The Friedmann Firm LLC

The Friedmann Firm LLC Fighting for justice in Ohio & federal courts — The Friedmann Firm handles employment, personal injury & wage cases. Contact us today for a free consultation.

Offices in Columbus, Cleveland, Cincinnati & Toledo. The Friedmann Firm LLC is a dedicated employment and personal injury law firm proudly serving clients across Ohio and in federal courts. Founded in December 2012 by attorneys Peter Friedmann and Rachel Sabo Friedmann, our mission is to fight for fairness, protect employees’ rights, and help individuals seek justice after injury. We focus exclusi

vely on employment law and personal injury cases, giving every client the attention and advocacy they deserve. Our experienced team represents employees facing workplace discrimination based on disability, race, gender, religion, pregnancy, age, or military status. We also handle cases involving sexual harassment, hostile work environment, wrongful termination, retaliation, FMLA interference, and wage and hour violations, including unpaid overtime, minimum wage violations, and employee misclassification. Beyond employment law, our personal injury practice helps victims of car, truck, scooter, and rideshare accidents, workplace injuries, catastrophic accidents, medical malpractice, birth injuries, and premises liability claims such as slip-and-fall accidents. With offices in Columbus, Cleveland, Cincinnati, and Toledo, we represent clients throughout the state of Ohio and in federal courts nationwide. We understand how stressful it is to face legal issues and pride ourselves on educating clients, finding creative solutions, and fighting aggressively for the outcomes they deserve. Our team offers free, confidential consultations and works to provide personalized strategies tailored to each client’s goals. If you need experienced legal representation in employment law or personal injury matters, contact The Friedmann Firm today.

09/06/2026

Can a PIP Be a Warning Sign?

The timing of a PIP can sometimes raise concerns, especially when it follows protected activities such as medical leave or reporting workplace misconduct. Context matters when evaluating the situation.

Click the bio link to listen to the full episode.
https://bio.link/rachelsabofriedmann

09/05/2026

What Are Employers Looking for in a Performance Improvement Plan?

Every Performance Improvement Plan is different because every job and workplace situation is unique. The key purpose is usually to address performance concerns and identify areas where improvement is needed. Understanding the specific expectations, job duties, and goals outlined in the plan is essential for evaluating what success looks like.

Click the bio link to listen to the full episode.
https://bio.link/rachelsabofriedmann

A vague performance plan can leave an employee responsible for goals that were never clearly explained. Rachel Sabo Frie...
09/03/2026

A vague performance plan can leave an employee responsible for goals that were never clearly explained. Rachel Sabo Friedmann and Peter Friedman stress that workers should ask for specific examples and written expectations.

Click the bio link to listen to the full episode.
https://bio.link/rachelsabofriedmann

09/02/2026

What Are Employers Looking for in a PIP?

Every Performance Improvement Plan is different, but the primary goal is usually to improve specific areas of performance. Understanding the expectations outlined in the plan is essential.

Click the bio link to listen to the full episode.
https://bio.link/rachelsabofriedmann

09/01/2026

How Detailed Should a Performance Improvement Plan Be?

A well written Performance Improvement Plan should clearly explain the employer’s concerns, provide specific examples, and outline measurable goals for improvement. The more detailed the plan, the easier it is for employees to understand expectations and work toward meeting the required performance standards.

Click the bio link to listen to the full episode.
https://bio.link/rachelsabofriedmann

Clear goals, real examples, and a fair timeline can show that a PIP is meant to help an employee improve. When those det...
08/30/2026

Clear goals, real examples, and a fair timeline can show that a PIP is meant to help an employee improve. When those details are missing, Rachel Sabo Friedmann and Peter Friedman say the plan deserves closer attention.

Click the bio link to listen to the full episode.
https://bio.link/rachelsabofriedmann

08/29/2026

What Should a PIP Include?

A well written PIP should clearly explain performance concerns, provide examples, and outline measurable goals. Vague or unclear plans can make it difficult for employees to understand expectations.

Click the bio link to listen to the full episode.
https://bio.link/rachelsabofriedmann

The Friedmann Firm is proud to announce that co-founder Peter Friedmann has been named 2027 Lawyer of the Year for Colum...
08/28/2026

The Friedmann Firm is proud to announce that co-founder Peter Friedmann has been named 2027 Lawyer of the Year for Columbus employment law by Best Lawyers, a distinction awarded through rigorous peer review to only one attorney per city and practice area.

If you are facing workplace discrimination, sexual harassment, or a breach of your employment contract, contact The Friedmann Firm today and let us fight for you.

🔗 https://www.thefriedmannfirm.com/peter-friedmann-named-2027-lawyer-of-the-year-by-best-lawyers/

08/28/2026

What Does a Performance Improvement Plan Really Mean?

A Performance Improvement Plan, or PIP, is a formal document used by employers to address performance concerns and outline expectations for improvement. It typically identifies specific issues, sets goals, and establishes a timeline for progress. If the concerns are not resolved, additional disciplinary action or termination may follow.

Click the bio link to listen to the full episode.
https://bio.link/rachelsabofriedmann

08/27/2026

When Is Negative Feedback a Workplace Red Flag?

Employees should pay close attention when negative performance reviews or a PIP appear shortly after protected activities such as medical leave, reporting discrimination, or raising workplace concerns. A sudden shift from positive feedback to disciplinary action may warrant a closer look at what is happening and what options may be available.

Click the bio link to listen to the full episode.
https://bio.link/rachelsabofriedmann

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3740 Ridge Mill Drive
Hilliard, OH
43026

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