Practice Areas
Employees in Nevada face workplace issues that can threaten their income, career, and well-being. While Nevada is an at-will employment state, employers are still required to follow the law. Discrimination, retaliation, harassment, and wage violations are illegal, even when employers claim otherwise.
Our firm represents employees in Las Vegas and throughout Nevada who have been treated unfairly at work. Below is an overview of the types of employment law cases we handle.
Employment Law
Employment law governs the relationship between employers and employees and sets clear limits on what employers may and may not do. We represent employees — not companies — in disputes involving unlawful termination, discrimination, retaliation, and wage violations.
If you believe your employer crossed a legal line, you may have rights and remedies available under Nevada or federal law.
Wrongful Termination
Wrongful termination occurs when an employee is fired for an illegal reason, such as discrimination, retaliation, or protected activity. Employers often justify terminations with vague performance claims, but many of those explanations fall apart under scrutiny.
Retaliation
Retaliation is one of the most common employment law violations. Employers may not punish employees for speaking up, reporting misconduct, requesting accommodations, or asserting workplace rights.
Retaliation can include termination, demotion, reduced hours, or sudden discipline — even when disguised as “performance issues.”
Sexual Harassment
Sexual harassment is a form of unlawful sex discrimination and can include unwanted sexual advances, comments, messages, or a hostile work environment. Harassment may be committed by supervisors, coworkers, or even customers.
Employees are also protected from retaliation for reporting harassment or refusing sexual advances.
Gender Discrimination
Gender discrimination includes unequal pay, denied promotions, pregnancy discrimination, and unfair treatment based on sex, gender identity, or sexual orientation. These cases often overlap with retaliation or harassment.
Employers may not rely on stereotypes or gender-based assumptions when making employment decisions.
Disability, Medical Leave, and Accommodations
Employees with medical conditions or disabilities may be entitled to reasonable accommodations or protected leave. Employers are required to engage in a good-faith interactive process and may not retaliate against employees for requesting accommodations or leave.
Terminations shortly after medical disclosures are a major red flag.
How We Help Employees
Employment cases are fact-specific and time-sensitive. We help employees by:
- Evaluating whether employer conduct was unlawful
- Identifying discrimination, retaliation, or pretext
- Handling communications with employers or HR
- Filing administrative claims or lawsuits
- Seeking compensation for lost wages and emotional distress
- Negotiating settlements or pursuing litigation when necessary
Many cases are handled on a contingency basis, meaning no legal fees unless there is a recovery.
Speak With an Employment Lawyer
If you were treated unfairly at work, you may have legal options, even if your employer says the action was “legal” or “at-will.”
An experienced employment lawyer can review your situation, explain your rights, and help you decide the best path forward.