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Des Moines Employment Attorneys

Whether you are an employee or an employer, our Des Moines employment attorneys use their experience to make sure that rights are followed in a fair and consistent manner.
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Smiling womanAttorney Kevin O'Flaherty

"Kevin was extremely professional, responsive and knowledgeable when I came to him for help. I would definitely recommend O'Flaherty Law!"

We believe your attorney should not speak in legalese

Finding an attorney who is a “real person” can be difficult. Many attorneys surround themselves almost exclusively with other attorneys and are accustomed to speaking in ivory tower legalese.  You should be able to connect with your attorney on a personal level, and he or she should speak to you in plain language that you can understand.  You will be working very closely with this person on issues that are very important to you. It is important that he or she be down-to-earth and someone that you connect with.

We believe your attorney should be accessible

The most common complaint that clients have of their attorneys is that the attorney is unreachable, does not communicate with them regularly, or does not promptly return your calls.  Your attorney should reach out to you about your case regularly and respond within 24 hours to calls and e-mails.  An open line of communication between you and your attorney is essential to building trust.

We believe your attorney should be realistic with you about costs and outcomes

Your attorney’s goal should not be to win at all costs.  Rather, it should be to achieve a favorable outcome for you as efficiently as possible.  It is important that your attorney set realistic expectations at the outset as to the costs you should expect, the concerns that the attorney has about the outcome of your case, and the length of time that you should expect your case to take.

Regardless of the nature of your case, we have an experienced attorney who will focus on your individual needs. Our team of attorneys works closely together, bringing each of their different fields of experience to bear in order to optimize our client care.

Client Testimonials

Christi M.

Kevin's firm handled setting up my will and trust recently. They took something that seemed intimidating and made it easy to understand. I've also referred a couple clients to Kevin - he's trustworthy, approachable and very fairly priced.

Marvin

"I've used Kevin and his firm's services since 2011. He gave undivided attention to my cases, advised me on different options and..."

Rachel B.

"Kevin was extremely professional, responsive and knowledgeable when I came to him for help. I would definitely recommend O'Flaherty Law!"

More information about our Des Moines Employment Attorneys

Our Des Moines employment lawyers provide a cost-effective solution to your business needs whether you are an employer, an employee, or an independent contractor. We pride ourselves on our above-and-beyond approach to client care and communication. Our attorneys will put you in the best position for success by assisting you with drafting and review of contracts, dispute resolution, and employer best practices. Whether you are an employer, employee, or independent contractor, our Des Moines employment attorneys​ will protect your rights. 


Expertise Best Child Support Lawyers in Chicago 201710 Best 2016 Client Satisfaction American Institute of Family Law AttorneysAvvo Clients' Choice 2016 DivorceRising Stars Kevin P. O'Flaherty SuperLawyers.com10 Best Law Firms 2018 Client Satisfaction American Institute of Family Legal Counsel Attorneys Estate Planning Law40 under forty

Contact Us

Please contact our friendly lawyers to Schedule a Consultation.

(515) 207-2006
desmoines.ia@oflaherty-law.com

What to Expect From a Legal Consultation

The purpose of a consultation is to determine whether our firm is a good fit for your legal needs. Although we often discuss expected results and costs, our attorneys do not give legal advice unless and until you choose to retain us.

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Location

Office Address

2716 Grand Ave., Ste. 2

Des Moines, IA 50312

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Hours of Operation

Monday
9:00am - 6:00pm
Tuesday
9:00am - 6:00pm
Wednesday
9:00am - 6:00pm
Thursday
9:00am - 6:00pm
Friday
9:00am - 6:00pm
Saturday
Closed
Sunday
Closed

Attorneys

Meet the Owner

I am personally committed to ensuring that each one of our clients receives the highest level of client service from our team.  Our mission is to provide excellent legal work in a cost-effective manner while maintaining open lines of communication between our clients and their attorneys.  Many of our clients are going through difficult times in their lives when they reach out to us.  They should feel comfortable leaning on the experience and knowledge of our attorneys as their counselors and advocates.  We are here to help!

- Attorney Kevin O'Flaherty, Owner

Further Reading from our Des Moines Employment Attorneys

Was I Wrongfully Terminated From My Job In Iowa?

In this video, our Des Moines employment attorneys explain how wrongful termination describes a situation when an employer fires an employee for reasons against public and/or company policy. Iowa is an “At-Will” employment state, meaning that an employer or employee can terminate the employment relationship at any time, for any reason (or no reason at all), and without prior notice. While this may sound unfair towards an employee, most states are “At-Will” employment states as it provides protection for both the employee and employer.


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What Constitutes Negligent Hiring and Employer Liability in Iowa?

In this video, our Des Moines employment attorneys explain how the state of Iowa recognizes a cause of action against an employer who negligently hires or retains employment with an employee that the company knew, or should have reasonably known, is unfit for the job so as to create a danger of harm to employees or customers. The following must be pleaded and proven by the plaintiff’s party in order to sustain a cause of action for negligent hiring in Iowa:

  • The employer knew or should have known of the employee’s previous history and unfitness to work prior to hiring;
  • By ignoring known and available information, the employer’s hiring actions, and the employee’s unfit, dangerous, and/or incompetent behavior were directly involved in and lead to the injuries sustained by the plaintiff;
  • There is an employment relationship or some other type of contractual relationship for employment between the tortfeasor (the person who committed the criminal act) and the defendant employer (also the person defending the allegations against them). Basically this means the person who injured the other person must have a relationship to the company that is being sued for wrongful negligence;
  • The employer’s supervision failed to stop the act leading to the wrongful negligence claim;
  • The activity of the defendant must have resulted in some kind of injury they can potentially get compensated for.

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