The Most Important Thing You Can Do Today: Call The Right Attorney

Maybe you are asking yourself:

  • “Do I have a claim for being fired or wrongfully terminated?”
  • “My boss is touching me. What should I do?”
  • “Can I be fired for taking medical leave?”
  • “How do I report my boss for discriminating against me because I’m Black or based on my race or national origin?”
  • “I just filed a Worker’s Compensation claim and got fired. Now, what do I do?”

It is really tricky to know your employment law rights in the modern workplace. If you are saying, “I’m being discriminated at work,” then you have come to the right place. The employment lawyers at The Spitz Law Firm, LLC are here to help you.

All employment attorneys, discrimination lawyers and employee rights law firms are not created equal. The American Bar Association reports that there are now over 1.2 million attorneys in the United States. Some of these attorneys appear in television commercials, but not in Court. Some employment lawyers can tell you what the books say, but couldn’t find the Court, let alone litigate a sexual harassment case in front of jury.

After successfully taking on many Fortune 500 companies, in 2013, Brian Spitz was recognized in Newsweek Magazine as one the 30 overall “Nationwide Top Attorneys.”

Previously, in 2012, Brian Spitz was recognized in Newsweek Magazine as one of the Top 20 Leaders in Employment Law in the United States for 2012. The National Trial Lawyers Association has repeatedly selected Brian Spitz to its list of Top 100 Trial Lawyers based on his success in Court and handling civil litigation matters. Brian is also a member of the Million Dollar Advocates Forum, which is a select group of attorneys that have claimed victory at trial in an amount over one million dollars. Every attorney at The Spitz Law Firm has also been certified as Lead Counsel Rated by Law Info.

We offer FREE and CONFIDENTIAL consultations.

The Answer is Simple: Call the Employee’s Attorney.™

Employment Discrimination Lawyers – Get Help Now!

Our employment discrimination lawyers have the experience and strong conviction needed to fight unlawful employment discrimination no matter the size of the unlawfully discriminating employer. Employment discrimination comes in many forms, and our attorneys are here to give you a free and confidential evaluation of your potential employment discrimination claims.

Discrimination lawyers, particularly employment discrimination attorneys, often find themselves in the difficult position of having to explain the difference between an employer acting wrong and acting unlawfully. The intricacies of employment discrimination law, unlike as other areas of law, require the guidance of skilled and experienced lawyers to navigate the handling discrimination claims. Not all employment discrimination is illegal. Under its common definition, discrimination is simply choosing between two alternatives. In order for the employment discrimination to be unlawful, there must be a specific and applicable law preventing the employer from discriminating on that basis.

Wage: Overtime

Under the overtime provision of the Fair Labor Standards Act (“FLSA”) and Ohio Fair Labor Standards Act most employees must be paid at a rate of one and one half times their regular rate of pay for any hours worked in excess of 40 hours in any given workweek. Stated another way, if you are a non-exempt employee and you work more than 40 hours in a workweek, you are eligible to receive one and one-half times your regular pay rate for every hour over 40. For example, an hourly employee that receives $10 per hour and work 50 hours in that week is owed $10 for the first 40 hours, and $15 for each hour worked over 40.

The biggest misconception that both employers and employees have is that any employee that is paid by salary is not entitled to overtime pay. Wrong! In fact, a large number of the employees that are paid a salary are not exempt or don’t fall within the very specific exemptions spelled out in the FLSA. While being paid a salary is one of the criteria for falling under each of the exemptions, it is only one of many requirements. And, if all of the requirements for an exemption are not met, you are not exempt and must be paid overtime.

Non-competition Agreement Disputes

  • My new job is forcing me to sign a noncompetition agreement.
  • What should I do if I’m being sued for violating a covenant not to compete from my last job?
  • How do I know if my no compete agreement is enforceable?
  • I was fired today and my boss said that the company was still going to enforce my covenant not to compete for a full year.

Whether you refer to them as non-competition contract, covenants not to compete, or no-compete agreements, many employers are now making them a condition of getting a job. Because of the current economic environment, many employees sign the non-competition contracts, covenants not to compete, or no-compete agreement just to get a job. Many times the employer includes the noncompetition agreement in a stack of paperwork that employees will sign on the first day of work without realizing that is what was signed. Some employees don’t realize that covenants not to compete have been included in severance agreements in exchange for a cash payment.

