Kevin handles all kinds of employment and personal-injury cases. He carefully selects cases and then provides his clients with vigorous prosecution of their claims. He litigates cases in Oregon and Washington State and in federal courts and administrative agencies. The most prominent of these employment cases include the following types of litigation:
Civil Rights: A civil rights case may be brought against a local, state, or federal government when the government deprives someone of a right guaranteed by the constitution. An example of a civil rights case would be discharging a government employee because the employee has exercised his right to free speech.
Disability: A disabled employee has a right to reasonable accommodation. What this means is the disabled employee has a right to be given the means to work on the job and to be a productive employee. An employer must give a disabled employee this reasonable accommodation, unless to do so creates an undue hardship for the employer. Not every medical condition constitutes a disability within the meaning of the law, however. The medical condition must substantially impair or inhibit the person in the performance of a major life activity such as eating, walking, or working.
Discrimination: A discrimination case occurs when an employee has something adverse happen on the job, such as discharge, because of the employee's race, sex, age, color, religion, national origin, or disability. Discrimination in the sense of an employment case does not occur when an employer discriminates on the basis of other criteria, such as a personal like or dislike. A discrimination case may be brought before a government agency or in court.
Harassment: An employer can be liable for sexual, racial, religious, or other types of harassment. This occurs when an employer makes the workplace a hostile environment on account of an employee's sex, age, color, race, religion, or some other characteristic such as disability. Sexual harassment is the most common, but not the only, type of harassment.
Retaliation: A retaliation case occurs when an employee opposes or complains about discrimination and something adverse-such as discharge-results. A retaliation case can be brought before a government agency or in court. In fact, retaliation cases often grow out of discrimination cases when employers retaliate against employees because the employees have complained about or opposed discrimination on the job.
Wage Claims: An employer may refuse to pay an employee for all hours worked or for overtime. Some employers work their employees through lunch breaks when the employee should be off work or work their employees "off the clock." In addition, an employer may fail to pay an employee all wages due when the employee quits or is discharged. When these events occur, the employee may be entitled to compensation along with penalties and attorney fees for unpaid wages and overtime.
Whistle blowing: In general, when an employee makes a report to state or federal government about an illegality or safety violation, and the employee suffers an adverse job action such as suspension or discharge as a result, there may be a violation of what are known as whistleblower laws.
Wrongful Discharge: A wrongful discharge occurs when an employee is fired in violation of "public policy." Examples of a wrongful discharge are when an employer discharges an employee because the employee served on a jury or refused to do something unsafe on the job. There are many examples of wrongful discharge, but one should realize that not every discharge, however "wrong" in the eyes of an employee, is necessarily wrong in the eyes of the law. Generally speaking, a discharge is a wrongful discharge only when the discharge violates a public policy.
“Thank you for all you did today. You were at your very best, and you clearly outperformed the opposing side in the briefs, the verbal presentation and arguments, in answering questions, recall of the material, and thinking on your feet. You demonstrated your abilities today better than I’ve seen any other attorney do.”