Employment Law

Seattle attorney Bradley Davis has more than two decades of experience in labor and employment law. Contact us for a consultation if you have faced the following employment or workplace issues:

Wrongful Termination Discrimination Sexual or Gender Harassment Hostile Work Environment Breach of Contract Refusal to grant pregnancy leave under the Family and Medical Leave Act (FMLA) or Pregnancy Discrimination Act (PDA) Disability discrimination under the Americans with Disabilities Act (ADA)

Wrongful Termination, also known as Wrongful Discharge, can be based on any number of wrongful actions. An employee may be wrongfully terminated in a retaliatory discharge for exercising protected rights, such as reporting illegal activity or safety violations (whistleblowing), missing work for jury duty, engaging in a protected activity with a labor union, or filing for workers’ compensation or a disability claim.

Unlawful Discrimination extends to every phase of employment, from the hiring process, to assignments and transfers, pay, demotions, and termination. Both state and federal laws protect an employee from unlawful discrimination on the basis of race, color, national origin, religion, gender, age, disability or genetic information.

The law prohibits quid pro quo sexual harassment, where a superior conditions favorable or unfavorable job treatment in exchange for a subordinate’s sexual favors. Sexual harassment of this sort need not involve a sexual act but can occur, for instance, when a supervisor asks an employee on a date, and then discriminates against the employee if he or she refuses to accept. Sexual harassment can be male-female, male-male, or female-male. Transgender employees can also be the victims of harassment.

A hostile work environment can become so severe and pervasive that it creates an unwelcome work environment. Sexual harassment is one example of a hostile work environment, but there are other offending acts, including offensive language, inappropriate touching, offensive posters in a break room or work area, or offensive graffiti in the bathroom. Race or religious harassment is illegal, and creates a hostile work environment.

An employee contract will likely include the duration of the employment relationship, or contain provisions for when and how an employee may be terminated. Issues of pay, promotion, hours and other terms and conditions of employment are likely covered by a contract. A breach of contract by an employer may be remedied in numerous ways, including reinstatement of back pay, reassignment, or monetary damages. Bradley G. Davis Law Office PLLC handles all types of employee-employer contract disputes. Washington is an “at will” employment state, and an employee may be fired at any time for any reason as long as it is not an illegal reason such as discrimination or retaliation as described above. Many employees do work under a contractual relationship, though they may not have an express written agreement. Statements in an employee handbook or policy manual may make certain guarantees about continued employment, which would require the employer to have “cause” or “just cause” to terminate. Even verbal statements could be enough to create this expectation by the employee in certain circumstances.

If you feel you have been wrongfully terminated, or the victim of discrimination or harassment in the workplace, contact us now for a CONSULTATION. The team at Bradley G. Davis Law Office is experienced, tough, and will fight for your rights.


Phone: (206) 441- 4201Fax: (206) 441-13052001 Western Avenue, Suite 205Seattle, WA 98121