Columbus employment law attorneys at Michael D. Christensen Law Offices LLC protect Ohio workers facing wrongful termination, workplace discrimination, wage theft, and hostile work environments. Our experienced legal team fights for employees’ rights under federal and Ohio employment laws, pursuing maximum compensation for lost wages, benefits, emotional distress, and punitive damages.
Understanding Employment Law in Ohio
Employment law governs the relationship between employers and employees throughout the Columbus area and across Ohio. When employers violate federal and state employment laws, workers suffer devastating consequences—lost income, damaged careers, and emotional trauma. At Michael D. Christensen Law Offices LLC, we stand with employees who have been wronged by unlawful employer practices.
Ohio follows the at-will employment doctrine, meaning employers can generally terminate employees for any reason. However, critical exceptions exist. Employers cannot fire workers for discriminatory reasons, in retaliation for protected activities, or in violation of employment contracts. When employers cross these legal boundaries, they must be held accountable. The Ohio Civil Rights Commission enforces state anti-discrimination laws, while federal protections come through agencies like the U.S. Equal Employment Opportunity Commission (EEOC).
Our Columbus employment law attorneys investigate every aspect of your case, from reviewing employment contracts and personnel files to interviewing witnesses and analyzing company policies. We understand the power imbalance between employees and large corporations, and we work to level the playing field through aggressive legal representation. If you’ve also suffered workplace injuries, we can help you understand all your legal options.
Types of Employment Law Cases We Handle
Wrongful Termination
Wrongful termination occurs when employers fire employees in violation of law, public policy, or employment agreements. While Ohio’s at-will doctrine gives employers broad termination rights, they cannot fire workers for illegal reasons such as discrimination, retaliation, or refusing to participate in unlawful activities.
Common wrongful termination scenarios include firing employees for filing workers’ compensation claims, reporting safety violations to OSHA, taking FMLA leave, or refusing to violate laws. Our attorneys analyze the circumstances of your termination to identify all potential legal claims and hold employers accountable for their unlawful conduct.
Workplace Discrimination
Federal and Ohio laws prohibit employment discrimination based on race, color, religion, sex, national origin, age, disability, and genetic information. Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and Ohio Revised Code Chapter 4112 provide comprehensive protections for Columbus workers.
Discrimination can occur during hiring, promotions, job assignments, compensation, training, and termination. It may be overt or subtle—employers rarely admit discriminatory intent. Our employment discrimination attorneys identify patterns of discriminatory conduct, gather evidence of disparate treatment, and build compelling cases that demonstrate employers’ unlawful motivations.
Sexual Harassment
Sexual harassment in the workplace takes two primary forms: quid pro quo harassment and hostile work environment. Quid pro quo occurs when employment decisions depend on submission to unwelcome sexual conduct. Hostile work environment exists when severe or pervasive conduct creates an intimidating, offensive workplace.
We represent employees who have experienced unwanted sexual advances, inappropriate touching, sexually explicit comments, requests for sexual favors, and other forms of harassment. Our attorneys understand the sensitive nature of these cases and handle them with discretion while aggressively pursuing accountability and compensation.
Wage and Hour Violations
Wage theft costs American workers billions annually. Common violations include failure to pay overtime, misclassifying employees as exempt or independent contractors, requiring off-the-clock work, improper tip pooling, and paying below minimum wage. The U.S. Department of Labor and Ohio laws provide remedies for workers who haven’t received proper compensation.
Our wage and hour attorneys calculate unpaid wages, overtime, and penalties owed to employees. We pursue claims under the Fair Labor Standards Act (FLSA) and Ohio’s wage laws to recover back pay, liquidated damages, and attorney’s fees. When employers systematically violate wage laws, we may pursue class actions representing all affected workers.
Retaliation Claims
Employees who report illegal activity, file complaints, or participate in investigations deserve protection from employer retaliation. Federal and Ohio whistleblower laws prohibit employers from taking adverse actions against employees who engage in protected activities. If you’ve also experienced a wrongful death in your family due to workplace retaliation or unsafe conditions, we can pursue all available legal remedies.
Retaliation includes termination, demotion, pay cuts, shift changes, negative performance reviews, and other actions that would discourage reasonable employees from reporting violations. Our attorneys document the timeline between protected activity and adverse action, demonstrating the causal connection that proves retaliation.
FMLA Violations
The Family and Medical Leave Act (FMLA) entitles eligible employees to 12 weeks of unpaid, job-protected leave for specified family and medical reasons. According to the Department of Labor’s FMLA guidance, employers must maintain employees’ health benefits during leave and restore them to the same or equivalent position upon return.
FMLA violations occur when employers deny valid leave requests, interfere with leave rights, or retaliate against employees for taking protected leave. We represent employees whose employers have violated their FMLA rights and pursue reinstatement, back pay, front pay, and damages.
