Representing employees across Utah
When your employer crosses the line — through wrongful termination, discrimination, harassment, retaliation, or wage theft — Stavros Law is ready to fight for you. We are trial lawyers who take cases to verdict, and we win.
Losing a job, facing harassment, or being retaliated against for doing the right thing can be devastating — financially and personally. Stavros Law represents employees, executives, and whistleblowers in the full range of employment disputes. We know the law, we know the courts, and we know how to win and prevail for you.
Stavros Law P.C. is a Utah employment law firm representing employees in Sandy, Utah and throughout the state. The firm handles wrongful termination, workplace discrimination (race, sex, age, disability, religion, national origin), sexual harassment, retaliation, whistleblower claims, wage and hour disputes, non-compete agreements, FMLA violations, and ADA disability accommodations. Attorneys Andrew Stavros, Austin Egan, Adam Clark, Shakira Zavala, and Michael Drake represent employees and executives.
Discrimination & harassment
Every type of claim. Every type of situation. Whatever your matter - administrative claims, mediations, arbitrations and trials - we have you covered.
Whistleblower & qui tam
SOX, False Claims Act, OSHA, SEC, IRS, Clean Air, Air21 and more. We know every program and every type of claim and can navigator your situation to provide the best possible advice.
Employee claims we handle
We represent employees in the full range of employment disputes — from individual discrimination and harassment claims to complex whistleblower and collective wage actions.
Termination claims
5 claim types we can help you evaluate.
Utah is an at-will employment state, but that does not mean your employer can fire you for any reason. If you were terminated in violation of a contract, public policy, or anti-discrimination law, you may have a claim for lost wages, emotional distress damages, and reinstatement.
When an employer makes working conditions so intolerable that a reasonable employee is forced to resign, the law treats the resignation as a termination. We pursue constructive discharge claims on behalf of employees who were effectively pushed out of their jobs.
Firing an employee for engaging in protected activity — reporting misconduct, filing a complaint, requesting accommodation, or exercising a legal right — is illegal retaliation. We represent employees who were terminated in retaliation for doing the right thing.
If you have a written or implied employment contract that limits your employer's right to terminate you, a wrongful termination may also be a breach of contract. We enforce employment contracts and pursue all available remedies for employees whose contracts were violated.
Utah law prohibits terminating an employee for refusing to commit an illegal act, performing a public duty, exercising a legal right or privilege, or reporting a violation of law. These public policy wrongful termination claims are among the most important protections available to employees.
Discrimination claims
11 claim types we can help you evaluate.
Title VII of the Civil Rights Act and Utah law prohibit discrimination based on race or color in hiring, promotion, pay, discipline, and termination. We represent employees who have faced race discrimination in any aspect of their employment.
Discrimination based on sex or gender — including unequal pay, denial of promotion, and discriminatory discipline — is prohibited under Title VII and the Equal Pay Act. We represent employees in sex discrimination and pay equity claims.
The Pregnancy Discrimination Act and the PWFA prohibit employers from treating pregnant employees or those with pregnancy-related conditions less favorably than other employees. We represent employees who were demoted, passed over, or terminated because of pregnancy.
The Age Discrimination in Employment Act protects workers 40 and older from discrimination in hiring, promotion, pay, and termination. We represent employees who have been targeted for layoffs, passed over for promotion, or pushed out because of their age.
The Americans with Disabilities Act prohibits discrimination against qualified individuals with disabilities and requires employers to provide reasonable accommodations. We represent employees who were denied accommodation, demoted, or terminated because of a disability.
Employers must engage in an interactive process and provide reasonable accommodations for disabilities and pregnancy-related conditions unless doing so causes undue hardship. We represent employees whose accommodation requests were ignored, delayed, or denied.
Title VII requires employers to reasonably accommodate an employee's sincerely held religious beliefs, practices, and observances. We represent employees who were denied religious accommodation or discriminated against because of their faith.
Discrimination based on national origin — including accent, ethnicity, and immigration status in some contexts — is prohibited under Title VII. We represent employees who have faced national origin discrimination in any aspect of their employment.
The Supreme Court's decision in Bostock v. Clayton County confirmed that Title VII's prohibition on sex discrimination covers sexual orientation and gender identity. We represent LGBTQ+ employees who have faced discrimination, harassment, or termination because of who they are.
The Genetic Information Nondiscrimination Act prohibits employers from using genetic information — including family medical history — in employment decisions. We represent employees whose genetic information was improperly obtained or used against them.
The Uniformed Services Employment and Reemployment Rights Act protects service members and veterans from discrimination and ensures reemployment rights after military service. We represent service members and veterans whose employment rights were violated.
Harassment claims
5 claim types we can help you evaluate.
A hostile work environment based on sex — including unwelcome sexual comments, advances, or conduct that is severe or pervasive enough to alter the conditions of employment — is illegal under Title VII. We represent employees who have endured sexual harassment in the workplace.
