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Labor & Employee Rights
Protecting Fairness, Equality, and Dignity in the Workplace
Every employee deserves to work in an environment defined by respect, safety, and equality. Yet, when employers violate labor laws or engage in discriminatory conduct, workers can face significant financial and emotional hardship.
At SJKP LLP, our Labor & Employee Rights practice is dedicated to protecting employees from workplace injustices such as discrimination, retaliation, harassment, and wage violations. We combine deep knowledge of federal and state employment laws with strategic litigation experience to hold employers accountable and restore fairness.
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1. Understanding Labor & Employee Rights
Your Legal Protections Under Federal and State Law
Employment law provides extensive protection to ensure that workers are treated fairly, paid properly, and evaluated based on merit, not prejudice.
Core Employee Protections Include
- - Freedom from discrimination under laws such as Title VII, the ADA, and the ADEA;
- Protection against retaliation for whistleblowing or reporting misconduct;
- Right to fair wages and overtime under the FLSA;
- Safe working conditions under OSHA; and
- Right to organize or unionize under the NLRA.
Our attorneys advocate for workers across all industries—from entry-level employees to executives—ensuring that employers meet their legal and ethical obligations.
2. Workplace Discrimination and Harassment Claims
Standing Up Against Unlawful Employment Practices
Discrimination and harassment can take many forms—some overt, others subtle. Employers are prohibited from making decisions based on race, gender, age, disability, religion, national origin, or sexual orientation.
Examples of Discriminatory Conduct Include
- - Wrongful termination or demotion due to protected characteristics;
- Denial of promotion or training opportunities;
- Unequal pay for equal work;
- Hostile work environments or unwanted advances;
- Retaliation for reporting discrimination.
At SJKP LLP, we help clients gather evidence, file claims with the EEOC or state agencies, and pursue compensation for both economic and emotional harm.
3. Wrongful Termination and Retaliation
When Job Loss Crosses Legal Boundaries
Although many employment relationships are “at will,” termination for illegal reasons remains prohibited. If you were fired in retaliation for exercising a legal right or reporting wrongdoing, you may have grounds for a wrongful termination claim.
Common Grounds for Wrongful Termination
- - Retaliation for filing a complaint about discrimination or safety violations;
- Termination after requesting family or medical leave (FMLA violations);
- Firing employees who refuse to participate in illegal acts;
- Discharging whistleblowers who report fraud or compliance issues.
Our attorneys evaluate each case to determine whether the termination violates employment laws and pursue reinstatement or financial remedies when appropriate.
4. Wage and Hour Disputes
Recovering Unpaid Wages and Overtime Compensation
Employees are entitled to be paid fully and on time. Violations of the Fair Labor Standards Act (FLSA) or state wage laws can occur when employers misclassify workers, withhold overtime, or deny proper breaks.
Examples of Wage Violations
- - Failure to pay overtime for hours worked over 40 per week;
- Misclassification of employees as “independent contractors”;
- Deduction of wages for unauthorized reasons;
- Failure to pay final wages upon termination.
We help employees recover lost wages, unpaid bonuses, and liquidated damages, and we hold employers accountable for systemic pay violations that undermine workers’ rights.
5. Compensation and Remedies Available to Employees
Securing Justice for Economic and Emotional Harm
Employees who prevail in labor and employment cases may recover more than just back pay. Depending on the nature of the claim, courts can award a range of compensatory and punitive remedies designed to restore fairness and deter future misconduct.
Common Types of Recoverable Damages Include
- - Lost Wages: Recovery of unpaid or lost earnings due to wrongful termination or retaliation.
- Lost Benefits: Compensation for the value of health insurance, pension contributions, and other lost employment benefits.
- Diminished Earning Capacity: Financial recognition of the long-term career impact caused by employer misconduct.
- Emotional Distress: Damages acknowledging the psychological toll of workplace discrimination, harassment, or retaliation.
- Punitive Damages: Additional penalties imposed on employers to discourage future violations.
- Attorney Fees: Coverage of legal costs to ensure employees can pursue justice without financial barriers.
SJKP LLP’s employment lawyers pursue every available remedy under federal and state law to ensure employees are made whole—financially and personally.
6. Navigating Administrative and Court Proceedings
Strategic Representation from Investigation to Resolution
Employment disputes often begin with administrative filings before escalating to litigation. Our attorneys manage each stage with precision and foresight.
Step-by-Step Legal Process
- - Internal Review: Assessing workplace incidents and gathering evidence.
- Administrative Filing: Submitting claims to the EEOC or state human rights commission.
- Agency Investigation: Responding to employer defenses and providing supplemental evidence.
- Right-to-Sue Authorization: Obtaining permission to pursue civil litigation when necessary.
- Litigation or Settlement: Seeking compensation through negotiation, mediation, or trial.
Our attorneys balance aggressive advocacy with practical negotiation, aiming to resolve disputes efficiently while maximizing client outcomes.
7. Whistleblower and Retaliation Protections
Safeguarding Employees Who Speak Out
Whistleblowers perform an essential public function by exposing corporate misconduct, financial fraud, and unsafe practices. Federal and state laws protect these individuals from retaliation.
egal Protections for Whistleblowers Include
- - Dodd-Frank and Sarbanes-Oxley protections for corporate reporting.
- OSHA and EPA statutes for workplace safety and environmental compliance.
- False Claims Act (FCA) for reporting government contract fraud.
Our firm defends whistleblowers who face retaliation, termination, or blacklisting after making good-faith reports. We help them secure reinstatement, back pay, and compensatory damages.
8. Promoting Fairness Through Compliance and Prevention
Advising Employers and Employees on Rights and Responsibilities
Preventing violations before they occur is as critical as addressing them afterward. Our team provides compliance counseling to both employees and organizations, fostering workplaces that operate ethically and transparently.
Compliance and Preventive Counsel
- - Drafting and reviewing employee handbooks and policies.
- Conducting workplace audits for wage and discrimination compliance.
- Training HR professionals on reporting procedures and anti-retaliation practices.
- Advising employees on how to document and report misconduct safely.
By emphasizing education and transparency, we help create workplaces where fairness and accountability are embedded in daily operations.
9. Why Choose SJKP LLP for Labor & Employee Rights Representation
Dedicated Advocacy, Proven Results, and Deep Legal Insight
At SJKP LLP, we understand that employment disputes often carry emotional and financial strain. Our attorneys combine compassion with tactical expertise to deliver solutions that restore balance and justice.
We offer:
- - Comprehensive representation in discrimination, wage, and retaliation cases;
- Strategic litigation and negotiation backed by trial-tested experience;
- Nationwide reach across multiple jurisdictions; and
- Client-centered advocacy focused on real outcomes, not empty promises.
Our mission is to empower employees, ensure legal compliance, and build workplaces where dignity, fairness, and accountability prevail.
The information provided in this article is for general informational purposes only and does not constitute legal advice. Reading or relying on the contents of this article does not create an attorney-client relationship with our firm. For advice regarding your specific situation, please consult a qualified attorney licensed in your jurisdiction.
Certain informational content on this website may utilize technology-assisted drafting tools and is subject to attorney review.
