Wrongful Termination & Workplace Retaliation

How we help

• Evaluate whether timing and facts suggest discrimination or retaliation
• Review documentation, performance history, and internal complaints
• Develop a practical strategy for negotiation or formal filing
• Provide clear guidance on strengths, risks, and next steps

Not every unfair termination is illegal, but many terminations raise legal issues that employees do not immediately recognize. Wrongful termination claims depend on the reason for the discharge, the timing of events leading up to it, and whether the employee exercised protected rights shortly before the decision.

I help employees analyze whether a termination was motivated by discrimination, retaliation, or another unlawful factor. That involves reviewing documentation, performance records, complaints made by the employee, and any changes in treatment or expectations. The investigation often reveals patterns that suggest the employer was responding to protected activity rather than legitimate business concerns.

In cases where legal exposure exists, negotiation is frequently a more effective path than immediate litigation. Employers vary widely in their internal processes, risk tolerance, and willingness to resolve disputes. A careful approach that combines legal analysis with practical strategy often leads to better outcomes and avoids the uncertainty of a multi-year proceeding.

My role is to provide clarity. Employees deserve to know whether they have a viable claim and how best to move forward, whether through settlement, administrative filing, or preparation for litigation when appropriate.