Discrimination & harassment
Discrimination
I was treated worse because of who I am.
88,531
new EEOC discrimination charges filed in FY 2024
$469.6M
recovered through EEOC enforcement in FY 2024
No fee unless we recover money for you
Fired? Harassed? Underpaid?We Make Them Pay.
If your employer broke the law, you may be entitled to lost wages, emotional distress damages, and attorneys' fees. We help you find out, for free.
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Case value guide
What Your Case Could Be Worth.
No two claims carry the same value. Find your situation below to see the facts that move the number, and the agency data behind the kinds of recoveries that get reported.
Showing 11 of 11 claims
Discrimination & harassment
Harassment
I was harassed or targeted at work.
35,774
EEOC charges alleging harassment in FY 2024
$211.8M
recovered in harassment claims in FY 2024
Discrimination & harassment
Hostile Work Environment
My workplace became impossible to endure.
$211.8M
recovered in harassment-related claims in FY 2024
Discrimination & harassment
Sexual Assault
I was sexually assaulted or coerced.
$206M
in sex-based monetary recoveries reported for FY 2024
Termination & leave
Wrongful Termination
I was fired for the wrong reason.
42,301
retaliation charges filed with the EEOC in FY 2024
$308M
recovered in retaliation claims in FY 2024
Termination & leave
Whistleblower Retaliation
I was punished after I spoke up.
No. 1
retaliation was the most common EEOC charge in FY 2024
$308M
recovered in retaliation claims in FY 2024
Termination & leave
FMLA / Family & Medical Leave
I was denied medical or family leave.
$1.03M
in FMLA back wages recovered by the DOL in FY 2025
301
FMLA violations found by the DOL in FY 2025
Termination & leave
Defamation
Someone lied about me and it cost me work.
$25K–$100K
median jury award range in non-media defamation cases
30%
of winning libel & slander cases also recover punitive damages
Pay & contracts
Unpaid Wages & Overtime
I wasn't paid everything I earned.
$259M+
in back wages recovered by the DOL in FY 2025
176,957
workers received back-wage recoveries in FY 2025
Pay & contracts
Breach of Contract
My employer broke a written promise.
46%
of civil filings in state courts are contract disputes
31,372
contract cases filed in U.S. federal courts in 2024
Injury & abuse
Personal Injury
I was seriously injured.
39,254
people killed in U.S. traffic crashes in 2024
2.42M
people injured in traffic crashes in 2024
Tell Us What Happened. We'll Find the Leverage.
For context only
Figures are drawn from external public sources: EEOC, U.S. DOL, NHTSA, federal and state court data, and legal-industry research. They describe national activity, not a prediction or promise of any outcome in your case.
Employment Litigation
Josh Sanford
Employment Litigation Attorney
A Bulldog Law employment litigator with a national wage-and-hour practice. He founded Sanford Law Firm in 2001 and has tried cases before judges and juries across the country, including matters involving the FLSA, Title VII, and the Equal Pay Act.
2001
Founded his first law firm
FLSA
Federal wage-and-hour trial work
3 states
Bar admissions in AR, TX & CO
5th & 8th
Federal appellate admissions
Wage-and-Hour Litigation
Bob DeRose
Wage-and-Hour Litigation Attorney
An employee-side litigator focused on wage-and-hour disputes who has helped recover more than $100 million in wages for workers nationwide.
$100M+
Wages recovered for employees
10,000
Workers in a major overtime matter
2x
Arguments before the Supreme Court of Ohio
Since 2011
Recognized by Best Lawyers
Discrimination at Work: Federal Baselines, Local Differences.
Federal law creates important protections, but employer coverage, filing periods, and state or local rules can change the analysis. Open each figure for context from official EEOC sources.
Title VII, the Americans with Disabilities Act, and the Genetic Information Nondiscrimination Act generally apply to private employers with 15 or more employees. Coverage rules differ for government employers, employment agencies, labor organizations, and particular claims. State or local law may also cover smaller workplaces.Source: EEOC coverage guidance
The federal Age Discrimination in Employment Act generally applies to private employers with 20 or more employees and protects workers age 40 and older. A state or local law may use a lower employer-size threshold or provide additional protection.Source: EEOC coverage guidance
An EEOC charge generally must be filed within 180 calendar days of the alleged discrimination. The period may extend to 300 days when a state or local agency enforces a law prohibiting the same conduct. Age-discrimination extensions follow a narrower rule, and other employment claims can have different deadlines.Source: EEOC filing deadline guidance
State and local fair-employment agencies enforce their own laws, which may offer different protections, filing periods, standards, or remedies. In many jurisdictions, a charge filed with one agency can be dual-filed with the EEOC, but employees should confirm the correct process and deadline for their facts.Source: EEOC guidance on FEPAs and dual filing
The EEOC reported securing nearly $660 million in monetary relief for victims of employment discrimination in federal fiscal year 2025. The figure combines relief obtained through the agency's enforcement work and does not predict the value or outcome of any individual matter.Source: EEOC FY 2025 performance report
The EEOC reported obtaining monetary relief for 17,680 victims of employment discrimination in fiscal year 2025. Agency-wide results reflect many different claims and resolutions, and they do not guarantee recovery in a particular case.Source: EEOC FY 2025 performance report
The EEOC reported a record $528 million in pre-litigation monetary relief during fiscal year 2025. Pre-litigation processes can include voluntary resolutions and administrative enforcement, but the available path depends on the claim, evidence, parties, and procedural posture.Source: EEOC FY 2025 performance report
15+
Title VII, the Americans with Disabilities Act, and the Genetic Information Nondiscrimination Act generally apply to private employers with 15 or more employees. Coverage rules differ for government employers, employment agencies, labor organizations, and particular claims. State or local law may also cover smaller workplaces.
