Cincinnati Employment Lawyers

We devote a significant portion of our law practice to the representation of employees in questions or disputes concerning the employee-employer relationship. Our lawyers are experienced in all areas of Cincinnati employment law. While we focus primarily on the concerns of executive and professional employees, we also welcome inquiries from employees in other industries or employment settings.

Employment law is a legal specialty that continues to evolve rapidly with changes in the statutes and the case law that govern employers and employees. Our lawyers are best equipped to advise or represent Cincinnati employees concerning their employment. Feel free to contact us to speak with an experienced lawyer about your employment law questions or concerns.

Legal Representation for Professionals

Our clients include employees in a wide array of occupations: CEOs, managers, medical professionals, and countless others have all relied upon our experience and judgment regarding:

We assist these employees and others in understanding their options and developing strategies to proactively deal with their situations. Beyond explaining their options to clients, we sometimes become involved in working behind the scenes to guide the employee in dealing with a difficult boss or in negotiations or other employment matters. We also write letters on behalf of clients warning employers that they may be violating the law by what they are doing or threatening to do. If a separation from employment becomes advisable or inevitable, we assist in negotiating the most favorable terms possible for the employee. When our lawyers determine that an employee’s rights can best be protected by filing suit, we aggressively pursue that option.

Understanding Both Sides of the Story

While our employment law practice is devoted almost exclusively to the representation of employees, the firm has also defended employers in litigation brought by employees. It is uncommon in the employment law arena for a firm to represent both employers and employees, and our experience on both sides of these issues gives us a perspective and insight not shared by firms devoted exclusively to one side or the other. Therefore, we understand the point of view of employers who have made the decision to terminate an employee, or who are dealing with a difficult situation, and we can perceive the motivations and interests behind their decisions. This helps us give our employee-clients sound advice–often, that advice is that the employee has no valid legal claim and should probably accept the termination or begin to look for other work. If our lawyers conclude that an employee has a valid claim, or at least good grounds to negotiate a better deal, our experience assists us in understanding how to get the best possible result for our clients.

Common Questions About Employment Law

Can I Afford a Lawyer?

We charge for our services based on the specifics of each case. Most cases filed in court are handled on a contingent fee basis. In contingent fee cases, the client is not responsible for attorney fees unless there is a recovery in the litigation. The firm’s fee is therefore dependent in whole or in part on the case’s outcome.

Certain non-litigated matters involving advice and guidance, or the negotiation of the terms of a contract, severance agreement or settlement, are often handled on an hourly fee basis.

Whether your matter is handled on a contingent fee or hourly fee basis, the retention of legal advice and representation will cost you some money. Your employment is one of the most important financial assets you have, and you should expect that protecting it will require some financial sacrifice on your part. Even contingent fee cases involve some out-of-pocket costs for which you will be responsible, such as filing fees, deposition costs, and so forth. We can help you decide whether the cost of hiring a lawyer to protect your rights makes financial sense.

What can I expect during the employment law process?

Generally, an employment law claim will start with either a letter to the employer, demanding relief, or a charge with the Equal Employment Opportunity Commission (EEOC), which is a prerequisite to filing a discrimination claim in federal court. Once the EEOC charge is filed, there’s a period of several months during which an investigation is done. After its investigation, it will issue what’s called a Right to Sue letter, which gives you the right to file a lawsuit against your employer in federal court. Most cases are not resolved at the EEOC level, and most will proceed to litigation if your lawyer thinks you have a valid claim.

What are my most basic rights as an employee in the state of Ohio?

One of your most basic rights is a safe workplace, which means physically safe and safe from sexual harassment or discrimination. There should be policies at all companies to establish that sexual harassment will not be tolerated in the workplace. In any instance of sexual harassment, you should immediately notify your employer or HR person.

When should I contact an employment attorney?

There are several examples that include:

Your boss has “favorites” in the company, and this favoritism is clearly based on a characteristic like race, gender, or sexual orientation.
If your boss does not follow state or federal employment laws.
You aren’t paid the wages to which you are legally entitled.
You have seen some sort of wrongdoing in your workplace—or experienced it yourself—and encountered retaliation when you spoke up.

Feel free to contact us to speak with an attorney about our employment law services. If you have additional questions about employment law, please visit our employment law information center.