Wrongful Termination
While Washington State is an “at-will” state, an employer may not terminate an employee for an illegal purpose; such as because of the person's race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information or in violation of public policy.
UNPAID WAGES (WAGE & HOUR)
Wages for work represent the most basic of human rights and something our office has been proud to provide legal services for. Be it unpaid Sea-Tac airport workers, construction workers, restaurant workers, hair stylists, or commissioned salespersons, employees must be paid correctly consistent with state and federal wage and hour laws.
NON-COMPETE AGREEMENTS
Washington’s January 1, 2020 non-compete law presents a sea-changing opportunity for employers and employees and independent contractors alike. If you have been presented with a non-compete agreement at hiring, during employment, or post-employment, legal review is highly recommended. If you need to know whether your non-compete agreement is still enforceable, our office can provide you with answers.
RETALIATION AND Whistleblower
Washington recognizes that an employer may not terminate an employee or independent contractor for engaging in a “public policy protected activity.” This is typically where an employer reports unsafe or illegal activity (i.e. sexual harassment or an illegal accounting practice).
EMPLOYEE ADVISING
Our firm assists employees in advising employees through difficult workplace situations such as investigations, administrative leave, disability accommodation requests, etc. Let our office help you navigate through a difficult workplace environment through advisement and representation with your employer.
DISABILITY DISCRIMINATION
Our firm often assists employees in working with their employer through the “interactive process” of finding reasonable accommodations that allow the employee to succeed in the workplace. Unfortunately, employers can discriminate against employees with unique disabilities. Our firm provides litigation needs to employees standing up for their disability rights.
SEXUAL HARASSMENT
Gender-based discrimination in any form is illegal under state and federal law. Our firm is honored to participate in the TimesUp™ Legal Defense Fund and referral network to support victims of discrimination of harassment in pursuit of their legal rights.
SEVERANCE AGREEMENTS
If you have been presented with a Severance or Separation Agreement by your employer, you should have it reviewed by an attorney prior to any signing. Severance agreements often contain post-employment restrictions that place the employee in a far worse position than if redrafting occurred at the beginning. Our office provides a comprehensive review of your severance or separation agreement and a thorough review of the facts and circumstances of your termination to ensure no wrongful termination occurred.
NON-SOLICITATION AGREEMENTS
Often the major battle-front for employers is the non-solicitation clauses that restrict employees from soliciting current, former or “prospective” clients from an employer. Non-solicitation clauses also commonly extend to current employees of the organization to avoid recruiting.
CONFIDENTIALITY AND INTELLECTUAL PROPERTY AGREEMENTS
Confidentiality clauses are the hallmark of most “non-compete agreements” that limit disclosure of an employer’s proprietary information. Many of these agreements are overly broad and encompass non-proprietary information.