Columbus employment lawyers
Fired, unpaid, or handed a severance agreement with a deadline? The clock on your options may already be running. One conversation tells you which deadlines apply and what to do this week, before you sign or say anything you cannot take back.
- 01A firing that felt wrongTiming and paper trail decide the case.
- 02Pay you are owedOvertime, final pay and misclassification.
- 03A severance offerReview before you sign a release.
When might a firing or pay problem be illegal?
Ohio is an at-will state, so most employers can end employment for many reasons. A firing or pay practice crosses a legal line when it is based on a protected trait, punishes protected activity, breaks a contract or ignores wage law. These situations deserve a closer look, and any one of them is a reason to call.
- 01Fired soon after a complaint
- 02Disciplined after asking for leave
- 03Treated differently from coworkers
- 04Overtime that never shows up
- 05Paid as a contractor, managed as an employee
- 06Final paycheck missing or short
- 07A non-compete you never read
- 08A release with a short deadline
Who do we represent?
Most of our employment work is for workers. We also advise small employers on policies and separations, and we screen for conflicts before taking any matter, so we never act on both sides of the same workplace.
What should you save before your access ends?
Reviews, pay stubs and schedules. Keep what is yours; do not take confidential company files.
The complaint, the discipline and the firing on one page, with names of witnesses.
Unsigned. Many releases give you weeks to review, and some terms can be negotiated.
File it promptly. Being fired does not automatically disqualify you, and the claim record can matter later.
What happens after the first call?
Employment matters can end in a negotiated agreement, an agency charge or a lawsuit. We choose the path with you based on your goals and the deadlines.
Many discrimination claims require an agency charge first, so early advice protects your options.
Timeline review
We line up dates, messages and documents.
Deadline check
Which claims apply and how long you have.
Choose the path
Negotiation, an agency charge or a lawsuit.
Resolve
A written agreement, or a filed claim with a plan.
How long do you have to act?
Employment claims carry short and different deadlines, and some run from the day of the firing, not the day you find a lawyer. These are general guides; your situation may have a shorter clock, which is why the first call is free and we check deadlines before anything else.
To file many federal discrimination charges in Ohio.
For many claims under Ohio law since 2021.
Often given to review a severance release.
First consultation, with fee options in writing.
Julian Okafor clerked for a state appellate judge and is known for organized case timelines and plain answers about deadlines. Bring whatever you have: the termination letter, your last reviews, the severance offer and a rough list of dates. A first meeting usually takes under an hour and ends with a written list of next steps.
Employment questions
Plain answers for workers and small employers. Deadlines vary, so ask early.
Yes, most employment is at will, but firings still cannot be discriminatory, retaliatory or in breach of a contract.
Have it reviewed first. It usually includes a release of claims, and some terms can be negotiated.
Agency charges often have deadlines of 300 days or less, and Ohio claims have their own limits. Early advice matters.
We advise small employers on policies and separations, and we screen for conflicts before taking any matter.
Start documenting now: dates, emails sent to you and the names of people who saw what happened. Keep doing good work. Many of the strongest cases are built by people who started a timeline before anything went wrong.
Yes, most employment is at will, but firings still cannot be discriminatory, retaliatory or in breach of a contract or public policy.
Have it reviewed first. It usually includes a release of claims, and terms like the amount, the reference language and the non-compete can often be negotiated.
Ohio courts enforce non-competes that are reasonable in time, place and scope and that protect a real business interest. Many are narrowed when challenged, so have yours read before you turn down a job.
No. The first meeting is free. For employee claims we often work on a contingency fee or a mixed fee, explained in writing before you decide.
Often yes. A firing does not automatically disqualify you; misconduct is a narrower standard than many people think.