Employment Law FAQ

We at DeWitt Law, LLC, understand that employment law matters can be very complex. Below are some answers to questions that we are often asked. To fully understand your rights and options as an employee, get in touch with our firm. Contact us or send us an email.

Technically, there is not a “wrongful termination” cause of action under Ohio law or Title VII. However, this does not mean that you do not have a case. There are potential causes of action wherein the employer took illegal action against the employee that resulted in the termination. When talking with us during a free consultation, we can ask questions and listen to your story to begin constructing a case.

One incident in the workplace does not often constitute a discrimination or harassment case. Just because someone is offensive or being a bully does not mean there is a legal case. However, it is possible that one situation results in a claim. Typically, we put together a case that is based on a pattern of discrimination or harassment, as documented by you. We can sit down to discuss the situation, and our firm can decide whether we can proceed.

It is no secret that filing a claim against your employer while you are still employed may cause awkwardness and uneasiness at work. However, you are protected from any additional harassment, discrimination and/or retaliation.

If you have already separated from your employer and file a claim, it is important to know that these claims take time. We understand your concerns about how you are going to pay your bills. Our firm encourages clients to obtain employment elsewhere so that they have some means of providing for themselves and their families throughout the case.

The details of each case are unique and render a specific level of compensation. The amount of compensation to which you may be entitled will be based on the severity of the case and the illegality of the actions the employer committed.

Unfortunately, some cases are not worth as much as one may think. Talking with our attorney and having him review your case is the best way to understand the potential to obtain compensation in your situation.

Yes. Whether you are asked to sign a severance agreement, noncompete agreement or other type of employment contract, it is important that an attorney review it first. This is the best way to ensure that your best interests are being served. We can also assist in negotiating the terms of these contracts if they are initially drawn up in a way that negatively impacts you.