Tacoma, Washington Employment Lawyer

5224 Olympic Drive
Suite 110
Gig Harbor, WA 98335
Phone: 253-858-6601
Fax: 253-858-6603

Practice Areas

A. DISCRIMINATION, HARASSMENT, RETALIATION

Many employees have been injured by discrimination, harassment, hostile work environment and retaliation in the workplace, including but not limited to:

  • Harassment or Abuse Based on Race, Gender, Religion, Disability or Age
  • Sexual Harassment
  • Denied Promotions, Training and Benefits
  • Paid Less
  • Treated Differently in Terms and Privileges (i.e., not given breaks, unfavorable schedule)
  • Disciplined Differently

It is unlawful for an employer to discriminate against, harass, create or permit a hostile work environment and/or retaliate against an employee because of race, gender, national origin, ethnicity, religion, sexual orientation, disability and/or age. It is also unlawful for an employer to discriminate, harass or retaliate against an employee because of the employee's association with another person (i.e., spouse, child, parent), in a protected class, and/or because of an employee's reports and/or exercise of rights or opposition to unlawful discrimination, harassment and/or retaliation.

If you have been injured by discrimination, harassment, hostile work environment and/or retaliation, it is vital that you immediately contact an attorney. Remember, there are important time limitations that govern the filing of any such claims. If you do not timely pursue your claims, you may be forever barred from doing so. It is important that you seek the assistance of a lawyer to ensure that your interests are protected throughout this process and to ensure that you receive the full compensation you are entitled to receive.

For more information and potential consultation, please contact us at (253) 858-6601 or by e-mail.

B. WRONGFUL TERMINATION

If you believe that you may have been wrongfully terminated, it is vitally important that you consult and attorney immediately. There are many reasons why your termination might have been unlawful, including but not limited to: retaliation, discrimination, breach of contract or reporting a work-related injury. If your employer has requested that you execute a separation agreement or severance agreement, you should consult an attorney before doing so. Remember, there are important time limitations that govern the filing of any claims for employment problems or wrongful termination. If you do not timely pursue your claims, you may be forever barred from doing so. It is important that you seek the assistance of a lawyer to ensure that your interests are protected throughout this process and to ensure that you receive the full compensation you are entitled to receive.

For more information and potential consultation, please contact us at (253) 858-6601 or by e-mail.

C. SEXUAL HARASSMENT AND ABUSE

Have you suffered unwelcome sexual or gender based comments, propositions and/or touching in the workplace? It is unlawful for an employer to engage in, permit and/or ratify any type of unwelcome and uninvited sexual harassment or discrimination in the workplace. The U.S. Equal Employment Opportunity Commission defines "sexual harassment" as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature" when that conduct "creates an intimidating, hostile, or offensive work environment."

We understand that sexual harassment and discrimination is often humiliating and embarrassing. It is often difficult to report or discuss. Yet, if you have been injured by sexual harassment discrimination and/or abuse, it is vital that you immediately contact an attorney as soon as possible. There are important time limitations that govern the filing of any such claims. If you do not timely pursue your claims, you may be forever barred from doing so. It is important that you seek the assistance of a lawyer to ensure that your interests are protected throughout this process and to ensure that you receive the full compensation you are entitled to receive.

For more information and potential consultation, please contact us at (253) 858-6601 or by e-mail.

D. DISABILITY AND FMLA PROTECTION

There are state and federal laws that govern how employers must handle employee disabilities, illnesses and medical and family leave. If think you may have been injured by disability discrimination or harassment, or if your employer has failed to accommodate your disability, interfered with or denied you family and medical leave or retaliated against you for exercising your rights to family and medical leave, you may have a legal claim and you should contact an attorney as soon as possible. Remember, there are important time limitations that govern the filing of any such claims. If you do not timely pursue your claims, you may be forever barred from doing so. It is important that you seek the assistance of a lawyer to ensure that your interests are protected throughout this process and to ensure that you receive the full compensation you are entitled to receive.

For more information and potential consultation, please contact us at (253) 858-6601 or by e-mail.

E. ADVICE AND CONSULTATION

Often, clients are still employed and are not interested in pursuing formal legal action. Yet, they are having problems at work and need legal advice and consultation. Sometimes, it is simply helpful to understand your rights. In other cases, a person may need guidance and assistance in reporting a workplace problem (i.e., contacting a hotline or drafting a letter/e-mail). If you are having a problem at work, it is extremely important that you seek the advice and consultation of an attorney immediately. Important time limitations govern your claims, and even if you are still employed, you may need to take action. If you do not take action in a timely manner, you could be barred from pursuing your claims.

For more information and potential consultation, please contact us at (253) 858-6601 or by e-mail.

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Terry A. Venneberg Weekly Weekly

Topic of the Week

Social Networking & Computer Privacy

Generally, employers have the right to monitor their employees use of the Internet (including visiting social networking sites, checking e-mails, and instant messaging) on computers owned by the employer, during employees on-duty hours. Although federal l

Read more...

Blog of the Week

Major campaign to organize tech and video game industries launches, this week in the war on workers

There are increasing signs that workers in the tech industry are starting to see themselves as … workers. Maybe it's the 100-hour workweeks as video game companies get products ready for launch, or maybe it’s the layoffs that come after a big release.

Thought for the Week

"Employers are increasingly monitoring their employees’ social media activity. A key consideration is to avoid infringing the rights of employees under the Personal Data (Privacy) Ordinance. The Privacy Commissioner’s Guidelines on monitoring and personal data privacy at work are a helpful first port of call. They first stress the “3As” of undertaking a systematic assessment process to ensure that monitoring would be appropriate, ensuring that there are no less intrusive alternatives and ensuring that there is proper accountability for the collection of employees’ personal data. They then stress the “3Cs” of ensuring the clarity of an employer’s policy, ensuring that it’s communicated to employees and the safeguarding of data through proper controls. Employers should ensure that they clearly document and communicate their approach to monitoring."

–Kathryn Weaver, partner at Lewis Silkin

List of the Week

from Digital Information World

Social Media Use During Work Hours By Employees

  • 36% of employers block social media at work.
  • 51% of businesses have a social media policy,
  • 56% of the employees who use social media for work still find social media as a distraction during their work.

Top Five News Headlines

  1. These companies are winning with workplace culture in a tight labor market
  2. U.S. House approves new age discrimination protections
  3. Medstar Good Samaritan Hospital and EEOC Reach $195,000 Agreement to Conciliate EEOC Disability Discrimination Charge
  4. Fidelity Home Energy to Pay $350,000 to Settle EEOC National Origin Discrimination Lawsuit
  5. Greensboro Zaxby’s Owner to Pay $30,000 To Settle EEOC Sexual Harassment and Retaliation Lawsuit