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  • Ralph A. Cantafio, Esq.
  • Richard L. Eddington, Esq.
  • Mark J. Fischer, Esq.
  • Reed F. Morris, Esq.
  • Jay M. Cranmer, Esq.
  • Elizabeth Wittemyer
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Our experienced trial attorneys are committed to protecting the rights of employees in a diverse range of industries. If you have been wrongfully terminated from your employment, your employer has breached an employment contract, or you were forced out of a hostile work environment, it is important that you contact an experienced employment attorney like those of our office. We have experience enforcing state and federal laws to protect your rights, safety, and earnings. Our attorneys work with individuals in disputes involving workplace discrimination, wrongful termination, negligent hiring, and wage disputes.

Wrongful Termination

f you are concerned about your legal rights and need a claim filed against your boss or employer, contact attorney Reed Morris, who will provide you with an initial consultation to help you protect your rights.

An employee in Colorado may be able to recover economic damages (such as lost wages and lost benefits) and non-economic damages (such as emotional distress) for wrongful termination. Wrongful termination is different from employment discrimination cases. A wrongful termination is an illegal termination by an employer of an employee exercising a legal right or refusing to violate a statutory duty. For example, an employee terminated for filing a worker's compensation claim or bringing safety concerns to the attention of his employer, and is fired for doing that, may have a wrongful termination claim against their employer. If you believe you have been wrongfully terminated, contact us for consultation on whether your rights as an employee have been violated.

Employment Contracts

Employment contracts (whether written or oral) may obligate an employer to meet all requirements prior to termination. A contract may also be implied based on the facts and circumstances of your employment, such as personnel policies contained in an employment handbook. Often an employment manual require employers to use a "progressive disciplinary policy" where employees are notified and warned of earlier infractions and disciplined prior to termination. Employees may be able to recover economic damages if your employer fails to follow obligations of the contract or employment manual. If you believe you have been wrongfully discharged in violation of a contract or an employment manual, you can call our office for a consultation.

Wage Disputes

State and federal law control payment of wages for workers in Colorado. Failure to pay wages, including your last paycheck, may be a violation of your rights and we can help. If you believe wages have been unfairly or improperly withheld from you, please call attorney Reed Morris for a consultation.

Employment Discrimination

Many people have heard the term "employment at will." People often say, especially employers, that they can fire somebody for no reason at all. While there may be employment contracts, state laws protecting wrongful termination, an employer must not discriminate on the basis of a protected category. Terminating or retaliating against an employee because of their race, sex, or religion is illegal under state and federal law. The central consideration is why you were fired, or why you were not hired.

Our attorneys have experience filing EEOC claims (Equal Employment Opportunity Commission) and claims with state employment discrimination agencies regarding employee discrimination. If you believe you have been discriminated against in the workplace, whether you were fired, retaliated against or subject to a hostile work environment because of your status in a protected category (sex, race, religion, etc.) call attorney Reed Morris for a consultation. We represent people like you in state and federal courts in Colorado who have been discriminated against and our experienced trial attorneys are prepared to take your case to court, if necessary.

Sexual Harassment

There are two types of sexual harassment in the workplace, "quid pro quo" and "hostile work environment." Quid pro quo is a Latin phrase meaning "this for that." If an employee is faced with a proposition to trade sex for something in the workplace, that is illegal. Whether it is getting a raise, getting a promotion, or keeping your job, you may be a victim of sexual harassment in the workplace and may be able to recover for lost wages, future wages, emotional distress, punitive damages, and attorney fees. A hostile work environment sexual harassment claim is where the employer, supervisor, or co-worker does and says things that make the victim feel uncomfortable because of his or her sex. There does not need to be a demand or trade such as in the quid pro quo category. It may be enough that the environment of the workplace has been rendered uncomfortable or intolerable. Even if the harasser is a co-worker, there may be a claim for illegal sexual harassment if it was reported to the management and management failed to act reasonably in correcting the improper conduct. If you believe you have been a victim of sexual harassment in the workplace, call attorney Reed Morris for a consultation.

Sexual Harassment

Employers must take reasonable care under the circumstances in selecting employees for their business. If the nature of the work is likely to subject third parties to serious risk of harm, a special duty to investigate may be imposed on employers. When an employer knew or should have known that an employee's conduct may subject third parties to an unreasonable risk of harm, there may be a duty for negligent hiring or negligent retention. The circumstances where an employer may be liable for negligent hiring (or retention) are when the employer hires an individual whose prior conduct or character gives reason to believe an undue risk of harm to others.