Practice area
Employment & Labor
Employment cases almost always involve a power imbalance built into the relationship itself — one side signs the paycheck, and the other side has to decide whether raising a problem is worth the risk to their job. That imbalance is why employment attorneys tend to work exclusively for one side or the other, and it’s worth knowing which before reaching out to any of them.
The category covers wrongful termination, workplace discrimination and harassment, wage-and-hour disputes over unpaid overtime or misclassification, whistleblower retaliation claims, and severance negotiation when a job is ending and the only question left is the terms. Some of these move through internal HR processes and state agencies before they ever reach a courtroom; others go straight to litigation.
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Frequently Asked Questions
What counts as wrongful termination in Arizona?
Arizona is an at-will employment state, so an employer can generally terminate someone for almost any reason or no reason — wrongful termination applies to the narrower set of cases where the firing violates a specific law, like discrimination, retaliation for a protected complaint, or breach of a contract.
How long do I have to file a workplace discrimination claim?
Discrimination claims generally must first go through the EEOC or a state civil rights agency, and there are strict filing deadlines — often 180 to 300 days from the incident — so timing matters more in employment cases than in most other practice areas.
What's the difference between exempt and non-exempt employees for overtime purposes?
Non-exempt employees are entitled to overtime pay for hours worked beyond 40 in a week, while exempt employees — typically certain salaried, managerial, or professional roles — are not; misclassification is one of the most common sources of wage-and-hour disputes.