Tampa Workplace Discrimination Lawyers
At Harris & Helwig, we represent individuals in a variety of matters arising from their employment. Most of our clients come to us because they have suffered an "adverse action" by an employer: a firing, refusal to hire, refusal to promote or on-the-job harassment, also known as a hostile work environment.
While unfair and not right, not all adverse actions are illegal. It is illegal for an employer to discriminate because of an individual's race, color, national origin, ancestry, religion, sex, marital status, disability or age. It is also illegal to take adverse action because somebody has attempted to organize his or her fellow employees, attempted to oppose an unlawful employment practice or has been a "whistle-blower." These are the main areas of legal protection of employees, and they form the heart of the employment practice at Harris & Helwig. We do not represent employers.
The Discrimination Claim Process
Most employment cases begin with an employee's complaint to the Equal Employment Opportunity Commission (EEOC) or other government agency. The EEOC investigates complaints and attempts to resolve them. When this fails, there is usually a right to take the matter to court.
At Harris & Helwig, we represent employees at both levels: the government agency and in court. In addition, we counsel people regarding their options and we negotiate settlements of claims, including severance packages. We represent clients in mediation and arbitration — often referred to as "alternative dispute resolution" — on a regular basis.
Representation for your employment law case is usually provided on a contingent fee basis. This means that you pay no legal fee upfront and owe a legal fee only if we receive compensation for you. You are, however, responsible for out-of-pocket costs such as court filing fees and transcript fees.