National Origin Discrimination

  • I was wrongfully fired because my boss does not like my accent.
  • My regional manager won’t promote me to an opening in another store because he wants me to stay in a Hispanic neighborhood because I’m Puerto Rican.
  • I get paid less than other workers on the job because of my national origin. I’m Mexican.

In cities throughout Ohio, the workplace is now more diverse than ever it has ever have been with native-born workers working alongside immigrants employees of vast number of national origins. Unfortunately, since post-9/11 and recent attacks around the world, anti-immigrant atmosphere has become more widespread and prevalent in Cincinnati, Cleveland, Columbus, Toledo, Youngstown, and Dayton, and all cities and towns across Ohio, as well as across the United States. But, under Ohio Revised Code § 4112.02, Title VII of the Civil Rights Act of 1964, and the Civil Rights Act of 1866, it is illegal for any employer to discriminate against an employee because of the employee’s national origin or ethnic background.

Wage: Minimum Wage

  • I am not being paid for hours that I work, which results in me being paid less than minimum wage.
  • My paycheck is short.
  • What should I do if I am being paid below minimum wage?
  • My boss won’t let me go home but won’t pay me for being at work.
  • My job is stealing my wages.

Fair Labor Standards Act (“FLSA”) requires that virtually every employee is paid according to the federally mandated minimum wage, currently set at $7.25 per hour (in Ohio the minimum wages has been raised to $8.10 through State legislation). (See What Is Minimum Wage In Ohio For 2016? – Call The Right Attorney). Paying workers less than minimum wage is wage theft.

The vast majority of Ohio employees are entitled to a minimum wage. This means that in Ohio, your employer must pay you, at minimum, $8.10 for every hour that you work.

Military Status Discrimination

  • My civilian job would not reemploy me when I completed my military service.
  • I was fired two months after returning from military service in the Army, Navy, Air Force, Marines, or Coast Guard.
  • My job would not let me keep my healthcare benefits while I was away for military service.

God bless those that serve and protect our country, whether active, reserve or a veteran of the Army, Navy, Air Force, Marines, or Coast Guard. But, there are employers that act illegally against the military men and women who dutifully serve our country. As horribly unpatriotic as this sounds, this type of discrimination occurs every day in Ohio (including Cincinnati, Cleveland, Columbus, Toledo, Youngstown, and Dayton). But, thankfully, the Uniformed Services Employment and Reemployment Rights Act (“USERRA”) provides that military personnel who qualify must be given their old jobs back upon return from service and it also prohibits discrimination based on an employee’s military service.

LGBTQ Discrimination

  • My boss is homophobic.
  • My manager and supervisor keep harassing me because I’m a LGBT/LGBTQ worker.
  • My employer fired me when it learned that I am homosexual.
  • I was not promoted because I’m a lesbian, despite the fact that I have more experience, better reviews, and scored better on the interview scores than the heterosexual that got the job.

The opponents to the rights of lesbian, gay, bisexual, transgender (“LGBT”) employees or lesbian, gay, bisexual, transgender, queer/questioning (“LGBTQ”) employees in the workplace often argue that United States law has not historically made it illegal to discriminate in employment discrimination based on who an employee is dating or otherwise associated with. This is simply not true. Under Title VII of the Civil Rights Act of 1964 and Ohio Revised Code § 4112.01 et seq., your employer cannot discriminate against you as employee because you are dating someone of a different race, or national origin. Under the Americans with Disabilities Act (“ADA”) an employer cannot discriminate against an employee because that employee is associated with a disabled person.

Gender Discrimination

  • I was not hired because I’m a woman.
  • My company promoted a less qualified man over me.
  • My boss told me that this was a man’s job.
  • I work in a boy’s club environment.
  • Women are excluded from important meetings at work.

Although we as a society have made significant strides towards gender equality in the workplace, it would ignorant to believe that gender discrimination has been eradicated. Studies show that women still earn significantly less than their male counterparts, and that women are less likely to be hired, especially in certain fields of work. Unfortunately, the glass ceiling is still there and women face bosses, managers, and supervisors that discrimination and sexually harass them on a daily basis. Our Ohio employment law lawyers deal with gender discrimination every day at our Cincinnati, Cleveland, Columbus, Toledo, Dayton, and Youngstown offices.

