Best Hiring & Firing Lawyers in Livonia

1. About Hiring & Firing Law in Livonia, United States

Hiring and firing in Livonia involve a mix of federal law, Michigan state law and employer policies. In practice, most private sector work in Michigan is at-will, meaning either party can end the relationship at any time for a lawful reason or for no reason at all. However, exceptions apply when discrimination, retaliation, or contractual obligations exist.

Federal protections help Livonia employees and employers alike. Title VII of the Civil Rights Act prohibits discrimination based on protected characteristics in the hiring and firing process. The Americans with Disabilities Act protects qualified individuals with disabilities from hiring and termination discrimination. These laws apply to many Livonia employers, including those in manufacturing, healthcare, and technology sectors.

Employment discrimination based on protected characteristics is illegal under federal law and state law.

Source: EEOC guidance on Title VII and the ADA; Michigan Elliott-Larsen Civil Rights Act text for state protections. See links in the Local Laws Overview for official texts and guidance.

2. Why You May Need a Lawyer

• Terminated after requesting a reasonable accommodation. A Livonia worker with a back injury asked for a lighter workload, and the employer then terminated them. A lawyer can help evaluate potential disability discrimination and retaliation claims under the ADA and Elliott-Larsen Act.

• Missed final pay or severance disputes. If your final paycheck is late or a severance offer seems unfair or unclear, a lawyer can review your rights and negotiate a proper settlement under Michigan wage laws and contract principles.

• Discrimination during hiring or promotion. You believe race, sex, or age influenced a hiring decision in a Livonia employer. An attorney can assess Title VII, Elliott-Larsen Act, and state-law protections and file timely complaints if warranted.

• Retaliation for exercising rights. If you were fired after filing a complaint, requesting leave or reporting safety concerns, a lawyer can evaluate retaliation claims under federal and state law.

• Workplace policy vs. practice conflicts. An employee handbook promises certain protections, but the employer enforces less favorable rules in practice. A lawyer can determine if breach of contract or policy violations occurred.

• Non-compete, non-solicit or restrictive covenants. Livonia employers sometimes use restrictive covenants after termination. A lawyer can assess enforceability under Michigan law and advise on negotiation or litigation strategy.

3. Local Laws Overview

Elliott-Larsen Civil Rights Act (Michigan)

The Elliott-Larsen Civil Rights Act prohibits employment discrimination based on race, color, religion, sex, national origin, age, disability, tandem with retaliation protections. It applies to most private employers operating in Michigan, including Livonia businesses. The act was enacted in 1976 and has been amended multiple times to broaden protections. Employers must comply with these protections in hiring, promotion and termination decisions.

Source: Elliott-Larsen Civil Rights Act - Michigan Legislature

Title VII of the Civil Rights Act of 1964

Title VII prohibits employment discrimination based on protected characteristics in employers with 15 or more employees. It covers hiring and firing practices across the United States, including Livonia employers. The act was enacted in 1964 and remains a cornerstone of workplace equality and anti-discrimination law.

Source: EEOC - Title VII of the Civil Rights Act

Americans with Disabilities Act (ADA)

The ADA prohibits discrimination against qualified individuals with disabilities in all employment practices, including hiring and firing. It applies to employers with 15 or more employees and has guided disability rights since its enactment in 1990. Reasonable accommodations and accessibility considerations are central to compliance in Livonia workplaces.

Source: ADA - U.S. Department of Justice

Recent enforcement trends emphasize retaliation protections and accessibility improvements. For current guidance, consult the EEOC and the Michigan Civil Rights resources listed above.

4. Frequently Asked Questions

What is at-will employment in Michigan?

At-will means either party can end employment at any time for any lawful reason or no reason. Exceptions include illegal discrimination, retaliation, or breach of contract.

How do I file a discrimination complaint in Livonia?

You can file with the U.S. Equal Employment Opportunity Commission or the Michigan Civil Rights Commission. Deadlines commonly require action within 180 days, extending to 300 days with state involvement.

When can I be terminated for poor performance?

Termination for performance is generally allowed if well-documented and non-discriminatory. Documented performance issues reduce risk of a wrongful termination claim.

Where do I report retaliation in Michigan?

Report retaliation to the EEOC or Michigan Civil Rights Commission. Timely reporting is essential for preserving potential claims.

Why should I hire a lawyer for termination?

A lawyer can assess potential claims, review severance and settlement options, and guide you through negotiations or litigation steps.

Can I sue my employer for wrongful termination in Livonia?

Yes, if termination violated contract terms, state or federal law, or a protected class. An attorney can determine eligibility and a viable remedy.

Should I sign a severance agreement without review?

No. Have a lawyer review the agreement to ensure fair terms and compliance with law before signing.

Do I need a lawyer to draft a non-compete in Michigan?

Non-competes are subject to state rules and can be enforceable only under certain conditions. An attorney can assess validity and negotiate terms.

Is pregnancy discrimination covered in Livonia?

Yes. Pregnancy discrimination is prohibited under Title VII and Elliott-Larsen Act. Federal and state protections typically apply to hiring and termination decisions.

What is the timeline to file a discrimination claim with EEOC?

EEOC claims usually must be filed within 180 days, extendable to 300 days if a state or local agency is involved.

How much does an employment lawyer cost in Livonia?

Costs vary by firm and matter complexity. Many lawyers offer free initial consultations and may work on a contingency or hourly basis.

What is the difference between wrongful termination and constructive dismissal?

Wrongful termination involves firing in violation of law or contract. Constructive dismissal occurs when working conditions become intolerable, forcing resignation.

5. Additional Resources

• U.S. Equal Employment Opportunity Commission (EEOC) - Federal agency enforcing anti-discrimination laws in employment. https://www.eeoc.gov
• U.S. Department of Labor - Wage and Hour Division (WHD) - Federal guidance on wages, hours and termination related issues. https://www.dol.gov/whd
• Michigan Department of Labor and Economic Opportunity (LEO) - State resources on employment rights, unemployment, and wage enforcement. https://www.michigan.gov/leo

6. Next Steps

1. Clarify your issue and collect documents. Gather termination notices, pay stubs, benefits information, emails, and policies. Expect to spend 1-2 weeks organizing materials.
2. Check deadlines and potential claims. Identify applicable statutes of limitations for federal and state claims. Typical EEOC deadlines require prompt action, often within 180 days.
3. Identify a local employment attorney. Look for a lawyer with Livonia experience and a track record in hiring and firing matters. Plan for 1-2 consultations in 2-4 weeks.
4. Prepare for consultations. Create a timeline of events, list witnesses, and assemble all relevant documents to share with counsel.
5. Discuss strategy and remedies. Decide whether to pursue negotiation, mediation or litigation. Review potential settlements and severance terms.
6. File initial claims if advised. If pursuing claims, file with the EEOC or Michigan Civil Rights Commission within deadlines and coordinate with your attorney.
7. Implement the plan and monitor deadlines. Begin or respond to negotiations and maintain a calendar of important dates and responses.