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Deadlines depend on which agency and which law you are pursuing. To file with the EEOC, you generally have 300 days from the discriminatory act. Ohio Civil Rights Commission charges carry a similar window. Some claims under Ohio law have different timelines. Because missing a deadline can permanently bar your claim, it is worth speaking with an attorney as soon as possible after an incident occurs.

No. Retaliation against an employee for reporting harassment, filing a complaint, or participating in an investigation is illegal under both federal and Ohio law. Retaliation can take many forms beyond termination, including demotion, reduced hours, reassignment, or a hostile work environment. If you believe you have experienced retaliation, documenting what happened and when is an important first step.

Ohio is an at-will employment state, meaning an employer can generally terminate an employee for any reason or no reason at all. However, termination is unlawful when it is based on a protected characteristic such as race, sex, age, disability, or religion, or when it is in retaliation for a protected activity. Violations of an employment contract or public policy can also give rise to a wrongful termination claim.

Start by documenting everything, including dates, what was said or done, who was present, and any written communications. Report the conduct through your employer's internal complaint process if one exists, and keep a copy of any complaint you submit. Then consult with an employment attorney before taking further steps. Acting early matters because deadlines for filing administrative charges are strict.

Yes. Non-compete agreements and severance packages often contain language that significantly affects your rights, sometimes in ways that are not obvious. Before you sign either, it is worth having an attorney review the terms. In Ohio, non-compete agreements are enforceable only if they meet certain standards of reasonableness in scope and duration.

It depends on the type of matter. Many employment discrimination and retaliation claims are handled on a contingency fee basis, meaning there is no upfront cost and the attorney is paid only if you recover. Other matters, such as contract review or advisory work, are typically handled on a flat fee or hourly basis. At Sobel Law Solutions, fee arrangements are discussed transparently at the outset so there are no surprises.

For employment law matters, the practice is focused on Ohio. For Title IX work, clients and institutions are located across the country. If you are unsure whether your matter falls within the practice's reach, feel free to reach out for an initial conversation.

Having an attorney is not required, but it can make a significant difference. Title IX proceedings at colleges and universities can carry serious consequences, including suspension, expulsion, or findings that follow you professionally. The rules governing these processes have changed substantially in recent years, and navigating them without guidance is a real risk. An attorney can help you understand your rights, prepare your response, and advocate for you throughout the process.

Do not ignore it and do not respond without understanding what you are agreeing to. Read the notice carefully to identify the allegations and any deadlines. You generally have the right to an advisor, which can be an attorney. Contact an attorney as soon as possible so you have time to prepare a thoughtful response rather than reacting under pressure.

These are two distinct stages. The investigation involves a trained investigator gathering evidence, interviewing the parties and witnesses, and producing a written report. The hearing, where required, is a separate proceeding before a decision-maker or panel who determines responsibility based on the evidence. Both stages carry important procedural rights, and how you engage at each stage can affect the outcome.

Under current federal regulations, respondents have the right to written notice of the allegations, the right to an advisor (including an attorney), the right to review the evidence gathered during the investigation, the right to cross-examination through an advisor at a live hearing, and the right to appeal an adverse finding. The specific procedures vary by institution, but schools are required to provide a grievance process that is fair to both parties.

Yes. Most institutions are required to offer an appeal process to both parties. Grounds for appeal typically include procedural irregularities, new evidence that was not reasonably available at the time of the hearing, or a finding that was clearly contrary to the weight of the evidence. Deadlines to appeal are usually short, so it is important to act quickly if you receive an adverse decision.

The process follows the same general framework as any Title IX matter, but the stakes and dynamics are often different. Faculty members may have tenure protections, union contracts, or employment agreements that intersect with the Title IX process and create parallel proceedings. A finding of responsibility can affect not just the individual's position at the institution but also their professional reputation and future employment. Faculty members facing a Title IX complaint should seek legal counsel early, before responding to the institution, to understand how their employment rights and the Title IX process interact.

Yes. In addition to advising and representing parties in Title IX proceedings, the practice provides services directly to institutions, including conducting investigations, serving as a hearing officer, and advising on Title IX compliance and policy. If you are a Title IX coordinator, general counsel, or administrator looking for an experienced external resource, feel free to reach out.