Family Medical Leave Act

  • I was fired for trying to take medical leave.
  • My boss won’t let me take a leave of absence to care for my sick mother or father.
  • My job threatened to fire me if I take time off to be with my sick son, daughter, or child.
  • I was written up right after I returned from FMLA leave.

What happens to your job if you get a sudden illness, become really sick, or find out that you are pregnant? What happens to your job is you are diagnosed with cancer? What if your child becomes ill? Hopefully, your employer has a policy in place that will allow you to miss work in order to care for yourself or your new child. But, maybe the company you work for does not have this type of policy, or even if it does, the number of days that you can take off may be limited. In such a case, the Family and Medical Leave Act (“FMLA”) works to protect your job while you are recovering from a medical condition or tending to the needs of your new child.

The FMLA is a federal law that allows qualified employees to take up to 12 weeks of unpaid leave from their jobs in each 12 month period.

Equal Pay Act Claims

  • I am being paid less because I’m a woman.
  • I am making less money than men doing the same job.
  • My job gives men higher salaries than women in the same position.
  • I am being paid less because I’m Black.
  • I earn less than White workers because I’m African American.

Employees have the right not to face discrimination in their compensation based on their race/color, religion, gender/sex, national origin, age, and other protected class status. These rights are protected under several federal laws, including: the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964 (“EPA”), Americans with Disabilities Act (“ADA”), and the Age Discrimination in Employment Act (“ADEA”).

Depending on the reason that you are being paid less than someone outside your protected class will determine which law may apply to your claims.

Disability Discrimination

  • I was fired today because I’m disabled.
  • My supervisor teases and harasses me about my disability.
  • My boss makes fun of me because I’m disabled.
  • I get harassed because my manager and supervisor think that I’m disabled even though I don’t have a disability or condition.
  • My manager makes employment decisions based on my disability.

With offices in Cleveland, Cincinnati, Columbus, Dayton, Youngstown and Toledo, the Ohio employment lawyers at The Spitz Law Firm are experienced at fighting disability discrimination. To combat discrimination against disabled Americans, Congress enacted the Americans with Disabilities Act (“ADA”). The ADA prohibits workplace harassment and employment discrimination based on disability, as well as employer retaliation against employees who report or complain about discrimination against the disabled. This means that your boss, manager, or supervisor cannot make fun or you, demote you, or wrongfully fire you because you are disabled or perceived to have a disability. Also, Ohio laws, found at R.C. § 4112.02(A), provide similar protections to disabled employees.

Wrongful Termination

  • I was wrongfully fired.
  • My boss fired me for no good reason.
  • My manager is a racist and fired me because I’m Black.
  • I want to sue for wrongful termination.
  • My supervisor fired me because I would not have sex with him.

In Ohio, most employment relationships are considered to “at will” employment, which means that an employer and/or employee may terminate the employment relationship for any reason, no reason, or even a stupid reason. An “at will” termination can be with cause or without cause. In plain language, this means that you can walk into your managers office and quit at any time without notice and your manger can fire you for any reason at any time.

There are a variety legal remedies for victims of wrongful termination in Ohio. Depending on the situation, a fired employee may be able to pursue a lawsuit against the employer and seek damages for lost wages, benefits, emotional distress, attorney’s fees and more

Whistleblower Claims

  • I was fired two days after I reported a safety violation to OSHA.
  • My boss suspended me after I kept reporting dangerous equipment.
  • Who should I report illegal activity at work to?
  • My manager fired me after I complained about mold in the kitchen.
  • Can I get any money for reporting my company for defrauding the government.

If you see something illegal happening at work, or if your boss or manager asks you to do something that you know is against the law or creates a danger, you face a dilemma. Of course, you know the right thing for any employee to do is to report the illegality, but you may also fear that doing so may get your fired, demoted, or transferred. Regrettably, this fear is often warranted as employees in all sectors of the workforce have found themselves demoted, fired or otherwise adversely treated because they spoke out against the illegal conduct by their company, manager, supervisor or boss. Fortunately, there are now more laws that protect individuals who report employer misconduct than ever before.

Workers’ Compensation Retaliation

  • I was fired while I was out on Workers’ Compensation leave.
  • My boss fired me right after I got hurt at work but before I could file a worker’s comp claim.
  • The owner of my company told me that it could not afford another Workers’ Compensation claim and that he would have to let me go if I filed with the BWC.

