Employment Lawyers Woodinville, WA
Trusted legal guidance when your livelihood is at risk
Workplace Violations?
Protecting Employee Rights in Woodinville and Across East King County
When your pay or your job is at stake, the company already has counsel and a plan. Our employment lawyers in Woodinville, WA represent employees only, handling unpaid wages, discrimination, retaliation, and wrongful termination under the Washington Law Against Discrimination, the state Minimum Wage Act, and the FLSA.
Where you work matters too. Woodinville follows the state wage floor while the unincorporated county around it does not, and employers here run small enough that state law protects you where federal law stops. More than 50 years of combined experience sits behind that, all of it on the worker’s side.
Speak with an employment attorney in Woodinville today.
Testimonials
”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
What Rekhi & Wolk Can Do For You
Most of what walks through our door falls into four categories: pay you never received, treatment you should never have faced, punishment for speaking up, and a job that ended because you did.
Unpaid Wages and Back Pay
Crush season pushes cellar shifts past 40 hours, and event nights pull tasting room staff into overtime that never reaches the paycheck. Woodinville also sits on the state wage floor while worksites past the city line pay a higher county rate. Our unpaid wages and back pay attorneys check which one applied before valuing claims for workers here and in Bothell.
Workplace Discrimination
Federal law reaches employers with 15 or more employees, but the Washington Law Against Discrimination reaches employers with eight and caps nothing, which matters where boutique wineries and family-run restaurants dominate. Our workplace discrimination lawyers represent employees held back or pushed out over race, age, gender, disability, or pregnancy across Woodinville and Kirkland.
Workplace Retaliation
Report a safety hazard or unpaid overtime on a small team and it lands with the owner, who is also HR. What follows is rarely a firing, more often reduced hours, worse shifts, or sudden written criticism. Deadlines are short, so speak with a workplace retaliation attorney early. We handle these claims in Woodinville, Sammamish, and east King County.
Wrongful Termination
Washington is an at-will state, so an employer can end your job without giving a reason, but not for an illegal one. Seasonal work makes that harder to see, since a firing that follows a complaint can be dressed up as the end of a busy stretch or a slow quarter. If the timing lines up with something you reported or requested, have the termination reviewed before you sign a severance agreement, whether your employer sits here or over the line in Redmond.
What Working With Us Looks Like
- Free case review.
You tell us what happened. We tell you whether there is a claim and what it is likely worth. Bring pay stubs, schedules, your offer letter, and any texts or emails you still have. - Deadline triage.
Discrimination charges, wage claims, and contract claims all run on different clocks. Some agency filings close in as little as 180 days. We calendar yours before anything else. - Evidence.
Washington gives you the right to request your personnel file, and employers have a limited window to produce it. We pair that with payroll records, schedules, and witness accounts. - Choosing the forum.
Depending on the claim, that means the Washington State Human Rights Commission, the EEOC, Labor & Industries, or filing directly in court. - Negotiation, then litigation.
Most cases resolve before trial. Employers settle differently when the other side is prepared to try the case.
Why Woodinville Workers Choose Rekhi & Wolk
The claims here tend to come off small payrolls and hospitality schedules, where the violation is clear but the amount per worker looks too small for most firms to take. We take them, and we have taken them at scale.
✔ Employees only, never employers.Tasting room and cellar staff, delivery drivers along the SR 522 corridor, Northshore school and healthcare workers, and executives. No employer relationship on the other side limits what we can accept.
✔ We know which wage floor applied to your worksite.Woodinville follows the state rate while unincorporated King County around it does not, and that boundary changes the math on your claim.
✔ We litigate the violations that hide in hospitality and warehouse payroll. Off-the-clock work, missed rest and meal breaks, unlawful deductions, unpaid service fees, unpaid overtime, and sick and safe time.
✔ Small per-worker claims, handled at scale. More than $10 million recovered, including class actions against restaurant, catering, and trucking employers on behalf of thousands of workers.
✔ A trial and appellate record, not just a settlement record.Landmark whistleblower rulings under federal law and one of the largest such judgments in Washington history. Hardeep Rekhi started out defending employers, so we know how the other side builds its case.
You Should Not Have to Absorb the Cost of Your Employer's Decision
The company that shorted your pay or pushed you out already has counsel on retainer for this exact conversation. You should have someone who does this every day. Tell us what happened, and we will explain what you may be owed and what the next move looks like. Consultations are free, and wage and discrimination claims are typically handled on contingency.
Woodinville Workplace Questions We Get Asked
Does Woodinville have its own minimum wage?
No. Woodinville follows the Washington state minimum wage. Unincorporated King County, which surrounds the city, sets a substantially higher rate for most employers. If your worksite sits just outside the city limits, you may be owed the county rate for every hour you worked there.
My winery keeps part of the service charge on weddings and events. Is that legal?
Sometimes, but only with disclosure. Washington requires employers to tell customers what portion of a service charge goes to the employees serving them. If the split was never disclosed, or the money never reached you, that is worth a review.
My employer has fewer than 15 employees. Am I still protected from discrimination?
Very likely yes. The Washington Law Against Discrimination applies to employers with eight or more employees, well below the federal threshold, and it does not cap damages. Small workplace does not mean no claim.
I only work crush season. Do seasonal employees still get overtime?
Yes. Seasonal, temporary, and part-year employees are entitled to overtime after 40 hours in a workweek and to every protection full-time staff receive. A short season does not reduce what you are owed for the hours you worked.
Where would my case actually be filed?
Most Woodinville claims proceed in King County Superior Court or the U.S. District Court for the Western District of Washington, depending on whether the claim arises under state or federal law. Some start instead as an agency charge with the Washington State Human Rights Commission, the EEOC, or Labor & Industries.