The Business Trial Group handles employment litigation for both businesses and individuals. Common employment cases include contract disputes, wrongful termination claims, and compensation and benefits disputes.
We have helped our clients recover millions of dollars in employment judgments and settlements, and have ensured that those who lost compensation or commissions were reimbursed. Some of case types in which we’ve helped recover compensation and settlements include:
- Breach of sell-out agreements
- Unpaid commissions
- Unpaid executive compensation
- Unlawful appropriation of trade secrets
- Breach of employment contract
- Breach of severance agreement
We pride ourselves on maintaining a contingency-fee model, because we believe that our focus should be on you and your case, not on how many billable hours we could generate. As such, we only receive a fee if we win your case. The fee is a percentage of any settlement or judgment, rather than hourly fees that could stand in the way of your case’s most successful trajectory.
Since we have extensive experience working with individual employees as well as businesses, we know how to navigate the nuances of important documents like employment contracts, employee handbooks and severance agreements. Whatever your employment dispute may be, we will fight on your behalf to get you the justice you deserve.
It’s important to seek attorney representation when facing an employment contract dispute, because it can be difficult to demonstrate that the contract’s terms were deliberately or negligently broken. This is particularly true with at-will employment, where the employee is 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 legal for employers or employees to breach the terms of a contract that both parties have agreed to. Here is some of the information that employment contracts may include:
- Salary and compensation information
- Benefits, including stock-options, retirement plans and health insurance coverage
- Employee codes of conduct
- Confidentiality agreements
- Non-compete agreements
- Termination policies
Employers can include any information in a contract that is relevant to the industry or job function in question. When people file lawsuits related to employment contracts, it is typically because either the employer or employee has violated the terms. In most cases, the court will want your legal team to demonstrate that this contract breach was deliberate and that it caused noticeable inconvenience and/or monetary losses to the plaintiff.
Occasionally employers will obscure documents like employee handbooks, or will not make them easily accessible. If such a document exists at your workplace, it is your right to have access to 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.
Even though employers can terminate their employees at-will, there are still regulations governing what that means. Employers cannot, for example, legally terminate an employee for their race, gender, sexual orientation or disability status. They are also not legally allowed to terminate someone for reporting internal wrongdoing. The latter termination type would be classified as retaliation.
If you are terminated by your employer and feel that it may be due to discrimination or retaliation for reporting wrongdoing, it’s important to contact an attorney right away.
If possible, keep records of any correspondence related to your termination, as well as a copy of the original contract itself. When you contact the attorneys at the Business Trial Group, we will review the contract and any other relevant documentation to determine which legal options you may have.
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. Regardless of the type of employment contract you have, it’s important to take action by contacting an attorney if you haven’t been paid what you are owed. These cases are usually 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 overtime pay for an hourly employee.
- The employer withheld bonuses when the employee met the criteria for the bonus, as stipulated in an employment contract, employee handbook or another company agreement.
- The employer, without just cause, failed to administer the agreed-upon benefits, or has terminated the benefits during the course of employment.
- The employee signed a severance package, and the employer has failed administer the agreed-upon compensation.
- The employer promised commissions to the employee but failed to pay them out.
When To Contact a Business Trial Group Attorney
“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 related issues.” – Attorney Benjamin Webster
Our experienced complex litigation attorneys know how to get meaningful results for clients with employment disputes.
Whether you’re getting ready to sign a severance package, feel you may have been wrongfully terminated, or suspect that a breach of contract has occurred, contact us through our no-fee, no-obligation form.
Our priority is your success, so we work on a contingency-basis only. This means that the only charge you’ll receive is a percentage of any settlement or judgment recovered in your case. There are no hourly fees, and if we don’t win your case, we won’t charge you.
The contingency-fee model enables us to give our clients the best guidance for each individual set of circumstances.
If you are about to sign a severance agreement, for example, we can give you honest feedback about whether or not it’s wise for you to proceed, or if the agreement needs revision. We want to make sure that you truly receive all the compensation you are owed.