Detroit Employment Attorney

State & Federal Employment Laws Protect Michigan Workers

Employers and businesses should treat their workers with respect and dignity. However, without regulation, it’s likely that corporations or companies would find ways to cut corners and leave their employees shortchanged. That’s why state and federal employment laws exist, to provide you compensation when your rights have been neglected or ignored. You can expect a case to use these laws to support your claim that your employment rights were violated:

Title VII of the Civil Rights Act of 1964

This federal law prohibits employment discrimination based on race, color, religion, sex, or national origin. It protects workers from unfair treatment in hiring, promotion, termination, compensation, and other employment terms.

Americans with Disabilities Act (ADA)

The ADA ensures that qualified individuals with disabilities have equal employment opportunities. Employers must provide reasonable accommodations and are forbidden from discriminating in hiring, promotions, or workplace policies.

Fair Labor Standards Act (FLSA)

The FLSA sets standards for minimum wage, overtime pay, recordkeeping, and child labor. It ensures that workers receive fair compensation for their time and limits exploitative labor practices.

Family and Medical Leave Act (FMLA)

The FMLA grants eligible employees up to 12 weeks of unpaid, job-protected leave per year for certain family and medical reasons. This includes personal illness, caring for a family member, or bonding with a new child.

Elliott-Larsen Civil Rights Act (ELCRA)

Michigan’s ELCRA prohibits employment discrimination based on religion, race, color, national origin, age, sex, height, weight, familial status, or marital status. It extends protections beyond federal law and covers workplace harassment and retaliation.

Persons with Disabilities Civil Rights Act (PWDCRA)

The PWDCRA protects Michigan workers with disabilities from discrimination in hiring, training, promotion, and other employment terms. It requires employers to make reasonable accommodations so that employees can perform their jobs.

Michigan Paid Medical Leave Act

This Michigan law requires certain employers to provide eligible employees with paid medical leave. It can be used for personal or family health needs, domestic violence situations, or public health emergencies.

Michigan Whistleblowers’ Protection Act

This law protects employees who report or are about to report a violation of a law, regulation, or rule to a public body. Employers are prohibited from retaliating against workers who exercise these rights.

Michigan Wage and Fringe Benefits Act

This act ensures employees are paid wages and any promised benefits (such as vacation pay or sick leave) on time and in full. It also provides a mechanism for employees to recover unpaid wages.

Why Should I Hire a Detroit Employment Law Attorney?

It’s possible to pursue an work-related claim on your own, but it’s easy to miss deadlines, file claims for an invalid reason, or lose critical evidence. An employment lawyer will be able to guide you the process and offer you:

Legal Guidance From Day One

Understanding your rights before problems escalate is vital to seeking compensation and protecting a claim. A Detroit employment attorney can review employment contracts, severance packages, and non-compete agreements to identify unfair or unlawful terms. Many workers unknowingly sign agreements that restrict their future job opportunities or undercut their bargaining power. Early legal intervention can prevent these situations from escalating into costly disputes.

Strategic Negotiation With Employers

Not every employment law case goes directly to court. Many disputes can resolve through strategic negotiation; some employees have signed contracts that stipulate you cannot sue. Our team drafts strong demand letters, engages in settlement talks, and employs tools like alternative dispute resolution to achieve favorable outcomes. Mediation and arbitration procedures in Michigan can sometimes move faster than court litigation, making them effective tools in the right circumstances. Our attorneys approach every negotiation with readiness to escalate if employers refuse to comply with the law.

Aggressive Representation in Court

Some cases require litigation to achieve justice. When negotiations fail, our attorneys file claims in Michigan circuit courts, with the U.S. Equal Employment Opportunity Commission (EEOC), or the Michigan Department of Civil Rights (MDCR). Each avenue includes deadlines and strict filing rules:

• EEOC: Employees must file most discrimination charges within 300 days of the unlawful act in Michigan because state law also prohibits discrimination.
• MDCR: Michigan workers generally have 180 days from the discriminatory act to file a complaint.
• State Court: Under the Elliott-Larsen Civil Rights Act and the Persons with Disabilities Civil Rights Act, employees typically have 3 years from the unlawful practice to file suit.
• Retaliation claims under the Michigan Whistleblowers’ Protection Act carry a statute of limitations of 90 days after the alleged violation.
• Wage claims under Michigan law carry a 3-year period to seek unpaid wages.

Our lawyers pursue damages that reflect the full scope of harm, including lost wages, emotional distress, and in some cases punitive damages where permitted. Courtroom advocacy is aggressive, focused, and aimed at leveling the playing field between employees and powerful employers.

Equal Employment Opportunity Commission

Our attorneys may find that your employer violated the Equal Employment Opportunity Commission (EEOC).

Under EEOC guidelines, an employer cannot discriminate against an employee or applicant based upon their:

• Race
• Color
• Religion
• Sex, including pregnancy, transgender status, and sexual orientation
• National origin
• Age (40 and older)
• Disability

This federal law applies to most employers with at least 15 employees. EEOC guidelines also cover most labor unions and employment agencies.