Schleier Law Offices

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Employment Discrimination Attorneys, Attorneys, Labor & Employment Law Attorneys

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Today: 9:00 am - 5:00 pm

48 Years

in Business

(602) 277-0157Call Visit WebsiteVisit Website Map & DirectionsDirections3101 N Central AvePhoenix, AZ 85012 Write a ReviewWrite Review

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Mon - Fri:	9:00 am - 5:00 pm

Schleier Law Offices

Sex Crimes
Twenty-three years after the televised Anita-Hill Clarence Thomas confirmation hearings in which sexual harassment became a household word, sexual harassment is still widespread in the American workplace, causing a profound impact on men and women. Sexual harassment can manifest itself both physically and psychologically. In its milder forms it can involve verbal innuendo and inappropriate affectionate gestures. It can, however, escalate extreme behavior amounting to attempted rape and rape. Physically, the recipient may be the victim of pinching, grabbing, hugging, patting, leering, brushing against and touching. Psychological harassment can involve a relentless proposal for physical intimacy, beginning with subtle hints that may lead to overt requests for dates and sexual favors.

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Phone: (602) 230-9250

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AKA

Gary S Schleier Attorney

Schleier Jellison & Schleier

Schleier Bradley H

Bradley H Schleier Attorney

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http://www.schleierlaw.com

Categories

Employment Discrimination Attorneys, Attorneys, Labor & Employment Law Attorneys

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Details

Phone: (602) 277-0157

Address: 3101 N Central Ave, Phoenix, AZ 85012

Website: http://www.schleierlaw.com

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Schleier Law Offices

Sex Crimes
Twenty-three years after the televised Anita-Hill Clarence Thomas confirmation hearings in which sexual harassment became a household word, sexual harassment is still widespread in the American workplace, causing a profound impact on men and women. Sexual harassment can manifest itself both physically and psychologically. In its milder forms it can involve verbal innuendo and inappropriate affectionate gestures. It can, however, escalate extreme behavior amounting to attempted rape and rape. Physically, the recipient may be the victim of pinching, grabbing, hugging, patting, leering, brushing against and touching. Psychological harassment can involve a relentless proposal for physical intimacy, beginning with subtle hints that may lead to overt requests for dates and sexual favors.
Assault

Wrongful Termination
Tod was active in forming the Arizona Employment Lawyers Association that consists of lawyers from the State of Arizona who represent employees. He regularly lectures throughout the state on various employment issues including wrongful termination and sexual harassment. Tod has also served on the State Bar of Arizona Sub-Committee for Employment Law Jury Instructions. Tod’s long and distinguished career as an employment lawyer was recognized when he was inducted into the College of Labor and Employment Lawyers in 2001. Tod has also been continually listed in
Employment Discrimination
Though most employees are considered “at will” employees, there are many federal and state statutes that prohibit an employer from taking adverse employment action against an employee for engaging in protected conduct.Â Such laws include Title VII,Â the Age Discrimination in Employment Act, the Equal Pay Act, the Fair Labor Standards Act,Â the False Claims Act, and the Arizona Employment Protection Act.Â Under these laws, Â an employer is barred from taking adverse action against an employee because the employee filed an internal or externalÂ complaint of discrimination, reported violations of law by the employer or participated in the investigation of another employeeâ€™s complaint of discrimination.Â To receive the protections of the law, the employees complaint need not be a violation of the law, but encompasses complaints that the employee in good faith believes violates the law.
Employment Contract
At Schleier Law Offices, P.C., we have decades of of experience in representing employees in claims involving contracts, discrimination, harassment, and wrongful firing under such statutes as the Civil Rights Act of 1965, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act, the Fair Labor Standards Act, the Family and Medical Leave Act, and the Arizona Employment Protection Act. We work on all facets of representation, from the initial negotiation of an employment agreement to handling administrative claims to the handling of jury trials and appeals.Â We also have significant experience in representing employees in employer claims relating to restrictive covenants such as non-compete and non-solicitation agreements.Â In addition to handling litigation matters, we work close with clients in negotiating and drafting employment agreements.
Employment Litigation
Recognizing the significant costs and uncertainty inherent in the litigation process, both Tod and Brad are strong believers in the alternative dispute process to resolve disputes through mediation and arbitration.Â Tod has developed such a practice to assist employees and employers in resolving employment-related disputes. Because of his over forty years experience and his stellar reputation as an employment lawyer, both employees and employers readily employ Tod as a mediator or arbitrator. His unique perspective and ability to evaluate employment disputes from a legal and practical point of view are well-known within the legal community and he is frequently sought out to mediate or arbitrate hotly contested disputes. Tod’s success rate in resolving mediation matters speaks to his dedication to the cases he mediates.Â In addition to Tod’s practice, Brad Schleier is also a trained arbitrator and a panel member with the American Arbitration Association.
Non-compete Agreement
Tips and News from the Schleier Law Team Both employers and employees should be aware that the Federal Trade Commission is currently looking at adding rules that will significantly affect the ability of employers enforce non-compete agreements. These changes may occur in the spring and summer 2023. Please feel free to reach out to seek advice on whether a non-competition agreement is enforceable.
Sexual Harassment
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when...

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