Employment Contract Disputes
Employment contracts, non-compete agreements, severance packages, and confidentiality agreements create binding obligations. When employers breach these agreements or attempt to enforce unreasonable provisions, employees need experienced legal representation.
Our attorneys review employment agreements, negotiate favorable terms, and litigate breaches. We challenge overly broad non-compete clauses under Ohio law and ensure employers fulfill their contractual obligations regarding compensation, benefits, and severance.
Ohio Employment Law Protections
Ohio provides robust employment protections through Ohio Revised Code Chapter 4112, which prohibits discrimination in employment, housing, and public accommodations. Ohio law protects characteristics not covered by federal law and applies to employers with as few as four employees, providing broader coverage than many federal statutes.
The Ohio Civil Rights Commission investigates employment discrimination complaints and may impose penalties on employers who violate state law. Employees can file administrative complaints or proceed directly to court, depending on strategic considerations that our attorneys can explain. Ohio also provides specific protections for whistleblowers who report violations of state or federal law.
Ohio’s minimum wage currently exceeds the federal minimum wage, providing additional protection for lower-wage workers. Our Ohio attorneys stay current on all employment law developments to provide the most effective representation possible.
The Employment Law Claims Process
Free Case Evaluation
Your employment law case begins with a comprehensive free case evaluation at Michael D. Christensen Law Offices LLC. We review your employment history, analyze relevant documents, and assess the strength of potential claims. This evaluation costs you nothing, and we explain your legal options in straightforward terms.
During this initial consultation, bring any employment contracts, personnel files, performance reviews, communications with supervisors, and documentation of the conduct you experienced. The more information you provide, the better we can evaluate your claims and develop an effective legal strategy.
Administrative Proceedings
Many employment claims require filing charges with administrative agencies before proceeding to court. The EEOC handles federal discrimination charges, while the Ohio Civil Rights Commission addresses state law violations. These agencies investigate complaints and may attempt conciliation between parties.
Strict deadlines apply to administrative filings. Federal discrimination charges generally must be filed within 180 or 300 days, depending on state agency coverage. Ohio charges must typically be filed within two years. Missing these deadlines can permanently bar your claims, making prompt legal consultation essential.
Litigation and Trial
After exhausting administrative remedies, employees may file lawsuits in state or federal court. Litigation involves discovery, where both sides exchange documents and take depositions, followed by motions practice and potentially trial.
Most employment cases settle before trial once discovery reveals the strength of evidence. However, some employers refuse reasonable settlements, requiring trial. Our attorneys have extensive courtroom experience and prepare every case as if it will go to trial, ensuring we’re ready to fight for maximum recovery. Attorney Michael D. Christensen personally handles employment law matters with the attention they deserve.
Damages in Employment Law Cases
Economic Damages
Economic damages compensate for measurable financial losses. Back pay covers wages lost from the date of the unlawful action through judgment. Front pay addresses future lost earnings when reinstatement isn’t feasible. Lost benefits, including health insurance, retirement contributions, and bonuses, also qualify as economic damages.
Our attorneys work with economic experts to calculate the full value of your economic losses over your remaining career. We document all income, benefits, and opportunities lost due to your employer’s unlawful conduct.
Compensatory and Emotional Distress Damages
Employment violations cause more than financial harm. Discrimination, harassment, and retaliation inflict emotional distress, anxiety, depression, and damage to professional reputation. Compensatory damages address these intangible injuries.
Federal Title VII claims cap compensatory and punitive damages based on employer size, ranging from $50,000 for small employers to $300,000 for large corporations. Ohio law may provide unlimited compensatory damages in certain cases, making state law claims strategically valuable.
Punitive Damages
Punitive damages punish particularly egregious employer conduct and deter future violations. They require showing the employer acted with malice or reckless indifference to employees’ rights. When employers know their conduct violates the law but proceed anyway, punitive damages may apply.
Evidence of repeated violations, ignored complaints, and corporate policies that encourage discrimination can support punitive damage claims. Our attorneys identify aggravating factors that maximize your potential recovery.
Why Choose Michael D. Christensen Law Offices LLC
Experienced Employment Law Advocacy
Employment law cases require understanding complex federal and state statutes, administrative procedures, and litigation strategies. Our Columbus attorneys have successfully represented employees against employers of all sizes, from small businesses to Fortune 500 corporations.
We understand how employers think and what evidence they will use to defend their conduct. This insight allows us to anticipate defense strategies and build cases that overcome employer arguments. Whether your case involves discrimination, harassment, wage theft, or retaliation, we have the experience to pursue maximum compensation.
Contingency Fee Representation
We handle employment law cases on a contingency fee basis, meaning you pay no attorney fees unless we recover compensation for you. This arrangement ensures access to experienced legal representation regardless of your current financial situation.
You’ve already suffered from your employer’s unlawful conduct. You shouldn’t have to pay upfront legal fees to seek justice. Our contingency fee structure aligns our interests with yours—we succeed only when you succeed.