Quid pro quo harassment occurs when a supervisor conditions employment benefits — a job, promotion, or raise — on submission to sexual demands. This is among the most serious forms of workplace harassment, and we pursue these claims aggressively.
When sexual assault occurs in the workplace or in connection with an employment relationship, victims have civil remedies beyond the criminal process. We pursue civil claims on behalf of survivors against both individual perpetrators and employers who failed to prevent or respond to the assault.
A hostile work environment based on race, color, or national origin is illegal under Title VII. We represent employees who have been subjected to racial slurs, offensive conduct, or a racially hostile workplace.
Harassment based on religion, age, disability, pregnancy, sexual orientation, gender identity, or any other protected characteristic is illegal. We represent employees who have been subjected to any form of protected-class harassment.
Retaliation claims
5 claim types we can help you evaluate.
Retaliating against an employee for filing an EEOC charge, internal complaint, or complaint with a state agency is independently illegal under Title VII and other anti-discrimination statutes. We represent employees who faced adverse action after reporting discrimination or harassment.
Punishing an employee for requesting a disability or religious accommodation — through demotion, discipline, or termination — is illegal retaliation. We represent employees who were penalized for exercising their right to accommodation.
The Family and Medical Leave Act prohibits employers from retaliating against employees who take or request FMLA leave. We represent employees who were demoted, disciplined, or terminated after taking protected family or medical leave.
Retaliating against an employee for complaining about unpaid wages, overtime violations, or other wage and hour issues is prohibited under the FLSA and Utah Wage Act. We represent employees who faced adverse action after raising pay concerns.
Utah law prohibits employers from retaliating against employees for filing or pursuing workers' compensation claims. We represent employees who were terminated or penalized after a workplace injury.
Whistleblower & qui tam
11 claim types we can help you evaluate.
SOX Section 806 protects employees of publicly traded companies who report securities fraud, wire fraud, mail fraud, or violations of SEC rules. We have obtained back pay awards, reinstatement, and attorney fees for SOX whistleblowers — including a $840,163.65 back pay award in Case No. 2023-SOX-00023.
The False Claims Act allows private individuals — known as relators — to file suit on behalf of the government against those who have defrauded federal programs and share in any recovery. We represent relators in qui tam actions involving Medicare, Medicaid, defense contracting, and other federal programs.
OSHA administers whistleblower protection programs under more than 20 federal statutes covering workplace safety, environmental, financial, transportation, and consumer protection reporting. We represent employees who were retaliated against for reporting safety violations or other protected concerns under OSHA-administered programs.
The Surface Transportation Assistance Act protects commercial truck and bus drivers who report safety violations or refuse to operate unsafe vehicles. We represent transportation workers in STAA whistleblower complaints before the Department of Labor.
AIR21 protects airline employees and contractors who report aviation safety violations. We represent aviation workers in AIR21 retaliation complaints before OSHA and in federal court.
The Federal Railroad Safety Act protects railroad employees who report safety violations or refuse to violate safety rules. We represent railroad workers in FRSA retaliation complaints before the Department of Labor.
The Energy Reorganization Act and related statutes protect employees in the nuclear and environmental sectors who report safety or regulatory violations. We represent workers in ERA and TSCA whistleblower complaints before the Department of Labor.
The Dodd-Frank Act provides significant financial awards and anti-retaliation protections for individuals who report securities law violations to the SEC. We advise and represent employees considering SEC whistleblower submissions and those who have faced retaliation for reporting.
The IRS Whistleblower Program awards individuals who report tax fraud and underpayment a percentage of the taxes, penalties, and interest collected. We represent IRS whistleblowers in the submission process and in retaliation claims.
Utah's Protection of Public Employees Act protects state and local government employees who report violations of law, waste of public funds, or abuse of authority. We represent public employees in retaliation claims under this statute.
The Consumer Financial Protection Act protects employees who report violations of federal consumer financial laws to the CFPB. We represent financial services employees who have faced retaliation for reporting consumer protection violations.
Wage claims
8 claim types we can help you evaluate.
The Fair Labor Standards Act requires employers to pay non-exempt employees one and one-half times their regular rate for all hours worked over 40 in a workweek. We pursue unpaid overtime claims individually and in collective actions, recovering back wages, liquidated damages, and attorney fees.
Employers who pay below the applicable federal or state minimum wage violate the FLSA and Utah Wage Act. We represent employees in minimum wage claims, including tip credit violations and improper deductions that bring pay below the minimum.
Misclassifying employees as independent contractors to avoid paying overtime, benefits, and payroll taxes is one of the most common wage violations. We represent misclassified workers in claims for unpaid wages, overtime, and benefits under the FLSA and Utah law.
Employers sometimes improperly classify employees as exempt from overtime under the executive, administrative, or professional exemptions. We evaluate whether your job duties and salary actually qualify for exemption and pursue claims for unpaid overtime when they do not.
