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Practice Areas • Employment

We protect employees who are the victims of discrimination, racial or sexual harassment, employment retaliation, First Amendment retaliation, and wrongful termination. We protect whistleblowers and litigate non-compete clauses in employment contracts.

At The Chandra Law Firm LLC, in Cleveland, Ohio, we dedicate a large portion of our boutique litigation practice's efforts to protecting the rights of workers in certain limited types of employment-law disputes. Our efforts have led to six- and seven-figure settlements and trial verdicts in favor of our clients.

We have built this record by providing tenacious representation, often devising creative case strategies in the face of overwhelming odds against our clients. We do this while providing personal representation with each of our clients, proving that we are serious when we say "your case is our cause."®

Before you contact us, here is one of the most important things you need to know:

At-will employment means that employers can mistreat and fire employees for almost any reason

Most states including Ohio are "at-will-employment" states. That means that employers can mistreat and even fire you "at will," that is, for almost any reason—including completely unfair and irrational ones. Yes, your boss can be completely crazy and there's generally nothing you can do about it.

The few exceptions to "at-will" employment are rare, but carved out in the law.

Those exceptions to employers' almost total freedom include discrimination based on race, color, national origin, sex or gender, disability, or age—or for having reasonably complained about such discrimination taking place against yourself or others (or participating in an investigation of such discrimination). Another exception includes if you were a whistleblower about certain types of illegal conduct. And public employees have certain rights including First Amendment, free-speech protection.

In general though, even if your supervisor is just plain mean and irrational—there's nothing that can be done about that legally. Every day, we respectfully decline two-dozen requests for advice and representation because of these principles.

Protecting your rights in employment disputes

State and federal laws like Title VII of the Civil Rights Act of 1964 provide you with a host of protections designed to help you work in an environment free from discrimination based on race, sex, gender, national origin, and religtion, as well as sexual harassment.

You should also never face any type of retaliation, including wrongful termination, for blowing the whistle on illegal behavior.

We have a broad range of experience in these types of cases, including those involving the Family and Medical Leave Act, the Employee Retirement Income Security Act, and your ability to freely exercise your First Amendment right to free speech.

We can also counsel you and protect your rights when you have an employee contract with a non-competition agreement. Employers often draft these agreements too broadly to be legally enforceable, but the law can be tricky in this area and careful scrutiny of agreements by lawyers experienced with this area of law is advisable.

Our work has led to our involvement in class-action cases. And in instances where large class actions have fallen apart, attorneys have recommended us to individual clients because of our ability to secure positive results against major corporations, whether at trial or in settlement negotiations.

Contact The Chandra Law Firm LLC today to seek help

In these types of cases, there is no substitute for skilled, experienced representation. Our lawyers are ready to help you in your fight for justice.

You can reach our firm, which serves clients throughout Ohio and the nation, by calling 216-578-1700 or by filling out our online contact form.

At Chandra Law, your case is our cause.®

Practices For Employment

Making the right choice in legal representation can make the difference in whether you achieve a result that protects your legal rights and best interests.

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