Frank Freed Subit Thomas LLP

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Labor & Employment Law Attorneys, Attorneys, Business Law Attorneys

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Today: 9:00 am - 5:00 pm

Tomorrow: 9:00 am - 5:00 pm

43 Years

in Business

(206) 682-6711Visit WebsiteMap & Directions705 2nd AveSeattle, WA 98104 Write a Review

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Hours

Regular Hours

Mon - Fri:	9:00 am - 5:00 pm
Sat - Sun	Closed

Places Near Seattle with Labor & Employment Law Attorneys

Medina (8 miles)
Mercer Island (9 miles)
White Center (10 miles)
Bellevue (10 miles)
Kirkland (13 miles)
Rollingbay (15 miles)

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General Info

If you are employee or union in need of an attorney, you should turn to the team at Frank, Freed, Subit & Thomas LLP. With over 175 years of legal experience under their belts, you can feel confident they have the knowledge to handle a wide variety of issues. Attorneys Subit and Freed were recognized by Best Lawyers of America as the Puget Sound region’s Lawyer of the Year in Union Labor Law in 2013 and 2014, respective. Call (206) 567-9511 today and get a consultation on your case.

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Phone: (206) 567-9511

Services/Products

Appeals Civil Law Civil Rights Labor Relations

Payment method

all major credit cards

Location

Hoge Bldg

Neighborhoods

Seattle Central Business District, Downtown Seattle

AKA

Bloom Beth Barrett

Other Links

http://www.frankfreed.com

https://www.frankfreed.com

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Categories

Labor & Employment Law Attorneys, Attorneys, Business Law Attorneys, Criminal Law Attorneys, Employment Discrimination Attorneys

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Parking: Street, Free

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Details

Phone: (206) 682-6711

Address: 705 2nd Ave, Seattle, WA 98104

Website: http://www.frankfreed.com

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Frank Freed Subit Thomas LLP

Embezzlement
Examples of wrongful discharge include terminating an employee because she complained about or refused to participate in illegal actions such as fraud or embezzlement in the workplace; discharging someone because he performed a public duty such as serving on a jury; or dismissing a worker because she exercised a legal right, such as taking leave to deal with domestic violence.
Restraining Order
Frank Freed Subit & Thomas has represented hundreds of executives and other employees who have been sued for non-compete or other restrictive covenant violations, or were concerned that they may be sued. Our firm has defeated motions for temporary restraining orders and motions for preliminary injunctions that would remove employees from their positions. We have litigated numerous non-compete cases to a successful conclusion and negotiated an agreement beneficial to our clients. We also provide advice and counseling to employees and executives facing non-compete agreement issues and frequently can secure more favorable terms for our clients.

Business and Corporate Law

Business Disputes
Joyce's practice focuses primarily on representing physicians and other health care professionals in employment contract formation, contract negotiations and contract disputes, non-competition agreements, licensing, and regulatory and disciplinary matters relating to quality of care.

Wrongful Termination
Any reason it likes, unless the reason is illegal. "Wrongful termination" is shorthand for "wrongful termination in violation of public policy." A wrongful termination case is a claim that an employer has fired an employee for an illegal reason not specifically prohibited by a statute or regulation. A discharge is not "wrongful" or illegal just because the employer has acted unfairly, fired a worker without giving a reason, or made a false accusation.
Employment Discrimination
The federal Age Discrimination in Employment Act (ADEA) and the Washington Law Against Discrimination (WLAD) prohibit discrimination against an employee or job applicant because of age. Individuals who are forty years of age or older are protected from discrimination under these laws. It is illegal for employers to refuse to hire an employee because of age or to target older employees for layoff in a reduction of force. The law also prohibits employers from treating employees over forty years of age less favorably with regard to pay, benefits or opportunities for promotion. Proving age discrimination requires evidence that the challenged employment decisions were motivated by age bias. In some cases age related comments on the part of managers or employers provide such evidence. In cases involving a reduction in force, evidence of age discrimination can be demonstrated through an analysis of the ages of the individuals selected for layoff.
Employment Contract
Employees work hard for a living. They expect and deserve to be paid what their employers owe them. Unfortunately, employers sometimes cheat employees out of their wages by not paying them for all the hours they worked, by paying them late, or by not paying for overtime worked. Some employers refuse to pay their employees in accordance with their employment contracts, commission sales agreements, or bonus policies.
Employment Litigation
Results Matter. When you hire an employment attorney your objective is the same as ours: to deliver the results you need in a cost-effective manner. Frank Freed Subit & Thomas lawyers secure millions of dollars in judgments and settlements for our clients each year. Our attorneys have a proven track record of success in a broad variety of employment disputes. However, we cannot disclose confidential settlement information on our website. Some of our attorneys' non-confidential accomplishments include...
Non-compete Agreement
These days it is not just business executives who have issues with non-compete agreements. More and more companies are requiring managers and even non-managerial employees to sign non-compete agreements and other restrictive covenants that prohibit a departing employee from going to work for a competitor or trying to persuade clients to follow them. When they first join a new company, most employees don't think about how such agreements can limit their livelihoods or hinder their career when they leave the company, either voluntarily or involuntarily. Frequently, the effects and impact of non-compete agreements only becomes evident when an employee leaves their employer and begins looking for new opportunities in the same field.
Severance Agreement
As an advocate, Marc has successfully litigated several groundbreaking class action cases on behalf of farmworkers, dairy workers, delivery drivers, restaurant workers, construction workers, fruit packing workers, and catering servers. He has also successfully represented lawyers, doctors, tech professionals, and other individuals in severance negotiation and employment exit matters. He also advises small businesses on employment policies and employee discipline.
Sexual Harassment
Many companies require employees to undergo sexual harassment training; however, even with this training, harassment may still take place. Sexual harassment can happen to anyone. The harasser can be a coworker, supervisor, manager or even a non-employee. Sexual harassment can occur between people of the same gender or different genders, between people of the same sexual orientation or different orientations. Some of the most common sexual harassment complaints include...

Disability Discrimination
Jillian represents clients in discrimination and retaliation cases. Her practice focuses on disability discrimination and advising employees who need disability accommodations at work. She also handles wage & hour matters.

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