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

Sexual Harassment Practical Strategies: How Do I Deal with Sexual Harassment?

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Blog of the Week

The Movement to End At-Will Employment Is Getting Serious

In the United States, the at-will doctrine allows bosses to arbitrarily fire employees for any reason or no reason whatsoever, with the burden of proving it was an unlawful dismissal placed on the worker.

Thought for the Week

"In today’s society, sexual harassment often takes on more subtle forms. Instead of being propositioned for sex or slapped on the rear end, a victim might receive suggestive late-night texts or images, unwelcome sexually-charged comments, or invitations to meetings that somehow turn into dates. These days, sexual harassment is just as likely to happen through emails, social media, or other venues outside of the office."

–Sachi Barreiro, Attorney

List of the Week

from Economic Policy Institute

Black workers saw continued recession-level unemployment across the country

  • Black workers were the only racial/ethnic group whose national unemployment rate remained above 10%.
  • Twelve out of the 21 states, including DC, had Black unemployment rates more than 10%?with the highest rates in Pennsylvania (16.5%), Michigan (15.6%), New Jersey (15.4%), and the District of Columbia (14.7%)
  • In comparison, the overall white unemployment rate in the fourth quarter of last year fell to 5.4%, just 2.3 percentage points above the rate during the first three months of 2020, prior to the pandemic hit.

Top Five News Headlines

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  4. IRS will start sending tax refunds on up to $10,200 in unemployment insurance in May. Here’s who qualifies
  5. Asian American Arts Workers Denounce White Supremacy in Open Letter