Employment Counseling & Litigation

Cantrell Astbury Kranz, P.A., known as Premier Litigators, has award-winning employment law attorneys who regularly handle significant employment-related disputes.  The firm’s track record in this field speaks for itself, both for individual disputes and class/collective actions representing groups of current and former employees or contractors.

WHY HIRE PREMIER LITIGATORS FOR EMPLOYMENT DISPUTES

Unlike many employee-side employment law firms, our employment lawyers do not represent hundreds of clients at once. We are very selective in the cases we accept. Our clients are represented by attorneys with significant employment law experience who have objectively top-tier credentials. We also often provide alternative fee arrangements. Given the high value of many of our client’s cases, not all clients want pure contingency. For that reason, we often provide alternative fee arrangements. Contact us for a free case evaluation at 1-877-858-6868.

EMPLOYMENT LAW DISPUTES WE HANDLE

The workplace should be free from unlawful treatment of employees. Unlawful labor practices against employees or contractors can take many forms, including wrongful termination, discrimination, retaliation, denial of leave, wage and hour violations, and unpaid executive pay such as commissions, bonuses, and equity. When workers are victims of unlawful workplace treatment, they may not know their rights or are concerned about retaliation for making a complaint.

At Premier Litigators, we handle virtually types of employment claims, including but not limited to:

EMPLOYMENT LAW COUNSELING

In addition to our dispute resolution and litigation employment practice, we also provide employment law counseling for select institutional clients and other progressive companies. We have combined over 30 years of employment law experience. Examples of our labor and employment counseling services include:

  • Guidance on termination decisions
  • Drafting employment-related agreements, including but not limited to employment agreements, restrictive covenants (non-competes, non-solicits, NDAs), severance agreements, release agreements, and executive compensation agreements
  • Guidance on employee policies and procedures, including preparing employee handbooks
  • Vetting potential new hires for non-compete concerns
  • Investigating potential violations of non-solicits, NDAs, and potential unlawful use of proprietary business information.
  • Wage and hour audits, including proper classification of employees
  • Representation in government investigations, including by the Department of Labor.

FREQUENTLY ASKED QUESTIONS

While it may seem unfair, it is legal to terminate for a bad reason, no reason, or even a misunderstanding of the facts – so long as the reason itself for termination is not illegal. What constitutes an unlawful termination? Specifically, it is unlawful to terminate an employee on any basis protected by federal or state law. For example, Title VII of the Civil Rights Act prohibits discrimination on the basis of race, religion, sex, pregnancy, and national origin. There is an array of other federal and state laws that prohibit various types of discrimination and retaliation. In short, wrongful termination may occur when:

  • An employee is terminated or demoted out of retaliation
  • An employee is discriminated against based on his or her protected category
  • An employee is terminated or demoted or being a whistleblower
  • An employee is terminated or demoted for not refusing to do something illegal for their employer.

If you believe you may have been wrongfully terminated, our employment attorney may be able to help you, including providing guidance on the EEOC process  and recovering compensation.

Unlawful workplace harassment is typically sexual harassment or harassment based on another protected category, such as race, religion, or national origin. All such harassment is unlawful under federal and state law.

Sexual harassment in the workplace is any unwelcome sexual advances, physical contact that is in any way sexual in nature, or explicit or implied quid pro quo. The harassment can be unlawful if it comes from the owners, managers, or even non-management co-workers or customers. Common examples of sexual harassment include:

  • Unwanted physical contact of a sexual nature (e.g., kisses, hugs, butt touching, purposely leaning in too close, etc.)
  • Unsolicited statements or questions that are sexual in nature
  • Sexual jokes, innuendos, or explicit comments
  • Threatening termination, demotion, or other adverse employment actions if you don’t go on a date or provide sexual favors
  • Nude or otherwise sexually inappropriate images in the workplace
  • Dates under the pretense of a “work meeting”
  • Suggestive text messages or emails
  • Cornering someone in a tight space
  • Repeated compliments or statements about the employee’s physical looks
  • Unwanted or inappropriate gifts of a romantic/sexual nature
As noted by courts and the EEOC , not all harassment is sufficient to result in a company being liable, such as simple teasing or off-hand comments. But harassment is unlawful when it is so frequent or severe that it creates a hospital or offensive work environment or when it results in an adverse employment decision.

It is common for companies to not pay employees (including executives) and contractors all commissions or bonuses ,owed. The amount of commissions and timing of payment are usually provided in a written document, such as an offer letter or agreement. Verbal agreements to pay commissions or bonuses are also generally enforceable. Most commonly, a company will not pay someone commissions or bonuses after they stop working for the company, even though the commissions or bonuses were already earned.

Whether a worker is entitled to commissions or bonuses is a fact-specific inquiry governed by state law. Some industries are particularly notorious for companies unlawfully not paying earned commissions or bonuses, such as recruiting/staffing, financial services, and insurance sales.

At Premier Litigators, our attorneys have substantial experience handling claims for unpaid commissions and bonuses. For more information, see our website page on unpaid commissions and bonuses or contact us at 1-877-858-6868.

First, potential clients speak with a specialist who obtains basic required information, including a background narrative of your concerns. If your matter is potentially suitable for the firm, one of our experienced attorneys will contact you directly. We generally request all relevant documents and information.

Next, the attorney you are working with will carefully review the documents and information provided and have a deep dive call with you to discuss the potential claims. 

Finally, if you have claims and we represent you, then depending on the circumstances, we either prepare a detailed demand letter or lawsuit to initiate the process to recover your compensation. We are very selective in the cases we accept. All our attorneys have objectively top-tier credentials and substantial employment law experience.

As a result of selectivity and top employment law attorneys, we are generally very successful in meeting our client’s objectives. To speak with us, call 1-877-858-6868 or coordinator@premlierlitigators.com.

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