What kind of law firm deals in wrongful dismissal based on medical disability? Recommendations?

[Anonymous]

It may be too late, but I feel I have a solid case for doing a great job in my role and yet being asked to step down by a crony-istic leader. I was dx'd with a medical condition that caused chronic fatigue and memory loss, but my team still finished first nationally and I had two managers reporting to me who were recognized in the top 10% for their results.

Without getting into the details, though - - what firm specializes in these cases? Can anyone recommend a quality firm? I'd be remiss if I don't at least have a consultation to see if my case has merit. Thanks!

[Anonymous]

You're looking for someone who does civil rights litigation. Remember that crony-ism isn't illegal. You only have a case if you can prove that your disability was the reason (or part of the reason) for your dismissal. You also have to prove that your condition did not stop you from doing your job.

[Anonymous]

A firm that specializes in employment law.

[Anonymous]

Anonymous wrote:You're looking for someone who does civil rights litigation. Remember that crony-ism isn't illegal. You only have a case if you can prove that your disability was the reason (or part of the reason) for your dismissal. You also have to prove that your condition did not stop you from doing your job.

ITA. Maybe you could go into more details about how your condition affected your ability to perform or what was the reason given for termination. Your team won awards thus it doesn't support the idea that you, personally, performed well. Do you have any awards for your performance?

[Anonymous]

For federal government employees -- Passman & Kaplan
For all other employees -- Kator, Parks & Weiser

[Anonymous]

Employment firms: Heller, Huron or Webster, Fredrickson

OP, do not post any more details on here. If you wind up litigating, then anything you post on the internet, state via e-mail, or otherwise communicate in writing can be "discoverable," which means that the defendant (your former employer) is entitled to get a copy. (As of now they are likely entitled to a copy of your original post.) You don't want to lock yourself into any version of events - or leave out important details and then later be accused of guilding the lily by making up additional information - or statements of fact without first consulting an attorney and getting a better understanding of your rights. Good luck to you!