RELIEF. NOT REVENGE.
EMPLOYMENT LAW IS OVERWHELMINGLY COMPLEX. EVERY DAY, EMPLOYEE VICTIMS OF DISCRIMINATION SUFFER UNNECESSARY HARDSHIP AND UNKNOWINGLY GIVE UP RIGHTS TO FINANCIAL RECOVERY
EMPLOYERS ARE EQUALLY CONCERNED WHEN FACED WITH BASELESS ACCUSATIONS AND FACE A MINEFIELD OF HIDDEN LEGAL RISKS THAT THREATEN SUCCESSFUL OPERATIONS AND BUSINESS REPUTATION
In arizona, Time is of the essence for all employment law claims
DO NOT HESITANT TO CONTACT US TODAY FOR A NO-COST INITIAL CONSULTATION.
WE BOLDY PROMISE AND DELIVER:
Personable, clear, and timely communication. Collaborative, open-minded, constructive exploration of optimal outcomes and solutions to any dispute or conflict. We appreciate that legal options are only as good as the likelihood of achieving our client’s personal or business interests and goals.
Integrity and the honorable practice of law. We build our reputation on a genuine commitment to the truth, minimizing harm, and maximizing prosperity for all clients.
Transparent fees and candid discussions on how to maximize clients’ returns on their legal investment, honest cost-benefit analysis tradeoffs for every unique situation.
Creatively, efficiency-minded, and consistently effective execution of legal strategies continuously aligned with our clients’ best interests.
WE FIRMLY BELIEVE THAT RESPECTFULLY-TREATED, INFORMED, AND CONFIDENT CLIENTS ARE THE MOST SATISFIED CLIENTS
Frequently Asked Questiouns
Individuals are required to filing allegations of age or disability discrimination within 300 days of the last discriminatory act. For information regarding what constitutes the last discriminatory act, click here.
Individuals are required to file allegations of Age or Disability discrimination with the federal Equal Employment Opportunity Commission. The Commission is tasks with investigating all workplace civil rights violations and has an extensive, professional mediation program available to facilitate early resolution of allegations.
Yes! The federal government is intensely focused on the plight of workers who have illegally lost their jobs during the pandemic due to discrimination. The government has poured enormous funding into both the investigation of allegations of discriminations and into its highly successful, professional mediation program aimed at quickly resolving allegations.
Common examples of age discrimination during the pandemic include:
Layoffs explicitly made based on age
Layoffs targeting higher paid employees if most employees in that group are over 40 years old
Telling employees they no longer work because their age puts you at greater risk for the virus
Assuming older workers are unwilling or unable to work remotely
While individuals are not required to hire an attorney to make allegations of wrongful termination involving discrimination, a competent attorney is able to navigate and guide individuals through the complex, nuanced, and stressful environment surrounding federal civil rights allegations. A competent and experienced EEOC attorney is often able to identify facts and make an array of legal arguments that individuals are often entirely unaware of. In addition, attorneys are best positioned to anticipate and effectively object to aggressive or under-handed tactics used by defense attorneys representing employers.