Merrick, Michael, ATY

Attorneys, Bankruptcy Law Attorneys, Bankruptcy Services

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AKA: Michael Merrick Attorney
Categories: Attorneys, Bankruptcy Law Attorneys, Bankruptcy Services, Business Law Attorneys, Discrimination & Civil Rights Law Attorneys, Employee Benefits & Worker Compensation Attorneys, Employment Discrimination Attorneys, Labor & Employment Law Attorneys, Patent, Trademark & Copyright Law Attorneys, Sexual Harassment Attorneys, Workers Compensation Assistance

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Phone: (402) 933-4256

Address: 3801 Harney St, Omaha, NE 68131

Merrick, Michael, ATY

Business and Corporate Law

Intellectual Property
Udges and juries decide employment cases. He then spent eight years first as an associate attorney and later as a partner with a Chicago law firm where he practiced labor and employment law representing both employers and employees, commercial litigation, and intellectual property law.

Employment Law

Workers Compensation
Merrick Law Firm represents employees who have been injured on the job or become ill due to occupational exposure to a dangerous condition at work. In addition to pursuing benefits for employees from their employers under the Workers' Compensation Act, we also sue third parties who may have some responsibility for the employee's injury.
Wrongful Termination
With increasing frequency, employers are terminating employees because of what they write on social media websites like Facebook and Twitter. We believe employees should be judged on their performance at work, not on the content of what they post online on their own time. Employees who have been terminated because of something they posted on Facebook, Twitter or some other social media website may have claims for wrongful termination under the National Labor Relations Act and other laws that prohibit adverse employment actions against employees based on their lawful activities outside of work on their own time. If you believe your employer has taken an adverse action against you because of your use of social media websites, contact us to discuss your rights and options.
Employment Discrimination
The federal Age Discrimination in Employment Act of 1967 ("ADEA") makes it unlawful for an employer to discriminate on the basis of an employee's age. The Act protects employees who are 40 years of age or older from discriminatory decisions relating to hiring, firing, promotions, demotions, compensation, job assignments, and other terms and conditions of employment. The Act also protects employees who are subjected to harassment because of their age. Finally, the Act protects employees who complain about age discrimination from retaliation by the employer. The ADEA covers employers with 20 or more employees. Similar state and local laws cover employers with fewer employees.
Employment Contract
Merrick Law Firm LLC assists employees with employment contracts in several different contexts. We review employment contracts proposed by our clients' employers and prospective employers and either counsel our clients on how to improve the terms or negotiate directly with the employer or its counsel. We also draft employment contracts and tailor the terms to address the exact needs of our clients.
Employment Litigation
Mr. Merrick devotes 100% of his practice to representing employees involved in employment disputes. His practice includes counseling, negotiations, litigation, trials and appeals in all administrative agencies and state and federal courts. For more information on the specific areas of employment law in which he practices, please click on the Practice Areas menu to the left.
Non-compete Agreement
Merrick Law Firm LLC represents employees who have signed or have been asked to sign so-called "restrictive covenants." These covenants come in several forms and essentially place restrictions on employees' conduct during and after their employment with a particular employer.
Severance Agreement
Severance packages vary depending on the employer and the needs of the employee, but generally include one or more of the following: (1) severance pay either in a lump sum or in payments over time; (2) continuation of health insurance and other benefits at the employer's expense; (3) payments into the employee's retirement or pension account and/or timing the employee's separation to maximize retirement benefits; and (4) outplacement support with professional agencies and/or the employer's cooperation with the employee's job search including favorable or neutral references, networking and transition assistance, and the use of employer phones and e-mail.
Sexual Harassment
Most client matters we handle also include a retaliation claim. For example, if a female employee who has been sexually harassed in the workplace complains about the harassment to human resources and is then fired for no legitimate reason, she has an underlying claim for sexual harassment and a claim for retaliation stemming from her termination. Or if an employee is terminated after requesting a medical leave of absence, he has potential claims under the Americans With Disabilities Act and the Family and Medical Leave Act regarding the employer’s failure to provide him with medical leave and retaliation claims regarding his termination. In fact, we find that the retaliation claims are often stronger than the underlying claim. If you engage in statutorily “protected activity” such as complaining about discrimination or other unlawful conduct, be on the lookout for any negative reactions from your employer which may be evidence of retaliation.

Health Law

Disability Discrimination
An increasingly significant focus of our practice is representing people with serious illnesses and disabilities. The federal Americans With Disabilities Act (ADA) covers employees with permanent impairments such as some forms of blindness; employees who have had serious illnesses such as cancer, multiple sclerosis (MS) and heart attacks; and employees with temporary impairments from workplace injuries or accidents outside of work. The ADA requires employers to provide reasonable accommodations to employees with disabilities that will allow them to perform their job duties and keep their jobs. One common accommodation is to provide a medical leave of absence when an employee is temporarily incapacitated or needs time off work for medical treatment and recovery. The ADA also makes it unlawful for an employer to terminate or otherwise discriminate against an employee because he or she has a disability, has a medical record of a disability, the employer erroneously perceives that the employee has a disability even if the employee does not have an actual disability, or if the employee is associated with someone with a disability such as a family member. In addition, the ADA prohibits employers from retaliating against employees who have exercised rights under the ADA, for example by requesting a reasonable accommodation such as a medical leave of absence, and employees who have complained about disability discrimination. Most states and many local governments also have a fair employment practices act (FEPA) that provides protections similar to those under the ADA.

Finance Law

Bankruptcy

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