Employment Claims
Have you been demoted, terminated or sexually harassed by your employer?
Do you want to know if you have a discrimination claim against your employer and if so, what are your rights and what can you recover?
Call us and we will help you determine if you, in fact, do have a claim. We will provide you with answers to your questions about how the facts of your employment dispute apply to the law and tell you whether you have a potential claim and how to handle it.
Discrimination in the workplace and sexual harassment claims are time sensitive and if you believe that you have a claim, you should call us, at no charge, as soon as possible.
Ask us about these claims:
- Discrimination/Civil Rights Title 7 (Discrimination based on Race, Gender, Age)
- Family/Medical Leave (FMLA)
- Sexual Harassment
Discrimination/Civil Rights Title 7
Do you have a case?
Title VII of the Civil Rights Act of 1964 protects employees from discrimination based on your race, gender or age. This covers adverse decisions that affect your employment, such as terminations, demotions and other adverse actions concerning terms and conditions of employment.
Family/Medical Leave
Do you have a case?
The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave. This act was created to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunities for men and women.
Adcock & Ivison will help you determine if your situation has been exploited. If so, we will energetically take the steps necessary to offer solutions, prepare your case for trial and create an outcome that is exceptional.
Sexual Harassment
Do you have a sexual harassment case?
Do you think you have been harassed unlawfully? It is unlawful to harass a person for the purpose of having sex with them. Harassment can include “sexual Harassment” or unwelcome sexual advances, requests for sexual favors or any discussions about sex or other verbal or physical harassment of a sexual nature.
Adcock & Ivison will evaluate your claims and help you determine the best course of action. We will create a plan of action and help to develop your case with our experience and experts and obtain a successful outcome that you desire.