Employment Law

Workplace discrimination or harassment is unacceptable and it’s against the law. And employers cannot fire an employee for whistleblowing or refusing to break the law. Jill Silverstein protects the rights of individuals in the workplace, and she represents individuals who have been treated differently because of their race, sex, gender, religion, national origin, disability or age.

In the workplace, Jill has represented individuals who were fired on false accusations regarding their age or gender, in addition to those who were victims of sexual harassment by co-workers or supervisors. Jill’s extensive experience in workplace discrimination covers a broad range of areas, including:

Sexual Harassment and Sex Discrimination

Sexual harassment is always unacceptable in the workplace, regardless of employer power or employee status. Jill believes every worker deserves the right to feel safe in his or her work environment. Jill’s history of successful representation in numerous sexual harassment lawsuits includes claims against a large national airline and multi-state corporations.

Equal Pay

State and federal law protects employee’s rights to equal compensation for equal work completed; any wage disparities for equal work based solely on gender, age, or other protected classes are illegal. Jill’s past work regarding equal pay includes representing claims made by a female director against a large state university, as well as a female general manager who received less pay and lower bonuses compared to other general managers of the same employer.

Gender Discrimination

Jill fights for employees who receive unequal treatment because of their gender identity or sexual orientation. Recently, Jill has fought against workplace discrimination and retaliation on behalf of a gay supervisor against a large regional hospital system, and she has represented a transgender employee who had suffered sexual harassment and then termination from her national employer.

Race Discrimination

Differential workplace treatment based on race or skin color is illegal. Unequal pay, job classification, harassment or racist remarks made by fellow employees are examples of how employees are treated differently in terms or conditions of their employment. Jill has handled numerous race discrimination and retaliation complaints, including action against an established Missouri state employer.

Age Discrimination

Workers over 40 who experience workplace discrimination, which negatively affects their employment, such as termination in favor of a younger employee, may take legal action based upon a claim of age discrimination. Jill’s experience handling age discrimination includes representing multiple plaintiffs against a large regional hospital, as well as lawsuits against international corporations.


Persons who report employer wrongdoings, such as fraud or violation of regulations, are entitled to proper representation and legal action. For example, Jill has represented whistleblowers in cases from reporting tax and bank fraud against a national corporation and reporting violations of OSHA and environmental regulations to matters where employees were fired for reporting non-payment of overtime and falsifying time records.

PSA and Contract Negotiations

Ensuring fair compensation under employee contracts and similar Professional Service Agreements (PSA) are essential in establishing equitable employment. In the past, Jill has represented clients in challenging non-compete provisions, in addition to negotiating salary and benefit terms.

Discrimination and Retaliation and CBAs

Jill has worked with unions in pursuing claims of discrimination and retaliation within the context of collective bargaining agreements (CBAs) and in collaboration with union counsel.

Severance Agreements and Non-Compete Contract

Contract negotiations for severance and non-compete for executives, management and sales force professionals of national and international companies, educational institutions, and healthcare organizations. Jill also represents individuals when the issue of the enforceability of non-compete agreements arises after separation from their employer – whether involuntary termination or voluntary resignation.