Being hurt on the job is covered by Ohio Workers’ Compensation laws. Ohio law makers have set up Workers’ Compensation as a form of insurance to provide employees that are injured on job with wage replacement and medical benefits regardless of who is at fault for causing the injuries. In exchange getting these benefits, these injured employees give up their right to sue their employer in tort for negligence. As such, these Workers’ Compensation laws protect the employers from getting sued in exchange for the benefits provided the employees. Yet, many workers stay quiet when they are injured at work or on the job because they are afraid of getting fired.

Wage: Tipped Employees

  • My boss is stealing my tips.
  • My manager is sharing in our tip pool at the restaurant.
  • I was forced to pay for dine and dash losses out of my tips.
  • The restaurant that I work at makes me do an hour of kitchen prep work before and after my serving shift but still pays me at server rate for those hours.

For many workers, tips are their primary source of income – waiters, waitresses, servers, bartenders, and valets, for example. You will likely be considered a tipped employee is you customarily and regularly earn more than $30 each month in tips.

If you are a tipped employee, your job can pay tipped employees less than minimum wage. However, the Fair Labor Standards Act (“FLSA”) and Ohio wage laws sets out several rules that employers must follow when employing tipped workers. While the FLSA provides that an employer can take up to a $5.12 maximum tip credit against the federal minimum wage of $7.25, Ohio law requires employers that have at least $297,000 in gross sales to pay a minimum wage of $8.10 per hour while taking only a $4.05 maximum tip credit.

Sexual Harrassment

  • I was sexually harassed at work by my manager. Can I sue?
  • My boss told me that I have to have sex with him to save my job.
  • I was fired after I refused to have sex with my boss.
  • My supervisor pulled me into a room and forced me to give him a blow job in order to avoid getting fired.
  • My manager keeps rubbing his crotch up against me when he walks past me.

“It is a sobering revelation that every woman—every woman—who has spent time in the workforce in the last two decades can tell at least one story about being the object of sexual harassment.” So said conservative Ninth Circuit Court of Appeals Chief Judge Alex Kozinski after being faced with yet another claim of sexual harassment in the workforce. According to a Cornell Law Review, up to 90 percent of women in the United States workforce have been the victims of some form of sexual harassment on the job. More than fifty percent of sexual harassment victims do not report it, let alone seek out the best sexual harassment attorneys that they can find to help them.

Sales Commission Dispute

  • The company that I worked for refused to pay my sales commission because I quit.
  • The company that I do sales for is trying to cut my commissions after the sale.
  • I was fired and the company will not pay any of the commissions on the sales that I made before I was let go.

Commissioned sales representatives and brokers make most, if not all, of their living on the commissions earned on the close of sales. Unfortunately, it is also not uncommon for commissioned sales representatives to have their employer company withhold their sales commission, whether intentionally or by misunderstanding of its legal obligations. That is where experienced commissions lawyers can best help resolve the dispute.

Commissioned sales representatives often face disputes over their commission after sales are made and their employment ends, either voluntarily or by termination. Our sales commission attorneys are often asked when the commission becomes due.

Retaliation

  • I was fired today after I reported my boss to HR for being racist.
  • My supervisor put me on second shift after I complained that I was not being paid overtime.
  • Can I sue my employer for retaliating against me for opposing race discrimination even though I’m White?

Employment retaliation laws are meant to protect employees who exercise their rights to complain about unlawful employment discrimination or requests to participate in legally protected activities. Employment retaliation occurs when a boss, manager or supervisor makes people afraid to complain or to assert their rights by taking adverse actions against those employees that have already asserted those rights. Essentially, many employers will take the approach that if one employee is punished, the rest of the employees will not complain or exercise their legal rights for fear of suffering the same adverse action.

There are essentially two types of retaliation claims, oppositional and participation-based retaliation.

Religious Discrimination

  • My boss told me that he hates Jews and fired me today.
  • My company is forcing me to work on the Sabbath and other religious holidays.The company I work for has a dress code that is against my religion.
  • My supervisor called me a kike.
  • I was turned down for a job because my head scarf didn’t fit the company’s look policy.