Earned commissions and bonuses are wages under Utah law. When an employer fails to pay earned commissions or bonuses — including after termination — we pursue claims under the Utah Payment of Wages Act and, where applicable, breach of contract.
Unauthorized deductions from wages — for uniforms, equipment, cash shortages, or other business expenses — may violate the FLSA and Utah Wage Act. We represent employees whose wages were improperly reduced or withheld.
Requiring or allowing employees to work before clocking in, after clocking out, or during unpaid meal breaks without compensation violates the FLSA. We represent employees who were required to perform uncompensated work.
When a single employer's wage and hour violations affect a group of similarly situated employees, a collective action under the FLSA may be the most effective remedy. We represent plaintiffs in FLSA collective actions and class actions under state wage laws.
Leave & benefits claims
4 claim types we can help you evaluate.
The Family and Medical Leave Act entitles eligible employees to up to 12 weeks of unpaid, job-protected leave for qualifying family and medical reasons. We represent employees whose FMLA rights were denied, interfered with, or whose leave was counted against them.
Retaliating against an employee for taking or requesting FMLA leave — through demotion, discipline, or termination — is independently illegal. We represent employees who faced adverse action after exercising their FMLA rights.
ERISA governs employer-sponsored benefit plans, including health insurance, retirement plans, and disability benefits. We represent employees in claims for wrongfully denied benefits, breach of fiduciary duty, and interference with benefit rights.
Employers must provide timely COBRA notices and continuation coverage options when a qualifying event occurs. We represent employees who were denied COBRA rights or whose coverage was improperly terminated.
Contract claims
5 claim types we can help you evaluate.
Employment agreements define the terms of the relationship — compensation, duties, term, and termination rights. We represent employees in disputes over the interpretation, breach, and enforcement of employment contracts, including executive agreements.
Before you sign a severance agreement, have an attorney review it. You may be waiving valuable claims for less than you deserve. We review, negotiate, and litigate severance packages for employees and executives — ensuring you receive fair value for the rights you are releasing.
Non-compete agreements are heavily litigated in Utah. We represent employees challenging overbroad or unenforceable non-compete restrictions that prevent them from working in their field after leaving a job.
Non-solicitation agreements that prohibit contacting former customers or colleagues can be overbroad and unenforceable. We represent employees challenging non-solicitation restrictions that go beyond what Utah law permits.
Executive compensation disputes involve complex contractual, tax, and fiduciary issues — including bonus disputes, equity compensation, deferred compensation, and golden parachute arrangements. We represent executives in negotiating, enforcing, and litigating executive pay agreements.
Public employee claims
5 claim types we can help you evaluate.
Public employees have First Amendment protections that private employees do not. We represent government employees whose speech on matters of public concern led to adverse employment action — including termination, demotion, or transfer.
Government employees with a property interest in their employment are entitled to due process before termination. We represent public employees whose procedural or substantive due process rights were violated in disciplinary proceedings.
The Equal Protection Clause prohibits government employers from treating similarly situated employees differently based on protected characteristics. We represent public employees in equal protection claims under 42 U.S.C. § 1983.
Federal employees are subject to a distinct set of employment laws, civil service rules, and procedural requirements. We represent federal employees in EEO complaints, adverse action appeals before the Merit Systems Protection Board, and related federal employment matters.
Utah state employees have civil service protections and grievance rights that private employees do not. We represent state employees in disciplinary proceedings, termination appeals, and civil service grievances.
Additional claims
6 claim types we can help you evaluate.
False statements about an employee's performance or conduct — in a termination letter, reference call, or internal communication — can give rise to defamation claims. We represent employees harmed by false statements made in connection with their employment.
Extreme and outrageous employer conduct that intentionally or recklessly causes severe emotional distress may give rise to an IIED claim. We represent employees who have suffered serious emotional harm as a result of egregious workplace conduct.
Employees retain privacy rights in certain contexts — including medical information, personal communications, and off-duty conduct. We represent employees whose privacy rights were violated by their employer through improper surveillance, disclosure, or intrusion.
Employees who are denied unemployment benefits — or whose benefits are contested by a former employer — have the right to appeal. We represent employees in unemployment benefit appeals before the Utah Department of Workforce Services.
Utah law prohibits employers from retaliating against employees for filing or pursuing workers' compensation claims. We represent employees who were terminated or penalized after a workplace injury.
Tort claims arising from employment — including negligent supervision, negligent retention, assault, battery, and fraud — may provide additional remedies beyond statutory employment claims. We evaluate and pursue all available tort theories on behalf of employees.
Why Stavros Law
Recent results for employees
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We offer free, confidential case evaluations for those looking to see if they have a claim. Tell us what happened — we will review and let you know if you have a case we can assist you with.
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At Stavros Law, we provide direction and deliver results. Contact us today to schedule a paid consultation, or for a free case evaluation for a lawsuit.*