Polk County Employment & Labor Laws Attorneys

Polk County Employment & Labor Laws Attorneys

Whether you are an employee or an employer, our Polk County employment attorneys use their expertise to make sure that rights are followed in a fair and consistent manner.

Our

Polk County Employment Attorneys

Provide Excellent Service in:

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Employment & Labor Law

Matter

In this video, attorney Kevin O'Flaherty describes ways you can receive legal services from the comfort of home.

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Polk County Employment Attorneys

What to Expect From a Consultation

The purpose of a free 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. Although most consultations are complimentary, some may carry a charge depending on the type of matter and meeting location.

Please contact our friendly

Polk County Employment Attorneys

at our nearest location to schedule a free consultation:

O'Flaherty Law of Des Moines

2716 Grand Ave., Ste. 2 Des Moines, IA 50312

Phone:

(515) 207-2006

E-Mail:

desmoines.ia@oflaherty-law.com

Hours: 9 am - 7 pm Monday - Friday 11 am - 3pm Saturday 11 am - 2 pm Sunday

See below for our other locations. If our office locations are not convenient for you, we are happy to speak with you by phone.  ​​​

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Polk County Labor Laws Attorneys

Polk County Employment Attorneys

Kevin O'Flaherty oversees all legal matters and is actively involved in making sure every client's case, big or small, is handled with excellence and attention to detail. He is available to contact through phone and email and his rates are available upon request.

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Polk County Employment Attorneys

Polk County Employment & Labor Laws Attorneys

Or Continue Scrolling Below to Browse some of our Most Helpful Articles

Employment Discrimination in Iowa

In this video, our Polk County employment attorneys explain how in Iowa an employer can fire an at will employee for misconduct, for some minute or irrational reason or for no reason at all. However, under Iowa law, employers cannot fire an employee because of any bias they have against the employee. The areas which employers can’t discriminate against include race/color, gender, religion, sexual orientation/gender identity, disability, age, or ethnic/national origin.

In this episode, our Polk County attorney will discuss employment discrimination in Iowa.

Was I Wrongfully Terminated From My Job In Iowa?

In this video, our Polk County 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.

In this episode, our Polk County attorney will discuss

What Constitutes Negligent Hiring and Employer Liability in Iowa?

In this video, our Polk County 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.

In this episode, our Polk County attorney will discuss

Further Reading From Our 

Polk County Employment Attorneys