It is illegal for employers to discriminate based on employees’ religion or religious beliefs. Whether you’re an atheist, Jewish, Mormon, Buddhist, Christian, Hindu, Islamic, Protestant, Roman Catholic, or a follower of different religion, you are protected from discrimination based on your religion, religious beliefs, and religious practices. Title VII of the Civil Rights Act of 1964 and the Ohio Unlawful Discriminatory Practice Statute, R.C. § 4112.02, prohibit religious discrimination in employment. According to the United States Equal Employment Opportunity Commission (“EEOC”): “Religious discrimination involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs.”

Despite the fact that this country was founded by pilgrims escaping religious persecution, discrimination based on religion is still are large problem in the United States, and growing.

Race Discrimination

  • I was fired today after I reported that my boss is a racist.
  • I was not promoted because I’m Black, even though I have more experience, higher test results, and better interview scores than the White person who got the job.
  • My boss keeps calling me Ghetto trash, blackie, nigger, boy, spade, Buck Wheat, Aunt Jemima, Uncle Tom, coon, n-lover and other racially offensive names.

Although we would like to believe otherwise, recent news makes it clear that, racism is still a large problem in our society. If large company CEOs are now admitting to making racist comments and basing employment decisions on race, you can be sure that such conduct is still going on in a large number of smaller businesses, companies, and organization by managers, supervisors, owners, and bosses. A top example of racial harassment, a Court of Appeals in Ayissi-Etoh v. Fannie Mae, et al. dealt with a situation where a Caucasian boss told an African-American to “get out of my office nigger.” The Appeals Court held that a hostile work environment can be created based upon the single use of the “N-word,” a racial epithet that the Court held was “deeply offensive,” and, that “no single act can more quickly alter the conditions of employment” than “the use of an unambiguously racial epithet such as ‘nigger’ by a supervisor.”

Pregnancy Discrimination

  • At a job interview, I was asked if I am pregnant or plan to get pregnant soon.
  • I was told at an interview to reapply for a job after I gave birth.
  • I was fired after telling my manager that I was pregnant.
  • My company told me that I was not eligible for health insurance because my wife is pregnant.

There are a lot of wonderful emotions surrounding getting the news that you are pregnant. Being pregnant and having a baby should be one of the most wonderful and joyous times in your life. Unfortunately, following this wonderful news some employers and companies can take this wonderful thing and turn it into a source of discrimination, harassment, and even wrongful termination. If you did not get a promotion, had your hours severely cut, denied benefits, or terminated in part because of your pregnancy or pregnancy related conditions, you know the stress that comes with the thought of trying to continue to provide necessary support for your growing family.

Age Discrimination

  • My supervisor gives older employees undeservedly poor reviews and then uses these sham reviews to fire or demote those older employees.
  • My employer will not giving me training that is offered to younger employees.
  • The company where I work does not hire people who look older because it wants to maintain a younger image, or it places employees who look older in positions that do not have client contact.

Just like discrimination based on race/color, religion, gender/sex, national origin, age discrimination is unlawful. Many employees in Ohio (including Cincinnati, Cleveland, Columbus, Dayton, Youngstown and Toledo) wrongly believe that workers are not protected from discrimination at work until they reach 50 years old or even 65 years old. But, in reality, workers who are 40 years of age or older are protected, both under the federal Age Discrimination in Employment Act (“ADEA”) and Ohio age discrimination laws. Although employment discrimination laws work to protect older workers, age discrimination is becoming increasingly common as the number of older Ohio employees in the workforce increases.

Why Our Clients Love Us

Most attorneys wouldn’t touch my case or treated me like a second class citizen because I was making minimum wage. I know the important people and the large cases that attorney Spitz has had for clients, but he always treated me like I was his most important client and he got me a lot of money for my case.

- Luther J.

Why Our Clients Love Us

The Spitz Law Firm sued my company and I saw firsthand the quality of work and the result that they obtained, but in a professional and respectful manner. So when my wife had an issue with her employer, I called Brian to represent her. He did not disappoint.

- Richard

Why Our Clients Love Us

I was amazed at how honest attorney Spitz was with me. The free meeting was really free. He took the time and gave me honest options. When they took my case, I did not have to pay him anything upfront like he said he would. Then he got me more than I ever thought possible. I give everyone I know his card. Attorney Spitz is the best.

- Andy

Why Our Clients Love Us

My boss sexually harassed and touched me. I was so hurt and scared. Brian took care of me and gave me my life back by going after him and [my employer].

- Angela G.

Why Our Clients Love Us

These guys are not afraid of anything or anyone.

- Harold W.