Personalized Attention
Employment law cases are deeply personal. Your career, livelihood, and professional reputation are at stake. We provide individualized attention to every client, keeping you informed throughout your case and responding promptly to your questions and concerns.
You’ll work directly with experienced attorneys, not paralegals handling the bulk of your case. We understand the stress of employment disputes and provide compassionate, supportive representation while aggressively pursuing your legal rights.
Contact Our Columbus Employment Law Attorneys Today
Workplace violations deserve aggressive legal action. If you’ve experienced wrongful termination, discrimination, harassment, wage theft, or retaliation, Michael D. Christensen Law Offices LLC is ready to fight for your rights and pursue the compensation you deserve.
Our Columbus employment law attorneys offer free, no-obligation consultations to evaluate your case. We’ll review your situation, explain your legal options, and develop a strategy to hold your employer accountable. We handle all employment law cases on contingency, so you pay nothing unless we recover compensation for you.
Don’t wait—strict deadlines apply to employment law claims, and evidence can disappear quickly. Contact Michael D. Christensen Law Offices LLC today to schedule your free consultation. Your path to workplace justice begins with one call.
Employment Law & Lawyer FAQs
What Qualifies as Wrongful Termination in Ohio?
Wrongful termination in Ohio occurs when employers fire employees for discriminatory reasons based on protected characteristics, in retaliation for protected activities like filing complaints or whistleblowing, in violation of employment contracts, or against public policy. While Ohio is an at-will employment state, these legal exceptions protect workers from unlawful terminations that violate state and federal employment laws.
How Long Do I Have to File an Employment Discrimination Claim in Ohio?
For federal discrimination claims, you must file an EEOC charge within 300 days of the discriminatory act. Ohio Civil Rights Commission charges must generally be filed within two years. However, some claims have shorter deadlines, so consulting an attorney immediately is essential. Missing these strict deadlines can permanently bar your claims and forfeit your right to compensation.
Can I Sue My Employer for Creating a Hostile Work Environment?
Yes, you can sue for hostile work environment when unwelcome conduct based on protected characteristics becomes severe or pervasive enough to create an intimidating, hostile, or offensive work atmosphere. The conduct must be more than isolated incidents and must interfere with your work performance. Employers can be liable for harassment by supervisors, coworkers, or even non-employees.
What Evidence Do I Need for an Employment Law Case?
Important evidence includes employment contracts, personnel files, performance reviews, pay stubs, emails and text messages, witness statements, company policies, and documentation of discriminatory or retaliatory incidents. Keep a detailed journal of incidents with dates, times, and witnesses. Preserve all electronic communications and avoid deleting relevant messages. Your attorney can subpoena additional records during litigation.
Do I Need to Report Harassment to HR Before Filing a Lawsuit?
While not always legally required, reporting harassment through internal channels strengthens your case and may be necessary for certain claims. Reporting creates documentation and gives employers opportunity to correct the problem—if they fail to act, this strengthens your case. However, if HR is the problem or reporting would be futile, exceptions may apply. An attorney can advise on reporting strategy.
How Much is My Employment Law Case Worth?
Employment case values depend on lost wages, lost benefits, emotional distress, the severity of employer conduct, and whether punitive damages apply. Back pay and front pay calculations consider your salary, benefits, and remaining career length. Discrimination cases may recover compensatory damages for emotional harm. Each case is unique, and our attorneys provide realistic assessments after reviewing your specific circumstances.
Can I Be Fired for Filing a Workers' Compensation Claim?
No, firing employees for filing workers’ compensation claims constitutes illegal retaliation under Ohio law. Employers cannot terminate, demote, or otherwise punish workers for exercising their legal right to workers’ compensation benefits. If you’ve been retaliated against for filing a claim, you may have both a retaliation lawsuit and continued rights to workers’ compensation benefits.
What is Considered Wage Theft in Ohio?
Wage theft includes failure to pay minimum wage, unpaid overtime for non-exempt employees, misclassifying employees as independent contractors, requiring off-the-clock work, illegal tip pooling, failing to pay for all hours worked, and improper deductions from paychecks. Ohio and federal law require employers to pay at least minimum wage for all hours worked and time-and-a-half for overtime.
Can My Employer Enforce a Non-compete Agreement in Ohio?
Ohio courts enforce reasonable non-compete agreements but may modify or invalidate overly broad provisions. Courts consider geographic scope, duration, and whether restrictions protect legitimate business interests. Non-competes must be supported by consideration—usually employment itself or additional compensation. If your employer seeks to enforce an unreasonable non-compete, we can challenge it in court.
What Should I Do if I'm Being Discriminated Against at Work?
Document every incident with dates, times, witnesses, and specific details. Save all relevant emails, texts, and communications. Report discrimination through appropriate company channels and keep copies of complaints and responses. Consult an employment attorney immediately to understand your rights and preserve your claims. Avoid discussing your situation on social media or with coworkers.