid to lose it.

If you are being treated unfairly at work or have already been fired, call us before your deadlines run out. Consultations are free and confidential. 1-888-352-9243