Employment Attorney in Glendale

Serving Glendale Workers for More Than 30 Years with an AV Preeminent Rating

When a workplace problem threatens your income, your career, or your sense of security, you need an attorney who can listen carefully and give you a straight answer. At Yen Pilch Robaina & Kresin, we’ve represented employees and employers in Glendale and across the greater Phoenix area for more than 30 years. We handle employment law matters from wage disputes and discrimination claims to wrongful termination and contract review, and can remain involved from the first conversation through resolution.

Workplace disputes can follow different legal paths depending on whether the employment is private-sector, public-sector, or federal. The facts, available records, employer type, and timing can affect whether negotiation, an agency process, arbitration, or court may apply. We review those details at the outset and explain the options in clear terms.

If you’re dealing with a workplace issue and aren’t sure where to start, call (602) 833-0220 or contact us online to schedule a confidential consultation.

AV Preeminent Rating & More Than 30 Years of Employment Law Experience

We hold an AV Preeminent® rating from Martindale-Hubbell®, a peer-review mark reflecting legal ability and ethics as assessed by other lawyers and judges. When you work with us, you work directly with your attorney throughout your matter. You aren’t handed off to support staff, and you don’t have to re-explain your situation at each stage.

Our attorneys have appeared in the U.S. Court of Appeals for the Ninth Circuit, the Arizona Supreme Court, and Arizona trial and appellate courts. That range of forum experience informs how we evaluate risk, timing, and realistic outcomes when a new matter comes in.

Employment Law Services We Handle for Glendale Clients

We represent employees and employers across a wide range of workplace matters. Our practice covers:

• Workplace discrimination, harassment, and retaliation: Claims under the Arizona Civil Rights Act, Title VII, and related federal and state statutes, including discrimination based on race, sex, age, disability, and other protected characteristics.
• Wrongful termination: Evaluating whether a discharge violates Arizona’s at-will employment doctrine exceptions, public policy, or an express or implied contract. See our wrongful termination page for more.
• Wage and hour claims: Disputes involving minimum wage, overtime, and unpaid wages under the Arizona Wage Act and the Fair Labor Standards Act (FLSA).
• Employment contracts and separation agreements: Review, negotiation, and resolution of employment contracts, non-compete clauses, and severance agreements.
• Agency investigations and proceedings: Representation before the EEOC, the Arizona Industrial Commission, and the Civil Rights Division of the Arizona Attorney General’s Office.
• Whistleblower protections, disability accommodations, and leave rights: Guidance on FMLA, Arizona leave statutes, reasonable accommodations, and retaliation for protected activity.

Glendale workers in public and private roles face different procedural rules, and we account for those differences when we assess a matter. Whether a situation calls for a labor attorney focused on wage enforcement or counsel to navigate a discrimination claim through an agency and into court, we outline the options clearly and help clients choose the path that fits their goals.

How We Handle Your Employment Matter

We structure our process around clear communication and realistic guidance at every stage:

• Initial consultation: We review your situation, explain the legal framework that applies, and outline realistic options and outcomes.
• Personalized legal plan: Your attorney develops a strategy informed by the relevant facts, agencies or courts, and your individual goals.
• Direct access to your attorney: You communicate with the attorney handling your matter throughout, not a rotating cast of staff.
• Honest expectations: We discuss risks, timelines, and the range of likely outcomes so you can make informed decisions at each stage.
• Advocacy through resolution: We represent you in negotiations, agency proceedings, mediation, arbitration, and court when needed, adjusting our approach as facts develop rather than applying a fixed process.

Clients often come to us with questions about how employment law works in practice, such as how the EEOC process unfolds, how administrative review differs from civil litigation, or what documentation they’ll need. Offer letters, pay records, schedules, performance reviews, disciplinary notices, emails, text messages, and a dated timeline can all be important. Filing deadlines vary by claim type and forum, and missing one can limit available remedies.

Ready to talk through your situation? Complete an online form or call (602) 833-0220 to take the next step.

Frequently Asked Questions

When Should I Contact an Employment Lawyer?
Reach out as soon as you believe your rights have been violated at work, or when you’re facing a decision about signing a contract, responding to a workplace investigation, or considering a separation agreement. Early consultation can help preserve evidence and identify administrative filing deadlines that may affect your options later.

Which Agencies Handle Employment Issues in Glendale?
Depending on the type of claim, employment matters in Glendale may involve the Arizona Industrial Commission, the Civil Rights Division of the Arizona Attorney General’s Office, or the Equal Employment Opportunity Commission (EEOC). An employment discrimination charge with the Arizona Civil Rights Division generally must be filed within 180 days. EEOC deadlines can extend to 300 days in covered Arizona matters, depending on the claim and filing arrangement. Employment litigation may proceed in Maricopa County Superior Court, and some federal claims are filed in U.S. District Court for the District of Arizona.

Do I Have to Go to Court for My Employment Dispute?
Not always. Many workplace disputes resolve through negotiation or mediation without a court appearance. If those avenues don’t produce a resolution, the matter may proceed before a judge, arbitrator, or administrative agency. We explain which path fits your situation and what each option realistically involves.

How Does Arizona Law Affect Employment Claims?
Arizona law supplements federal protections through statutes like the Arizona Civil Rights Act and the Arizona Wage Act. Glendale employees may have state minimum wage rules and state and federal anti-discrimination protections to consider. In some cases, state law provides a different procedural path than federal law alone.

Can an Employer Retaliate Against Me for Filing a Complaint?
State and federal law both prohibit employers from retaliating against employees who engage in protected activity, such as reporting suspected unlawful conduct or participating in an investigation. If an employer takes an adverse action after protected activity, the facts may support a retaliation claim. Not every negative workplace event, however, is unlawful retaliation.

Contact Our Glendale Employment Attorneys

If you’re dealing with a workplace dispute or have questions about your rights under Arizona or federal law, call (602) 833-0220 to schedule a confidential consultation. We can provide clear communication throughout your matter and honest guidance tailored to your situation rather than a one-size-fits-all answer.

Call (602) 833-0220 or contact us online to schedule your consultation with a Glendale employment attorney today.