Portland, Oregon Employment Lawyer, Wrongful Termination, Discrimination, Harassment, Whistleblower, and Other Cases
I am not used to litigating cases that get a lot of media attention. But sometimes a case is so compelling that I swallow my preferences and get involved. I am now involved with one such case. Yesterday I issued this document, and it is
The other day, I had a repeat experience of what’s now becoming a trend: someone presenting a potential case, sure that they had a slam-dunk winner, because before presenting the case to me, they’d presented the case to an artificial intelligence engine. The AI had
To begin: harassment is a kind of discrimination, the way a dachshund is a kind of dog. There are other kinds of dogs, to be sure, but dachshunds are dogs; there are many ways to discriminate against someone, but harassment is one of them. Today,
Seriously, I try to keep my political preferences and my law practice separate from one another. Sometimes, though, events conspire to make that VERY hard to do. Long story sort: if you are a Federal employee and you think you’ve been offered six months of
Sometimes, I learn that conversations have happened, and one person in the conversation made a secret recording of it. The question I’m often asked next is, “Doesn’t this just blow the doors off of the other side’s case?” when the first question that should be
A lot of employers put new-hires on “probationary periods” of an initial 90 days or 180 days. A termination falling within this period of time is something that a lot people call me up and feel is important to mention. I also I got a
I’ve spent a lot of time thinking about the issue and have come to the conclusion that my firm’s resources are just about fully extended. Therefore, I’m suspending taking on most new cases on behalf of employees, at least until I can be confident that
Sometimes I get calls from people on the very day that they have lost their job. They’re confused, they’re upset, they don’t know what to do. And they’re not even my clients yet! Generally, the first thing you should do is request a copy of
One of the notions that I frequently encounter is the idea that “They can’t fire you while you’re on medical leave.” That’s not quite true. It would be more accurate to say “They can’t fire you because you’re on medical leave.” As with so many
Heads up. If you make a call to my firm, I will respond to that call. But the fact is, I may not do so quickly. I am often away from my office. I am often in court, meeting with people, or running personal errands.