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Age Discrimination
The Age Discrimination in Employment Act ("ADEA") prohibits discrimination on the basis of age. The Drinnon Law Firm, PLLC., handles claims of age discrimination, from the filing of a claim through trial.
Title VII - Race Discrimination
Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of, among other things, race, color, and national origin. Title VII also prohibits an employer from retaliating against an employee who has either complained of such discrimination or engaged in other protected activity, such as participating as a witness in a claim of discrimination.
Sexual Harassment
Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of gender. The prohibition on gender discrimination also covers sexual harassment. Sexual harassment can include sexual advances, requests for sexual favors, and other verbal, nonverbal, or physical conduct of a sexual nature. The anti-retaliation provision of Title VII protects employees who complain of alleged gender discrimination/sexual harassment. This office handles matters involving claims of sexual harassment and gender discrimination/retaliation.
Wrongful Termination
When an employer terminates an employee in violation of a federal or state law, the employer has wrongfully terminated an employee. If an employer terminates an employee due to his or her race, color, religion, sex, national origin, or because the employee raised complaints about one of these categories of discrimination, the employer has violated Title VII of the Civil Rights Act of 1964. When an employer terminates an employee on the basis of his age or for complaining of age discrimination, the employer has violated the Age Discrimination in Employment Act (ADEA). An employer violates the Americans with Disabilities Act (ADA) when it terminates an employee because of his or her status as disabled or for engaging in protected conduct, such as requesting reasonable accommodations. An employer violates the Family Medical Leave Act (FMLA) when it fires an employee for requesting FMLA leave. An employer that is a publicly traded corporation violates the Sarbanes- Oxley Act of 2002 when it terminates an employee for reporting certain types of fraudulent activity.
Our office handles all of the above types of wrongful termination and wrongful discharge claims.
Non-Competition Agreements
These agreements, also known as "covenants not to compete" and "restrictive covenants," restrict an employee, after leaving his or her current employer, from obtaining certain types of employment. The agreements prevent the employee from obtaining certain types of employment within a specified duration and geographic area. Our office regularly reviews non-competition agreements and assesses their enforceability. We also have experience in drafting non-competition agreements and arbitrating or litigating when disputes arise.
Employment Contracts
Formal contracts usually govern nearly all aspects of an employee's employment. Drinnon Law Firm drafts and negotiates enforceable terms of employment contracts. When disputes do arise, the firm deftly handles any breach of contract actions that arise, including wrongful termination and wrongful failure to pay contractual wages.
Wage Disputes
Employers are required to pay employees for all wages due in return for labor or services rendered. The Fair Labor Standards Act requires employers to provide certain employees overtime pay for hours worked in excess of 40 per week. An employer who wrongfully withholds wages may be liable for damages. Our office handles wage disputes, including claims for unpaid commissions, bonuses, overtime pay, vacation, paid time off, travel time, comp time and payroll deductions.
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