Source: EEOC coverage guidanceFederal baseline: Federal law protects covered workers nationwide.
Deadlines vary: Federal, state, and local filing periods differ.
State law matters: Some jurisdictions provide broader protections.
A strong employment case takes more than outrage.
It takes legal protection, evidence, damages,
and honest legal advice.
01
We only represent employees.
Never companies. No conflicts of interest, no divided loyalty, and no soft spot for the employer's side of the story.
01
We only represent employees.
Never companies. No conflicts of interest, no divided loyalty, and no soft spot for the employer's side of the story.
- 24/7
- Intake is always open
- $0
- For the initial case review
- Direct
- Legal-team review of your inquiry
What Happens When You Call.
Free consultation
Share the timeline and core facts so the team can assess whether the firm may be able to help.
Honest assessment
We explain the issues we see, what information may be missing, and what a realistic process could involve.
No-pressure decision
If we both agree to move forward, we sign a written engagement agreement. If not, the initial review remains free.
We do the work
Investigation, demand letters, agency filings, negotiation, and litigation when appropriate. You focus on getting your life back.
Built for Employees, Backed by Experience
Wage-and-Hour Litigation
Bob DeRose
An employee-side litigator focused on wage-and-hour disputes who has helped recover more than $100 million in wages for workers nationwide.
View profile
Employment Litigation
Josh Sanford
An employment litigator who founded Sanford Law Firm in 2001 and grew it into a national wage-and-hour practice, trying cases across the country.
View profileBulldog Law accepts inquiries from employees nationwide. Whether the firm can represent someone depends on the facts, applicable law, forum, attorney admissions, conflicts, and capacity.
Employment Law Resources, Know Your Rights.
Our current library begins with sourced Ohio guides. State laws and filing deadlines vary, so use each guide only for the jurisdiction it identifies.
Wrongful Termination
Wrongful Termination in Ohio: Know Your Rights
Most Ohio firings are legal, but some cross the line. Learn which reasons are illegal and how fast to act.
Unpaid Wages
Wage Theft and Final Paychecks in Ohio
What Ohio law says about late paychecks, final pay, minimum wage, and how to recover money you earned.
Severance Pay
Severance Agreements in Ohio: Know Before You Sign
What a severance release can and cannot take away, and how severance affects Ohio unemployment.
Discrimination Claims
How to File a Discrimination Charge in Ohio
Deadlines, filing steps, and your options if you face discrimination or harassment at work in Ohio.
Building Your Case
Evidence Checklist for Your Ohio Employment Case
What to save, what you can record, and what not to touch when something goes wrong at work in Ohio.
Employment law FAQ
Straight answers before your next move.
General information, not legal advice. The right answer depends on the facts, claim, employer, and deadline.
Does Bulldog Law accept employment law inquiries nationwide?
Yes. Bulldog Law accepts inquiries from employees in all 50 states and the District of Columbia. An inquiry does not guarantee representation. Availability depends on the facts, applicable law, forum, attorney admissions, conflicts, and the firm's capacity.
Which employment law issues can I ask about?
You can contact Bulldog Law about workplace issues such as termination, retaliation, harassment, discrimination, unpaid wages, overtime, accommodations, whistleblowing, leave, and severance agreements. The team will review the facts and determine whether the firm may be able to help.
Do the same employment laws apply in every state?
No. Federal law creates important nationwide protections, but state and local laws may cover different employers, protect additional characteristics, use different standards, or provide different remedies. The law tied to where you worked can materially affect the analysis.
How quickly should I contact an employment lawyer?
As soon as practical. Employment claims can have short and overlapping filing periods. For many private-sector and state or local government discrimination claims, an EEOC charge generally must be filed within 180 days, with a possible extension to 300 days in certain jurisdictions. Other claims and federal-sector complaints follow different deadlines.
What should I preserve before requesting a case review?
Keep a clear timeline and preserve lawful copies of relevant pay records, schedules, evaluations, policies, emails, text messages, write-ups, complaints, and separation documents. Do not take confidential material you are not permitted to possess or alter workplace records.
Should I report the problem to HR first?
It depends on the problem, workplace policy, urgency, and your goals. An internal report can be important in some matters, but wording and timing may affect what happens next. If possible, get advice before making a major move or signing a document.
Does submitting the form make Bulldog Law my lawyer?
No. Submitting an inquiry does not create an attorney-client relationship, stop a filing deadline, or guarantee that Bulldog Law can represent you. Representation begins only after conflicts and eligibility are reviewed and both you and the firm sign a written engagement agreement.
See If You Have a Case.
Tell us what happened and where you worked. Bulldog Law accepts inquiries nationwide and will follow up if the firm may be able to help.