Employment relationships are highly regulated by federal and state laws, administrative rules, and the courts. At Bearnson & Caldwell, our employment lawyers know how to protect your interests in all areas of the employment relationship. Due to the complexity of employment law, employers and employees are often not even aware of the rights that protect their interests. At Bearnson & Caldwell, we have significant expertise in representing both large businesses and the average employee, for both public and private companies.
Depending on your circumstances, your rights in the employment relationship can vary dramatically. That is why at Bearnson & Caldwell, our attorneys ask a lot of questions such as: Are you public or private? Are you exempt or non-exempt? Are you full-time or part-time? Do you have 1099s or W-2s? Is there an employment agreement? Do you have an employee handbook? How many employees do you have? Do you have a confidentiality or non-disclosure agreement? Do you have a non-compete? Are you a minority? What is your position in the firm’s hierarchy? Are you a franchisor or franchisee? Are you a public official?, etc.
Knowing which questions to ask, and how they apply to the various laws which simultaneously interact in your case (e.g. EEOC, State Labor Commission, IRS, State Tax Commission, State Legislature, the Courts, etc.), is what sets employment lawyers apart. That is why, despite the complexities of employment law, the attorneys at Bearnson & Caldwell know how to and can help. Some of our areas of expertise include:
- Worker’s compensation
- Wrongful terminations
- Whistleblower claims
- EEOC claims for discrimination, harassment, and retaliation
- Public employer/employee rights and grievances
- Family Medical Leave Act violations
- Wage claims
- Employer and employee relations
- Employment agreements
- Non-compete agreements
- Non-disclosure agreements
As in other areas of the law, there is a limited window of time during which employment claims may be pursued. However, the deadlines subject to an employment action are typically very short. If you fail to act quickly, you may be banned from obtaining any recovery.