Employment.
Wrongful termination, harassment, unpaid overtime, FMLA interference, non-competes — each is a different statute with a different deadline, and EEOC charge windows can run as short as 180 days. We match you to a Utah, Idaho, or Wyoming employment attorney whose case history fits the type of claim you have.
Tell us what happened
Sub-specialties within this area.
Wrongful termination, discrimination, retaliation
Terminations tied to a protected class (race, sex, age 40+, disability, religion, national origin, pregnancy) or to protected activity (complaining, filing a workers' comp claim, whistleblowing). Title VII, ADEA, ADA, and state analogs each apply differently — employer size matters.
Harassment & hostile work environment
Sexual harassment, racial harassment, or other protected-class hostile-work-environment cases. The bar is severe-or-pervasive; documentation of the conduct, your complaint, and the employer's response is central.
Wage & hour
Unpaid overtime, off-the-clock work, misclassification as 1099 or exempt, minimum-wage and tip violations. FLSA gives a 2-year window (3 if willful) and these cases often build into collective actions across coworkers.
FMLA, ADA accommodation, pregnancy
Leave interference, retaliation after taking leave, denied reasonable accommodation, pregnancy-related discrimination. Employer size disqualifies many smaller employers from FMLA (under 50) and Title VII (under 15) — a fact every intake should establish early.
Non-compete, non-solicit, trade secrets
Whether you're being threatened with a non-compete, sued over one, or asked to sign a new one. Utah's Post-Employment Restrictions Act caps non-competes at one year; Idaho and Wyoming use a reasonableness test. Trade-secret matters often run in parallel.
Severance review & negotiation
Severance offers come with deadlines (often 21 or 45 days under OWBPA for age claims, with a 7-day revocation window). Signing without review often waives claims worth far more than the severance offered.
Three steps to the right specialist.
Tell us what happened
A careful AI conversation walks through the facts. Your employer (and how many people it has — size disqualifies some claims), key dates, what was said and by whom, any complaints you made internally, any administrative charge you've filed, and what damages you're carrying.
We identify the sub-specialty
Not just "employment" — wrongful termination, harassment, wage-and-hour, FMLA/ADA, non-compete. Each is a different statute, a different deadline, and a different attorney fit.
Warm introduction to the right firm
We match you to the firm on our bench whose case history fits your sub-type. You're introduced, not handed off. The firm knows about your case before they call.
What we'll ask about.
- The type of claim — wrongful termination, discrimination, harassment, wage-and-hour, FMLA/ADA, non-compete. The right statute drives the right deadline.
- Your employer's size and type — under 15 employees disqualifies most Title VII claims, under 50 disqualifies FMLA. Public-employee status adds 1983 / due-process overlays.
- Key dates — hire date, adverse action, termination, last paycheck. Close-in-time pattern between protected activity and adverse action is causation evidence.
- Your protected class or protected activity — and the employer's stated reason for the adverse action. Shifting reasons or comparator evidence often makes the case.
- Whether you've filed an EEOC, UALD (UT), IHRC (ID), or WY DWS charge — and the receipt date. A right-to-sue letter starts a hard 90-day clock to file federal suit.
- Any arbitration agreement, class-action waiver, severance, or non-compete you've signed. These are often the single biggest case-changer, and any deadline to sign should be flagged immediately.
Deadlines to know.
Employment-law deadlines stack and run in parallel. EEOC charges in Utah, Idaho, and Wyoming have a 300-day window from the adverse action for federal claims — but state-agency windows are much shorter (Utah UALD is 180 days; Wyoming DWS is 90 days). Whichever runs first is the operative deadline. Once you receive a right-to-sue letter, you have a hard 90 days to file federal suit. FLSA wage claims run 2 years (3 if willful). Severance agreements often carry a 21-day or 45-day signing window under OWBPA for age-discrimination releases, with a 7-day revocation period after signing. If you have an active PIP, suspension, or pending investigation, pre-termination representation can sometimes change the outcome — call before, not after.
What people ask.
Most plaintiff-side employment attorneys in Utah, Idaho, and Wyoming work on contingency for discrimination, harassment, and wage cases — typically one-third of recovery. Severance review and non-compete advice are usually flat fee ($500–$2,000). Many federal employment statutes (Title VII, FLSA, FMLA) shift attorneys' fees to the employer if you win. There's no fee for talking to us or for the introduction.
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