Employment Discrimination

Most workers today are "at-will" employees. Which is employment undertaken without a contract and that may be terminated at any time, by either the employer or the employee, without cause. Employment at will is the default rule in 49 states, Montana, by statute, is the exception.

Because contract law provides few rights for most workers, numerous anti discrimination legislative interventions were designed to address the perceived deficiencies of the at-will regime. On the federal level , these include:

The Family and Medical Leave Act (FMLA) regulates leave policies.
The Fair Labor Standards Act (FLSA) regulates Workplace safety.
The Employee Retirement Income Security Act (ERISA) regulates pension and fringe benefits.
The Employee Polygraph Protection Act (EPPA) regulates privacy protection.
The Workers Adjustment and Retraining Notification Act (WARN) regulates layoffs.
The False Claims Act regulates Whistleblower protection.

The enactment of Title VII as part of the Civil Rights Act of 1964 marked a legal landmark.Title VII marked the first comprehensive national attack on the problem of employment discrimination. Subsequently, Congress passed additional statutes, most notably the Age Discrimination in Employment Act of 1967 (ADEA), prohibiting discrimination against older workers, the Americans with Disabilities Act of 1990 (ADA), barring discrimination against individuals with disabilities, and the Pregnancy Discrimination Act in 1978. More recently, Congress acted to overturn restrictive judicial interpretations in both the American with Disabilities Act Amendments Act of 2008 and the Lilly Ledbetter Fair Pay Act, passed in 2009.

Most federal statutes have state analogs, some of which provide substantially more employee rights than do their federal counterparts. Some groups of employees have their own sources of protection - public sector workers have constitutional rights, and civil servants and public school and college and university teachers have tenure systems.

We understand that you may be uncomfortable with filing a lawsuit against your employer, and may not be certain how to approach your issue without facing major consequences. That's why we're here to help.

During a free consultation with our attorneys, you'll have a chance to discuss the details of your situation at length with a legal professional who has the knowledge and the resources needed to aggressively represent your rights.

Regardless of the type of unfair treatment that you've experienced, you can depend on our employment law attorney to fight for your legal rights at every step of your case. From unpaid overtime to paycheck disputes and everything in between, we are fully qualified to handle any type of case involving improper conduct on the behalf of any employer. If we determine that you've been improperly treated by your employer, you may be entitled to legal compensation to make up for the problems you've faced in the workplace. We never charge you any fees unless we recover money for you, so you can be certain that you'll only pay when your case is won.