The Types Of Cases We Handle ...
The Law Office of Sidney J. Strong provides representation for the entire employment relationship, whether the issue arose before, during or after employment. Representation involves enforcement of the full range of statutes and court decisions, which create and define the legal rights of the employee. The kind of cases handled include these areas of law:
Discrimination - An employer, or prospective employer, may not discriminate because of race, color, creed, ancestry, religion, sex, age, national origin, disability, HIV condition, veteran, or military status. These prohibitions can be found in the Washington Law Against Discrimination, the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Rehabilitation Act, the Equal Pay Act and the Uniformed Services Employment and Reemployment Rights Act.
Disability Accommodation - The right to be free from discrimination because of disability includes the obligation of an employer to provide accommodation. An employer must provide reasonable accommodation to those who can do their job with work place adjustment.
Harassment - An employer may not harass an employee because of sex, race or disability or permit a hostile work environment.
Retaliation - An employer may not take adverse employment action against an employee who complains of discrimination or attempts to find protection from discrimination or other unlawful employment treatment.
Family Medical Leave - Most employers must permit an employee to take leave for personal or family related medical needs. The Family and Medical Leave Act and the Washington Family Care Act cover this area.
Wages and Overtime - An employer must pay the minimum wage and premium pay (overtime) for all hours worked in excess of 40 hours a week, if the employee works in a nonexempt position. In addition, an employer may be subject to a penalty if wages and benefits are not paid when due. Statutes recognizing these rights. include the Fair Labor Standards Act and the Washington Minimum Wage Act.
Employment Benefits - An employer may not discriminate or be arbitrary in providing or denying employment benefits, such as pensions, health insurance, life insurance, disability insurance and severance under The Employee Retirement Income Security Act (ERISA).
Whistle Blowing and Punishment for Lawful Activities - An employee has the right to report unlawful employer activity without punishment. Nor can an employer punish an employee for exercising such rights as jury service, filing worker compensation claims, complaining about worker safety and similar public service actions.
Interfering with Future Employment - A former employer should not intentionally interfere with an employee’s employment opportunities by misrepresenting to prospective employers the employee’s qualifications or work history.
Noncompetition Agreements - Agreements with employers to preclude or restrict future employment must not be unreasonable as to the kind of employment limited and as to the period of time covered.
Severance Agreements - Severance agreements usually require an employee to waive or release potential claims against an employer. Employees should have a thorough understanding of the rights given up when signing severance agreements. .
Federal Government Employment - Federal employment is subject to federal law and is governed by unique policies and procedures. The Civil Service Reform Act provides the basic terms and conditions of employment. The Merit Systems Protection Board is the administrative court to adjudicate many federal employee claims. Most employment claims are time sensitive and must be formalized within short periods of time.