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....

06/22/2026

One of the biggest misconceptions I see is that employees assume a legal violation automatically means a large recovery.

Not necessarily.

When lawyers evaluate cases, we’re often looking at damages:

✔️ Lost wages
✔️ Emotional distress damages
✔️ Potential punitive damages
✔️ Attorney’s fees

A strong liability case with limited damages can be worth less than people expect.

A case with significant wage loss can be worth much more.

The question isn’t just: “Did something unlawful happen?”

It’s also: “What damages can actually be proven?”

Save this post for later.

Educational content only. Not legal advice.

Most employees focus on emotional distress damages.Most lawyers focus on lost wages.Why?Because under Title VII, ADA, an...
06/19/2026

Most employees focus on emotional distress damages.

Most lawyers focus on lost wages.

Why?

Because under Title VII, ADA, and Pregnancy Discrimination Act claims, emotional distress and punitive damages are capped by federal law.

Back pay, front pay, lost benefits, and attorney's fees are generally not included in those caps.

That's one reason two employees who experienced similar treatment may have very different case values.

Education only. Not legal advice.

06/18/2026

The employer has usually spent time evaluating your charge.

They’ve reviewed documents.
Talked to witnesses.
Consulted counsel.
Discussed risk.

The question is whether you’ve spent the same amount of time evaluating your own case.

The employees who make the best decisions are rarely the ones who know the most law.

They’re usually the ones who understand their facts, their evidence, and their objectives.

06/16/2026

When I started creating content, I had no idea whether anyone would listen.

Thank you for watching, commenting, sharing, and trusting me with your stories.

I’ve been practicing law since 1999. Over those years, I’ve learned that many employees don’t understand their rights until they’re already in crisis. That’s one of the reasons I create this content.

My goal has never been to encourage litigation. In fact, many workplace problems never become lawsuits. My goal is education. I want people to understand their options, recognize potential issues early, and make informed decisions about their careers.
So thank you for allowing me to be a small part of that education.

06/14/2026

One of the biggest EEOC misconceptions is that employees believe they must wait for the EEOC to finish its investigation before they can move forward.

That is not always true.

In some circumstances, an employee may request a Notice of Right to Sue after a charge has been pending for more than 180 days.

Whether that is the right strategy depends on the facts, the evidence, the timing, and the goals of the case.

The mistake is assuming you have no options.

Understand your options before assuming you’re stuck.

06/11/2026

Getting fired can feel like a verdict.

It isn’t.

One employer‘s decision does not determine your value, your talent, or your future.

The hardest part is remembering that when it’s happening to you.

The job ended.

The story didn’t.

06/10/2026

One of the best cases I've ever handled came from a client who told me seven lawyers had already declined his case.

That doesn't mean the first seven lawyers were wrong.

And it doesn't mean every case rejected by multiple lawyers is a strong case.
What it does mean is that lawyers evaluate cases differently.

We assess evidence differently.
We assess risk differently.
We have different experiences, resources, and litigation strategies.

A legal consultation is ultimately a professional judgment call.
Sometimes the first lawyer sees it correctly.

Sometimes the eighth lawyer sees something the others missed.

The lesson isn't to keep searching until someone tells you what you want to hear.

The lesson is to make sure your case has been thoughtfully evaluated before you give up.
Education only. Not legal advice.

06/10/2026

One of the biggest surprises for employees is learning that many things they believed about employment law aren't actually true.

A complaint to HR is not automatically protected.

A Right-to-Sue letter is not a determination that you have a winning case.

And unfair treatment is not always unlawful treatment.

Understanding these distinctions can make a significant difference when workplace problems arise.

Save this post and share it with someone who may need it.

Educational information only. Not legal advice.

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.

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