The Business Trial Group handles employment litigation for both businesses and individuals on a contingency-fee basis. Common employment cases include contract disputes, wrongful termination claims, and compensation and benefits disputes.
It is imperative to understand your rights as an employee.
Our attorneys have decades of collective experience working with those who wrongfully lost compensation or commissions. We know how to navigate the nuances often found in employment contracts, employee handbooks, severance agreements, and other employment documents. The Business Trial Group’s track record includes millions of dollars in judgments and settlements in employment-related cases.
Utilizing a contingency-fee model allows us to place the focus where it belongs, on you and your case—not on generating billable hours.
If you believe you have a claim relating to your employment agreement, it is imperative to understand your rights before making any decisions regarding continued employment, accepting a severance package, or other employment issues.
Employment Cases We Handle
The Business Trial Group represents businesses and individuals in employment litigation matters that include:
- Breach of employment contract
- Unpaid commissions
- Unpaid executive compensation
- Unlawful appropriation of trade secrets
- Breach of severance agreement
Certain states are “at-will” jurisdictions. This means that unless there is a contract in place, an employee is generally free to leave the employer at any time, and the employer can dismiss the employee at any time, without justification.
Even in at-will contexts, however, it is not permissible for employers or employees to breach the terms of a contract that both parties have agreed to. Possible employment contract breaches may arise over terms that include:
- Salary and compensation
- Benefits, such as stock-options, retirement plans, and health insurance coverage
- Employee codes of conduct
- Confidentiality agreements
- Non-compete agreements
- Termination policies
Employers may include any information in a contract that is relevant to the industry or job function in question. When parties file lawsuits related to employment contracts, it is typically because either the employer or employee has violated the terms. In most cases, the plaintiff must demonstrate that the contract was breached in a material way, and that there were monetary losses as a result of the breach.
Occasionally, employers have documents, such as employee handbooks, which may be important but not easily accessible. If such a document exists at your workplace, you have the right to access it. Although employees do not always read the full text of employee handbooks, these guides often contain information that can be highly relevant in employment litigation.
It is important to seek attorney representation when facing an employment contract dispute because it can be difficult to assess whether the contract’s terms were broken and the consequences of any breach.
A contract may specify when an employee can be terminated, for what reasons, and the procedure for doing so. Even in “at-will” situations there are still rules governing why an employee can be terminated.
At-will employees still have rights.
If you have been terminated by your employer and feel that it may have been done in violation of your employment contract, keep records of any correspondence related to your termination, as well as a copy of the original contract itself.
Our attorneys will review the contract and any other relevant documentation to determine your legal options.
Unpaid compensation claims are a very common type of employment litigation. Some employers attempt to cut corners, save money, or retaliate against employees by denying them their fair compensation.
These cases are often prompted by one of the following scenarios:
- The employer did not pay a significant portion of the employee’s salary without lawful justification.
- The employer withheld bonuses when the employee met the criteria for the bonus, as set forth in an employment contract, employee handbook, or another company agreement.
- The employer, without just cause, failed to administer the agreed-upon benefits, or terminated the benefits during the course of employment.
- The employee signed a severance package and the employer failed administer the agreed-upon compensation.
- The employer promised commissions to the employee but failed to pay them out.
Experienced Help for your Employment Dispute
Whether you are getting ready to sign a severance package, feel you may have been wrongfully terminated, suspect that a breach of contract has occurred, or have other employee rights concerns, our experienced attorneys will make sure that your employer meets its legal obligations.
The Business Trial Group’s contingency-fee model relieves our clients of the burden of upfront legal costs. No matter how many hours your case requires, you will never be pressured into accepting an unfair settlement due to escalating attorneys’ fees.