The Murphy Law Practice

The Murphy Law Practice Board Certified Labor & Employment Attorney

Board certified employment lawyer who is striving to educate employees & working daily eradicate (employment) discrimination....

06/08/2026

This is one of the most important things I can share with employees who have complained about their treatment at work:

Not every complaint is a legally protected complaint.

For a complaint to trigger legal protection against retaliation, it generally must connect the treatment to something the law prohibits — i.e., discrimination based on a protected characteristic like race, s*x, age, disability, or religion, or another unlawful employment practice.

A complaint that says “I’m being treated unfairly” is different from a complaint that says “I believe I am being treated differently because of my race.”

Courts have dismissed retaliation cases — on otherwise strong facts — because that connection was missing from the original complaint.

If you have already made a complaint and you’re not sure it was specific enough: send a follow-up email today that explicitly makes that connection. Timestamped. In writing.

Share this. The gap between a complaint and a protected complaint costs people their cases every day.

Not legal advice. Consult an employment attorney for guidance specific to your situation.

06/04/2026

“I called ten lawyers and nobody would take my case."

I hear some version of that all the time.

Many people assume that if they experienced discrimination, retaliation, or another workplace violation, a lawyer will automatically want the case.

The reality is more complicated.

Lawyers are often evaluating:
• Whether there is enough evidence.
• Whether the filing deadlines are still open.
• Whether there are enough damages to justify the cost and risk of litigation.

One of the biggest drivers of damages in many employment cases is lost wages.

So if someone quickly found comparable employment after a termination, the economics of the case may look very different than they expect.

That doesn't necessarily mean the employer acted lawfully.

It means the legal and financial realities of litigation are not always the same thing.

Educational content only. Not legal advice.

06/04/2026

You reported the problem.
HR said they would "look into it."

Then nothing changed.

One of the biggest mistakes employees make is assuming that a vague HR response means the issue is being addressed.

If the conduct continues, consider sending a follow-up email documenting what has happened since your complaint and requesting information about corrective action.

That follow-up can become important evidence because the legal issue is often not just what happened to you, but how the employer responded after learning about it.
"We'll look into it" is not the end of the story.

Your documentation matters.

Educational information only. Not legal advice.

Many employees make the same mistake after being terminated:They assume they'll remember everything later.They won't.The...
06/03/2026

Many employees make the same mistake after being terminated:

They assume they'll remember everything later.

They won't.

The termination meeting is often carefully planned before you ever walk into the room. The company may have notes. HR may have notes. Witnesses may have notes.

You should have notes too.

After the meeting, take a few minutes and write down:
• Who attended
• What was said
• What documents were provided
• The reason given for the decision
• Any statements that seemed inconsistent, unusual, or incomplete

Those details can become important later.

If you were recently terminated—or know someone who was—I created a free guide called The First 7 Days After Termination that walks through the immediate steps employees should consider taking.

You can download it through the link in my bio.

Not legal advice. Consult an employment attorney for guidance specific to your situation.

06/03/2026

Most employees walk into a termination meeting thinking they’re about to have a discussion.

Usually, the decision has already been made.
The meeting is often designed to communicate the decision, document your response, and move the process forward.

That’s why one of the biggest mistakes employees make is treating the meeting like an opportunity to change someone’s mind.

Instead:
• Listen carefully.
• Take the documents.
• Don’t argue.
• Don’t sign anything on the spot.
• Write down everything you remember immediately afterward.

Details fade quickly. Evidence doesn’t create itself.

I’ve seen cases turn on facts that an employee documented the same day they were terminated.

If you were recently fired—or think it may be coming—save this.

And if you’ve already been terminated, I created a free guide:
The First 7 Days After Termination
It covers what to document, what to preserve, what not to sign, and how to evaluate whether you may have a legal claim.

Link in bio.

Educational information only. Not legal advice.

05/31/2026

If you've recently been fired—or know someone who has—please share this.

One of the biggest mistakes employees make is assuming they can gather information later.

Often, they can't.

The first week after termination is when people should be documenting events, preserving evidence, and carefully reviewing any documents they're asked to sign.

To help, I've created a free resource:

The First 7 Days After Termination

It walks through the immediate steps employees should consider after losing a job.

You can download it through the linktree in my bio.

05/29/2026

If you or someone you know has received a right-to-sue letter from the EEOC-please share this immediately.

A right-to-sue letter from the EEOC means:

the door to court to sue under Tittle VII is open. And it closes (using your EEOC right-to-sue letter) in 90 days.

This letter doesn’t mean the EEOC found in your favor. It doesn’t mean they fully investigated. It means their process is complete and you now have the authorization to file a lawsuit in court.

And that authorization expires.

Missing the 90-day window is one of the most common ways employees lose cases. They actually had—not because nothing happened, not because they had no evidence, but because they didn’t know the clock started the day that letter arrived.

The day you receive a right-to-sue letter:

Write down the date; count 90 days forward.

Contact an employment attorney as soon as possible. Not when you feel ready. now.

The right to letter isn’t the end. It’s the beginning of the last window you have.

Not legal advice. Consult an employment attorney for guidance specific to your situation.

05/27/2026

If you or someone you know was just terminated – please share this today.

The first 24 hours matter significantly.

Don’t sign anything without reviewing it. Write down everything you remember from the termination meeting – word for Word, today.

Start documenting what happened in the weeks and months before the termination, with dates.

Memory fades quickly. Your same day, written account is one of the most important things you can create right now.

Share this. Someone may need it today.

05/27/2026

Following up on my recent post — hostile work environment is one of the most misunderstood concepts in employment law.

Most people either overclaim or walk away from something real because they don't know the standard.
These five slides help break it down.

Swipe through. Share with someone navigating a difficult workplace situation.

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