Top Employment Lawyers in CLEVELAND | 8 available

8 Employment lawyers are available in CLEVELAND, Ohio, including Andrew Thompson, Angela Lavin, Brendan Healy, and Bruce Allen. These lawyers are rated between 4.8/5 to 5.0/5 and 59% provide free consultation.

Andrew Thompso

Angela Lavin

Brendan Healy

Christopher Ku

Elizabeth Will

James Linehan

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Andrew Thompson

Firm: Shapero Roloff Co., LPA

U.S. Bank Centre , Cleveland , Ohio 44115

Practice Areas: Litigation, Employment, Personal Injury, Appeals

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“Andrew Thompson and I have worked on a major injury case together, involving complicated legal issues and permanent disability to our client. I searched out highly qualified Ohio i…”

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Angela Lavin

Firm: Wegman, Hessler & Vanderburg

6055 Rockside Woods Blvd, #200 , Cleveland , Ohio 44131

Practice Areas: Litigation, Contracts, Business, Employment, Trademark

Avvo Review

“y, and to understand the nuances of our convoluted, multi-defendant case. She provides straightforwa”

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Lawyers.com Review

“I endorse this lawyer. I worked with Angela for several years, and have consulted with her on various legal matters many times since. Angela is extremely knowledgeable and professi…”

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Brendan Healy

Firm: Thorman Petrov Group

3100 Terminal Tower 50 Public Square , Cleveland , Ohio 44113

Practice Areas: Civil Rights, Employment, Litigation

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Christopher Kuhn

Firm: Rolf Goffman Martin Lang LLP

350 Corporate Cir , Cleveland , Ohio 44124

Practice Areas: Employment, Litigation, Health Care, Employment & Labor

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Elizabeth Williamson

Firm: The Spitz Law Firm

4620 Richmond Rd Ste 290 , Cleveland , Ohio 44128

Practice Areas: Employment, Employment & Labor

Lawyers.com Review

“I worked with Elizabeth previously at a global business litigation firm. Elizabeth is committed to serving her clients and achieving the best possible result on their behalf. She t…”

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James Linehan

Firm: Ulmer & Berne, LLP

1660 West 2nd Street , Cleveland , Ohio 44113

Practice Areas: Employment, Business, Class Action, Civil Rights, General Practice, Criminal Defense, Employment & Labor

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Peter Mapley

Firm: Sobel, Wade & Mapley, LLC

55 Erieview Plaza, Suite 370 , Cleveland , Ohio 44114

Practice Areas: Employment, Litigation, Sexual Harassment, Discrimination, Wrongful Termination, Civil Rights, Mediation, Appeals, Arbitration, Employment & Labor, Employment & Labor

Understanding that each client has unique experiences and needs, Peter Mapley founded Sobel, Wade & Mapley with the goal of maintaining a select caseload and providing each client careful, individualized service.. Peter has handled a full complement of employment cases, through each stage of litigation, including trial and appeal. Peter focuses on employment discrimination, wage and hour, FMLA, and whistleblower claims.. In addition to his practice, Peter provides service to a variety of pro bono legal clinics, volunteers with the CMBA’s 3R’s program in the Cleveland City School District, is a member of the City of Lakewood’s Citizens Advisory Committee, and has served as an election observer in each of the last two presidential elections.. Peter is admitted to practice in Ohio, the United States District Court for the Northern District of Ohio, and the United States Court of Appeals for the Sixth Circuit.

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“ht to the point; a good characteristic in an attorney given that legal fees are charged at an hourly”

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“I've known Peter for several years as a colleague and friend. Peter is a skilled litigator and knowledgeable attorney who emphasizes meeting the individualized needs of his clients…”

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Bruce Allen

Firm: Allen & Hodgman

1481 Warrensville Center , Cleveland , Ohio 44121

Practice Areas: Immigration, Litigation, Civil Rights, Employment

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“sing. Both the RFEs were approved! Not only did Bruce and his team worked hard, but the approach tow”

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Recent Q&As in Ohio (Employment)