Why Our Clients Love Us

Brian explained in a way that I could understand everything that was happening and what would happen. It was like he could see the future and was planning three steps in front of everyone else. It was crazy.

- James Q.

Why Our Clients Love Us

Brian Spitz and the attorneys at The Spitz Law Firm are the most courteous, caring, professional individuals with a WARRIOR’S attitude to fight for the clients and justice.

- Evelyn

Why Our Clients Love Us

The Spitz Law Firm worked meticulously and determinedly regarding my discrimination case against a former employer. I am very satisfied with the conclusion of the case. The attorneys and staff were proficient, considerate and compassionate. I will refer my family and friends to the Spitz Law Firm because I know they will work resolutely to make sure their clients are pleased.

- Monique P.
*Model portrayal of real client

Our Offices

Schedule a free initial consultation at one of our offices or call toll free: (866) 736-2046

Cleveland, Ohio

25200 Chagrin Blvd, Suite 200
Beachwood, Ohio 44122
Phone: (216) 291-4744
Fax: (216) 291-5744
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Cincinnati, Ohio

8044 Montgomery Road, Suite 700
Cincinnati, Ohio 45236
Phone: (513) 818-3688
Fax: (216) 291-5744
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Columbus, Ohio

132 Dorchester Square South, Suite 100
Westerville, Ohio 43081
Phone: (614) 335-4685
Fax: (216) 291-5744
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Toledo, Ohio

1715 Indian Wood Circle, Suite 200
Maumee, Ohio 43537
Phone: (419) 960-5926
Fax: (216) 291-5744
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Youngstown, Ohio

8166 Market Street, Suite M
Boardman, Ohio 44512
Phone: (216) 273-3742
Fax: (216) 291-5744
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Dayton, Ohio

3951 West Franklin Street, Suite 4
Bellbrook, Ohio 45305
Phone: (419) 960-5926
Fax: (216) 291-5744
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Our Attorneys

Brian Spitz

Brian Spitz is the founding and managing attorney of The Spitz Law Firm, LLC. In 1997, Brian graduated from Case Western Reserve University with honors. In 2007, Brian took his passion for vigorously representing his clients and directed it into founding The Spitz Law Firm.

Fred Bean

Fred M. Bean is a Partner at The Spitz Law Firm, LLC. In 2010, Fred graduated from Case Western Reserve University with honors. While in law school, Fred gained extensive legal experience working at a local Cleveland law firm where he worked on personal injury, medical malpractice and employment law cases. Following law school, Fred joined The Spitz Law Firm where he has continued to represent clients in various areas of employment law.

James Hux

James Hux is an associate attorney at The Spitz Law Firm, LLC. After earning a Bachelor of Science in Economics from The Ohio State University, James obtained his juris doctorate from the University Of Cincinnati College Of Law in 2014.

Rachel McElroy

Rachel McElroy is an associate attorney at The Spitz Law Firm, LLC. After earning a Bachelor of Science in Public Policy and a Bachelor of Arts in History from the University of Charleston, Rachel obtained her Juris Doctorate from Case Western Reserve University School of Law, graduating with honors.

Ken Smith

Ken Smith is an associate attorney at The Spitz Law Firm, LLC. Ken began his legal career litigating at a local civil defense firm, representing employers with their legal needs. Having defended management in their business disputes, Ken understands the challenges employees face when bringing suit against their employers.

Marian Toney

While attending the University of Akron School of Law, Marian was a member of the Akron Law Review. She served as a Publication Editor and received the Outstanding Board Member Award. Marian also spent time during law school volunteering in Akron Law’s Expungement Clinic. Marian joined The Spitz Law Firm as an employment attorney in 2016 and focuses her practice on pre-litigation work.

Christopher Wido

Christopher P. Wido is an associate attorney at The Spitz Law Firm, LLC. Prior to attending Law School, Christopher served in the United States Air Force in Enid, Oklahoma. In 2013, Christopher graduated from The University of Akron School of Law with honors.

Kelly Wilson

Kelly L. Wilson is an associate attorney at The Spitz Law Firm, LLC. In 2009, Kelly graduated from Cleveland Marshall College of Law with honors. While in law school, Kelly gained valuable legal experience working as a research assistant.

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  • The use of the internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be sent through this form.

Schedule A Free Consultation Now!

  • The use of the internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be sent through this form.