Employment Lawyers In Sammamish, WA
Thoughtful representation when fairness matters most
Workplace Violations?
Employee-Side Workplace Representation on the Sammamish Plateau
People searching for employment lawyers in Sammamish, WA usually have a problem that has already spilled past the job: a short paycheck, discipline that followed a complaint, discriminatory treatment, or separation paperwork with a signing deadline.
Almost none of it starts in Sammamish. The Plateau is where people live; the work happens across the lake or down the hill. We represent employees paid by campuses in Redmond, offices in Bellevue, school districts and clinics closer to home, and hybrid roles tied to Seattle headquarters.
Where you performed the work can decide which wage rules apply and how strong your claim is. Call 206-388-5887 to talk it through.
Hear From Workers We’ve Helped
”They helped me understand my legal rights, handled communication with the employer responsively and effectively, and helped bring the process to a fair conclusion. There is no way I could have handled this on my own.”
Former Client,
Wrongful Termination,
Software Developer, Bay Area, CA
“Greg Wolk and Hardeep Rekhi have been representing me since 2011. They are men of integrity. They are very honest, and excellent attorneys. They know my case inside out, and keep me informed of progress. I recommend them to anyone who is looking for attorneys that care about their clients, and care about justice to their clients.”
Current Client,
Engineer, Greater Seattle Area
”They helped me understand my legal rights, handled communication with the employer responsively and effectively, and helped bring the process to a fair conclusion. There is no way I could have handled this on my own.”
Former Client,
Wrongful Termination,
Software Developer, Bay Area, CA
“Greg Wolk and Hardeep Rekhi have been representing me since 2011. They are men of integrity. They are very honest, and excellent attorneys. They know my case inside out, and keep me informed of progress. I recommend them to anyone who is looking for attorneys that care about their clients, and care about justice to their clients.”
Current Client,
Engineer, Greater Seattle Area
How We Help With Workplace Claims
Most cases start the same way. Something feels wrong, going through internal channels leads nowhere, and staying quiet starts to feel riskier than speaking up.
We handle unpaid wages, discrimination, retaliation, and wrongful termination, including cases where those issues overlap. Employers here range from global tech companies to school districts, medical practices, and the retail and service businesses along 228th Avenue.
Unpaid Wages/Back Pay
A wage claim is rarely just a missing paycheck. It is more often unpaid overtime, off-the-clock work, missed rest and meal breaks, withheld commissions, or a final check that falls short. We handle unpaid wage and back pay claims under the Minimum Wage Act, the Fair Labor Standards Act, and Seattle’s wage ordinances where they apply.
Workplace Discrimination
Discrimination shows up as denied opportunities, harsher discipline, or being quietly pushed aside because of a protected characteristic, and these cases turn on documentation, timing, and context. If you were treated differently because of race, gender, disability, age, or sexual orientation, we can assess whether the facts support a workplace discrimination claim.
Workplace Retaliation
Retaliation follows protected activity: you report something unlawful, and the treatment changes. It can look like discipline, a blocked promotion, isolation from projects, or termination. Retaliation cases move fast and the filing windows are short, so the records you preserve early often matter more than anything that comes later.
Wrongful Termination
Washington is an at-will state, but at-will never means an employer can fire you for an unlawful reason. If the timing lines up with a complaint, a leave request, a protected characteristic, or a refusal to do something improper, the stated reason for the firing is worth testing. We can review the paperwork and tell you whether a wrongful termination claim is realistic.
What Working With Us Actually Looks Like
- A direct conversation about what happened
You talk to an attorney, not an intake screener. We ask what happened, what you want out of this, and whether you are still employed, because that changes the strategy immediately. - We pin down which law applies
Living on the Plateau and working in Seattle, Redmond, or Bellevue can put you under Washington’s Minimum Wage Act, the FLSA, the Washington Law Against Discrimination, or Seattle’s own wage ordinances. Remote and hybrid arrangements complicate it further. We settle this before building anything. - Evidence gets preserved
Paystubs, timekeeping exports, Slack and email threads, performance reviews, write-ups, handbooks, offer letters, and your own dated timeline. Access disappears the day you lose your badge, so this happens early. - Agency filing or demand, depending on the claim
Some claims require a filing with the EEOC or the Washington State Human Rights Commission first. Others go straight to the employer. We tell you which track yours is on and what the deadline is. - Negotiation, litigation, or both
Some clients want leverage and a resolution. Others want to file and push. We shape the approach around your goal, and when a case calls for it we are prepared to litigate through trial and appeal. - You stay informed the whole way
We explain each significant decision in plain language before it gets made, not after.
Why Employees Across the Eastside Turn to Our Team
We represent employees only, never employers. In Sammamish that usually means going up against a well-resourced Eastside company with in-house counsel, in King County Superior Court or the federal courthouse in Seattle.
✔ Where you clock in decides what protects you. Seattle’s Wage Theft and Paid Sick and Safe Time ordinances add anti-retaliation protections that the same job in Redmond, Kirkland, or Issaquah does not get. Sammamish has no equivalent of its own.
✔ Recognized in King County. Hardeep Rekhi is a King County District Court Judge Pro Tem and a former Super Lawyer.
✔ Whistleblower depth. Greg Wolk has advanced whistleblower law since 2002, including landmark decisions.
✔ Real courtroom record. Cases tried in Washington state and federal courts, argued before the Court of Appeals and the Ninth Circuit.
✔ $10 million+ recovered in unpaid wages.
✔ Five employment attorneys, 50+ years combined, and a deliberately small caseload, so a partner handles your case.
✔ No fee unless we recover. Free consultation, contingency terms.
Answers to the Employment Questions People Often Have
I live in Sammamish but work remotely for an out-of-state company. Do Washington laws apply?
Often, yes. Where you physically perform the work carries significant weight, and a headquarters in another state does not automatically remove you from Washington’s protections. The employment agreement language matters too.
I split my week between home and a Seattle office. Which wage rules apply to me?
It depends on how much work you perform inside Seattle city limits. Seattle has its own minimum wage and labor standards ordinances that can apply to hybrid workers, and they are more generous than the state floor in some situations.
Should I file with the EEOC or the Washington State Human Rights Commission?
Either can be an option, and the choice affects your deadline. A complaint with the state commission is generally due within six months, while the federal window is typically longer. Filing with one can preserve rights under the other, which is why the decision is worth making deliberately.
My employer is a large Eastside tech company with in-house counsel. Does that change anything?
It changes the preparation, not the outcome. Well-resourced employers document carefully and respond quickly, so the strength of your evidence and the timing of your first move matter more. We have litigated against employers of that size.
I was given a severance agreement and a deadline to sign. What should I do first?
Do not sign before someone reads it. These agreements routinely waive claims you may not know you have, including wage claims, and the review window is usually long enough to get advice.
When Work Stops Feeling Fair, You Don’t Have to Handle It Alone
Deadlines run whether or not you have decided what to do, and the evidence that proves your case tends to live on systems you lose access to the day you leave.
A conversation now can tell you whether what happened was unlawful, what to preserve, and what options are actually open to you. Call 206-388-5887.