Retaliation: The Most Common Thread
Many cases turn on retaliation rather than overt bias. If you reported harassment, asked for FMLA leave or reasonable accommodation, participated in an investigation, or raised safety/ethics concerns—and were then disciplined or fired—your rights may have been violated. Andy develops timelines, compares how similarly situated coworkers were treated, and exposes shifting explanations that reveal pretext.
Short Deadlines—Why Speed Matters
Employment claims carry strict filing windows. Some administrative charges must be filed within 180 days (and other deadlines may apply). Waiting risks losing your claims entirely. Andy maps every applicable deadline immediately and files the required EEOC or state charges to preserve your rights.
Evidence That Moves the Needle
- Documents: Offer letters, contracts, handbooks, policies, reviews, PIPs, emails, and texts.
- Comparators: How coworkers outside your protected class—or without protected activity—were treated.
- Timing: Close proximity between protected activity and termination.
- Witnesses: Supervisors and colleagues who can corroborate events or inconsistent reasons.
- Company Data: Scheduling, sales metrics, disciplinary histories, and turnover patterns.
Andy packages this evidence into a persuasive narrative for negotiation, agency proceedings, or trial.
Potential Remedies and Relief
- Back Pay: Wages and benefits from termination to resolution.
- Front Pay or Reinstatement: Future losses when returning isn’t feasible.
- Compensatory Damages: Emotional distress and related harms where permitted.
- Punitive Damages: For egregious misconduct (when available by law).
- Attorney’s Fees and Costs: Fee-shifting statutes can make employers pay.
Andy works with economists to quantify losses and maximize recovery in settlement or at trial.
Practical Steps to Protect Your Claim
- Write a detailed timeline with dates, names, and what was said/done.
- Secure lawful copies of emails, policies, reviews, and schedules you already possess.
- List potential witnesses and their contact info.
- Avoid signing severance or releases before legal review.
- Schedule a Free Consultation quickly to meet all deadlines.
How Andy Holliday Handles Wrongful Termination Cases
From day one, you work directly with Andy—not shuffled to a case manager. He conducts a focused intake, preserves evidence, files timely administrative charges, and negotiates from a position of strength. If the employer won’t deal fairly, Andy is prepared to litigate in state or federal court.
