• Winterbauer & Diamond PLLC
  • 1200 Fifth Avenue Suite 1700
  • Seattle, Washington 98101
  • 206.676.8440
Winterbauer & Diamond PLLC
Employment Litigation Lawyers in Seattle

Employment Litigation

Winterbauer & Diamond PLLC provides sound advice and effective representation in employment law litigation matters throughout Seattle, Washington state and the Pacific Northwest. Our employment lawyers defend employers against claims and charges brought in court and before regulatory agencies on the full range of legal theories, including employment discrimination, employment torts, wage-related claims, unfair labor practice charges, and claims related to the protection of business information and assets.

Civil Rights and Discrimination

Local, state and federal lawmakers have created a complex hatchwork of laws, rules and regulations designed to combat discrimination, and promote civil rights, in employment. In these areas the legal landscape continues to change as the number of protected traits and classes increases and the related prohibitions expand and contract. Many adverse employment actions that involve a member of a protected class are potential lawsuits that may put the employer on the defensive, requiring the company to be able to justify its business decision in a compelling and persuasive manner. We defend employers before administrative agencies and in court against claims brought under any number of civil rights statutes and antidiscrimination laws, including, for example:

  • Title VII of the Civil Rights Act of 1964
  • Americans with Disabilities Act (ADA)
  • Vocational Rehabilitation Act of 1973
  • Washington Law Against Discrimination (WLAD)
  • Family and Medical Leave Act (FMLA)
  • Pregnancy Discrimination Act (PDA)
  • Age Discrimination in Employment Act (ADEA)
  • Older Workers Benefit Protection Act (OWBPA)

Employment Torts

Common law tort claims are increasingly used as bases to challenge work-related decisions and actions. We are well-versed in this ever-evolving area and regularly defend employers charged with any of the following tort claims, among others:

  • Invasion of privacy
  • Negligent or intentional misrepresentation
  • Negligent retention, negligent supervision or negligent hire
  • Wrongful discharge in violation of public policy
  • Defamation and false light
  • Fraud
  • Malicious prosecution
  • False imprisonment
  • Negligent or intentional infliction of emotional distress
  • Assault and batter
  • Tortious interference

Wage/Hour Issues and Claims

Wage and hour claims represent one of the fastest-growing dimensions of employment litigation. They also represent a large percentage of our litigation practice. We have substantial experience and expertise defending against the full range of wage and hour and related claims, whether prosecuted individually or in a representative capacity. For example, in the recent past, we have successfully defended employers, large and small, against individual and/or class-wide claims alleging variously that required rest and break periods were not provided or properly compensated; positions were misclassified for overtime exemption purposes; wages were wrongfully withheld and/or subjected to improper offset or deduction; travel and/or on-call time was not properly compensated; and workers who fit the definition of employees were misclassified as independent contractors.

Non-Client Communications

This Web site offers general information about our practice and its content is not intended to be, and should not be construed as, legal advice. You should also understand that by contacting Winterbauer & Diamond through this site you have not established an attorney-client relationship. Therefore, any information you provide will not be confidential and does not preclude our relationship with any other party. Inquiries regarding representation will be subject to our potential-client intake and conflict check process. Finally, you should understand that some legal matters are time sensitive. Delay may result in the waiver of claims or defenses, or otherwise harm you position. Therefore, we encourage you to continue your search for counsel while you await our response.

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