Can my employer discipline me for showing coworkers my own write-up? | Aug 14, 2026 | Sourced from Reddit
location: Ohio I work at a private manufacturing facility and I'm in a union bargaining unit. Last month I received a written warning for attendance points. I thought some of the points were being calculated incorrectly because our schedule had changed with very little notice, so during lunch I showed the write-up to two coworkers and asked whether they'd had the same thing happen. Both said they'd recently received points under similar circumstances. We compared the dates and later brought it up with our union steward because it looked like the issue might affect more people than just me. Management found out that I had shown the write-up to coworkers. Yesterday I received another written warning for "sharing confidential disciplinary information." HR told me disciplinary documents are confidential workplace records and aren't supposed to be discussed with other employees. The document didn't contain anyone else's information. It was my name, my attendance dates, the policy they said I violated and the discipline issued to me. Our steward says they can't order employees not to discuss their own discipline when they're comparing working conditions with coworkers. Can the company legally discipline me for showing and discussing my own write-up with other employees, or would that be protected union/concerted activity?
Legality regarding selling materials gathered at work? | Aug 13, 2026 | Sourced from Reddit
Location: Ohio Hey all, I work 4 days a week (usually solo shifts) at a small local bar. Most days it's pretty slow, especially before 5 o'clock, so I often find myself in the bar all by myself doing menial tasks or doodling or doing some random BS to keep from losing my mind. Now let me tell you. This bar is FULL of spiders. It's so bad that my coworkers and I or sometimes just refer to it as "spider bar" or "SB" as a joke. Now, none of my co-workers are the biggest fans of spiders, and while I don't mind them, I usually can't be bothered to clean up any webs that aren't particularly prominent or in the way of anything. So a couple weeks ago, I was having lunch with a friend and he keeps talking about how there's "money in silk." Well that got my gears turning. Since then, every time I've been alone at the bar, I've been going around to every nook and cranny and collecting all the dead webs (I try not to disrupt the living spiders if I can help it) into a big silk rope. Currently it's about 8 to 9 inches long probably, and I'm gonna try selling it on eBay or Marketplace or something once it gets 1½ to 2 feet long. All this being said, if my employers found out about this, would they be able to claim the rope as company property as it's made from…
How to prove wage theft for when employer edits your timecard for breaks you don't take? | Jul 25, 2026 | Sourced from Reddit
Location: Ohio I am an hourly employee who is a manager at a restaurant. The company policy is that if you are scheduled more than 5 hours you have to take a 30 minute break (even if you're not a minor). For managers it has always been my understanding that we should find time to get off the floor and grab something quick, then hop back on. I never take more than 10 minutes to eat. I come to find out that for the year I have been here that they have been editing my time cards after the fact to include a 20-30 minute gap for an unpaid break. I am scheduled over 40 hours weekly, so those extra minutes would count as overtime, so it definitely adds up. I looked into the laws and the FLSA, and I think I could have a case for wage theft. I guess what I am unsure about is how the burden of proof goes. One angle could be that they say I was violating company policy by not taking my break, but that doesn't take away the fact I worked those hours right? If I was breaking policy, why didn't they write me up? For proof, they can just watch the cameras. I am never sitting down for long, and even if I am, I am working on work stuff on my phone, like running reports and writing messages. So what would be my best course of action here? And what…
Can my employer deduct time for an unpaid break I don't take? | Jul 24, 2026 | Sourced from Reddit
Location: Ohio I work at a restaurant as a manager, and am paid hourly. There is a break policy for team members that requires them to take an unpaid 30 minute break if they work over 5 hours. There isn't a specific stipulation that applies to managers, but the expectation was that you should take a break whenever you can, but if things got busy, you need to hop back into things. For that reason, I never clocked out on my breaks because I was expected to basically be "on call" in case employees needed something. Plus I would only sit down for 5-10 minutes tops. I talked it over with the owner, and they said they were fine with that. Now I found out that for over a year they have been adding on 30 minute unpaid breaks on every shift I work (essentially picking an arbitrary time, clocking me out, then clocking me back in 30 minutes later). Again, if I do take a break, I take one for 5-10 minutes. Adding up all the missing hours (which would most likely be overtime), those are thousands of dollars that were taken away from me. Please tell me there is some kind of recourse to this. Otherwise, if I am the only manager on duty, I should be free to clock out on break, and leave the store unattended for 30 minutes without any problem right?

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