Learn how to prepare a clear, fact-based draft complaint about workplace discrimination that you can provide to an employment lawyer for review before submitting it to your employer.
Educational information only. Not legal advice. Downloading the guide does not create an attorney-client relationship.
We typically represent employees who have been fired because of unlawful discrimination or retaliation on a contingency-fee basis. For employees who are still working, we offer flat-fee legal services through Legal Armor.
We represent employees facing unlawful discrimination based on race, color, religion, sex, pregnancy, disability, age, national origin, sexual orientation, gender identity, or another characteristic protected by law—including sexual harassment and sexual assault.
We represent employees who suffer retaliation after complaining about discrimination or harassment, requesting certain workplace accommodations, or engaging in other legally protected activity.
We represent New York employees who face retaliation after making complaints or disclosures about their employer’s unlawful conduct.
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His generosity in offering such thoughtful guidance during a free consultation truly stood out. I’m very thankful for his time, his warmth, and his professionalism, and I would highly recommend Taylor to anyone in need of legal support.
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Thanks to Taylor’s hard work and expertise, I always felt like he genuinely cared about me and my case. He was responsive, honest, and always took the time to answer all my never ending questions.
If you’re looking for an attorney who is compassionate, knowledgeable, and will work tirelessly on your behalf, Taylor is the one you want in your corner. I am beyond grateful for everything he did for me and would recommend him to anyone without hesitation. Thank you, Taylor, for changing my life and understanding me.
- Benefit-Driven Expertise: With extensive experience in employment law, we understand the nuances of each state’s legal landscape. Our team is committed to delivering results by leveraging our deep knowledge of state and federal employment laws. We work tirelessly to ensure that you receive the justice and compensation you deserve.
- Aggressive Representation: We don’t just represent you—we advocate for you. Our firm is known for its aggressive advocacy in both negotiations and the courtroom. If you’re facing an employer who refuses to comply with the law, we are ready to take decisive action on your behalf, ensuring that your voice is heard and your rights are protected.
- Client-Centered Approach: At the heart of our practice is a commitment to our clients’ well-being. We understand the emotional and financial toll that unlawful employment practices can take, and we strive to provide support and guidance every step of the way. Our goal is to empower you with the legal tools you need to stand up to your employer, whether you’re based in New York or Florida.
1. Book Free and Private Consultation.
We’ll go over your case and explain your options. By the end, you’ll know how you want to move forward.
2. We’ll Get to Work.
If you hire us, we’ll quickly prepare a letter to your employer to try to settle your claims. If needed, we’ll file a lawsuit and fight for you in court.
3. Fighting for Your Result.
We’ll fight to recover money for the unlawful conduct you experienced. Our goal is to help you move on and focus on your future.
My employer says I was fired for poor performance. Does that mean I don’t have a case?
No. An employer’s stated reason for firing you is important, but it does not necessarily mean that was the real reason.
We look at your performance history, when criticism began, whether your employer’s explanation has changed, how other employees were treated, and what happened before the termination to evaluate whether the stated reason fits the facts or if you suffered an unlawful firing.
I do not have direct proof of discrimination. Can I still have a case?
Yes. Employees often do not have an email, text message, or statement admitting that discrimination played a role in their firing.
We look at the surrounding facts—including changes in treatment, timing, performance history, how other employees were treated, and whether the employer’s explanation makes sense—to evaluate whether discrimination may have contributed to the termination.
HR investigated my complaint and said there was no discrimination. Does that mean I do not have a case?
No. An employer’s internal investigation does not necessarily determine whether unlawful discrimination or retaliation occurred.
HR employees are generally employed and paid by the employer, which can create an explicit or implicit bias in favor of the company. We look at what you reported, how the investigation was conducted, what evidence was considered, what happened after your complaint, and whether HR’s conclusion is consistent with the available facts.
I complained about discrimination, but I was not fired immediately afterward. Can I still have a retaliation claim?
Yes. Retaliation does not have to happen immediately after a complaint.
We look at the entire sequence of events, including when you complained, whether your treatment changed afterward, when criticism or discipline began, and what happened leading up to the termination. The longer the gap, the more important the surrounding facts may become in evaluating whether your complaint played a role in the firing.
Other employees were treated better than I was. Does that matter?
It can. Different treatment may be important if the other employees were in similar positions but did not share the protected characteristic at issue or did not engage in the same protected activity.
We look at factors such as whether they had the same supervisor, similar job duties, similar experience, and similar performance or conduct to determine whether the comparison helps show that discrimination or retaliation played a role.
My employer says my position was eliminated as part of a restructuring. Can I still have a case?
Yes. A restructuring or reduction in force does not automatically mean the termination was lawful.
We look at whether your work actually disappeared, who took over your responsibilities, how the employer selected employees for termination, whether similarly situated employees were retained, and whether the employer’s explanation is consistent with what actually happened.
I had good reviews for years, and then suddenly started getting criticized or disciplined. Does that matter?
It can. A sudden change in how your performance is evaluated may be important, especially if it happened after you complained about discrimination, requested an accommodation, disclosed a protected condition, or engaged in other protected activity.
We compare your earlier performance history with the later criticism to evaluate whether the change appears legitimate or may be connected to discrimination or retaliation.
What if I complained about discrimination but later cannot prove that discrimination actually occurred?
You may still have a retaliation claim. An employee generally does not have to ultimately prove that the underlying discrimination occurred for a complaint to be legally protected.
We look at whether you had a reasonable, good-faith belief that you were complaining about unlawful discrimination and whether your employer took action against you because of that complaint.
Hundreds of Employees Represented. Nearly a Decade Focused on Discrimination and Retaliation.
Taylor Crabill has spent nearly 10 years representing employees in discrimination and retaliation cases and has represented hundreds of employees during that time.
He has seen firsthand what losing a job because of discrimination or retaliation can do to an employee and the employee’s family. A termination can disrupt a career, threaten financial security, and affect nearly every part of a person’s life.
That experience is why Crabill PLLC has a simple mission:
Employees should be judged by their performance—not by their race, sex, pregnancy, disability, age, national origin, religion, or other protected characteristics.
And employees should not lose their jobs because they spoke up about unlawful conduct.
When you hire Crabill PLLC, you work directly with Taylor.
He is personally involved in evaluating the evidence, developing the legal strategy, communicating with you, and pursuing your case.
Hundreds of Employees Represented · Nearly 10 Years of Experience · Licensed in New York and Florida
Talking to an attorney is free and private—we’ll help you find out if you have a case, explain your options, and show you how to protect your rights. Our job is to get you the best result, as fast as we can.