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For many claims of employment law, including discrimination based on age, sex, religion, disability, pregnancy and national origin, you must file a charge of discrimination with the Equal Employment Opportunity Commission (EEOC) within 180 days of the adverse employment action. An adverse employment action includes termination, demotion, failure to promote, reduction in work hours, unfavorable job assignment or involuntary transfers. This means that if you are fired you have a few days short of six months within which to file the charge of discrimination or your claims may be lost forever. With race discrimination claims there is a four year statute of limitations for termination claims, but a lesser statute of limitations (two years in Alabama) for all other adverse job actions.

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Under other laws handled by this firm, including the Family Medical Leave Act, Workmen’s Compensation, Retaliatory Discharge claims, state tort claims for things such as assault and battery and invasion of privacy, all carry different statutes of limitations. If you believe that you may have a case under employment law, you would need to check with us to see whether or not your claim can still be timely filed.

The timeline for resolving a case varies based on several factors, including the complexity of the issue, the willingness of the opposing party to negotiate, and the legal process involved. Some cases may settle in a matter of weeks, while others, especially those involving litigation, can take several months or even years. Our goal is always to pursue the most efficient and effective resolution for your situation.

If you believe your rights have been violated in the workplace—whether through discrimination, wrongful termination, retaliation, or wage violations—you are likely a good candidate for legal representation. Our firm is experienced in handling employment disputes at all levels, from early mediation to courtroom litigation. If you’re unsure, we recommend scheduling a consultation to discuss your specific case.

No, not every case goes to court. In fact, many disputes are resolved through mediation, arbitration, or settlement negotiations before reaching litigation. We always explore the best strategy for your case, prioritizing efficient and fair resolutions while being fully prepared to go to trial if necessary.

Our firm offers flexible fee structures depending on the nature of your case. This may include contingency fees (where we only get paid if we win your case), hourly rates, or flat fees for specific legal services. During your consultation, we will provide clear and transparent pricing so you understand the costs involved.

Bringing as much documentation as possible will help us assess your case quickly and accurately. Recommended documents include:

1. Any employment contracts or agreements
2. Termination letters, performance reviews, or written warnings
3. Emails, texts, or other communications related to your case
4. Payroll records, pay stubs, or proof of wage discrepancies
5. Witness statements or contact information
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If you’re unsure what to bring, don’t worry—our team will guide you through what’s needed during your initial consultation.

We believe in open, timely, and transparent communication. Our clients receive regular updates about their case progress, and our team is available to answer questions along the way. Whether through email, phone calls, or scheduled meetings, we prioritize keeping you informed and supported throughout the process.