Wrongful termination
Firings tied to protected activity, complaints, medical leave or refusal to break the law.
Employee side since 2008
Fired, sidelined or shorted on pay
We represent employees only, never employers. Consultations are free and most cases are handled on contingency, so there is no fee unless we recover for you.
17 yrsemployee side only
No feeunless we recover
300 daystypical filing deadline
1,100+workers represented
Cases we take
When the employer had the leverage
Discrimination and harassment claims
Race, sex, age, disability, pregnancy and religion claims under state and federal law.
Unpaid wages and overtime
Misclassification, off the clock work, missed breaks and unpaid final paychecks.
Severance review and negotiation
Reviewing what you were offered and pushing for more before the signing deadline.
Retaliation and whistleblower claims
Punishment after reporting safety issues, fraud or discrimination internally or to an agency.
Our side
We do not represent employers, ever
Angela Whitcombe practiced three years defending companies before switching sides in 2008, and the firm has taken employee cases exclusively since. Four attorneys handle everything from single plaintiff terminations to wage claims covering a full shift of workers. Consultations are free because most people do not know whether they have a case until someone reads the file.
•Free consultation, contingency fees on most claims
•Severance deadlines reviewed within 48 hours
•Experience on the defense side informs how we value a claim
Reviews
Workers we have represented
“I was let go two weeks after asking about unpaid overtime. They found the timing pattern in my own emails and the case settled in five months.”
Marcus J., Warehouse supervisor
“My severance had a non compete buried in it. They negotiated it out and got another six weeks of pay.”
Hana L., Marketing manager
“They explained what my case was worth honestly, including the parts that were weak. I appreciated not being sold to.”
Trina O., Retail employee
FAQ
Common employment questions
How long do I have to file a claim?
It depends on the claim. Federal discrimination charges generally must reach the EEOC within 300 days in Washington, while wage claims and some state law claims run longer. Deadlines are unforgiving, so call early even if you are undecided.
Washington is an at will state. Do I have any case?
At will means an employer can fire you for no reason, not for an illegal reason. Terminations tied to discrimination, medical leave, wage complaints or safety reporting remain unlawful. Timing and documentation are often what make the case.
Should I sign the severance agreement?
Not before someone reads it. Severance agreements typically waive every claim you have, sometimes add non compete or non disparagement terms, and often can be improved. Most give you at least 21 days to consider if you are over forty.
What does it cost to hire you?
The consultation is free. Termination, discrimination and wage cases are usually contingency, meaning our fee is a percentage of what we recover and nothing if we do not. Severance reviews are flat rate.
Contact
Talk it through with an attorney
Bring your offer letter, any writeups and the last few weeks of emails. The consultation is free and confidential.
Phone(735) 555-0135
Address1201 Third Avenue, Suite 2200, Seattle, Washington
HoursMon to Fri 8:30am to 5:30pm, evening calls by request
AreaKing, Pierce and Snohomish counties