THE BARTON LAW FIRM

 

THE BARTON LAW FIRM

Serving Seattle and the Greater Puget Sound area.

 

After earning degrees from Duke University, Georgetown University, and the University of Washington, John Barton began work as a litigator in 1995. In 2003, he formed a law firm devoted to workplace justice.  Since then he successfully represented clients in state courts and the United States District Court for the Western District of Washington on a wide variety of employment-law issues.  Mr. Barton is available to represent workers and advise employers on the following issues:

 

Wages

·         Liability of an employer, corporate officer, corporate director, and manager for employees’ unpaid wages including minimum wage and overtime wage.

·         Liability of an employer, corporate officer, corporate director, and manager for unlawful deductions taken from employees’ wages.

·         Liability of a public works project retainage for construction workers’ unpaid wages at the prevailing wage rate.

·         Liability of a public works bond for construction workers’ unpaid wages at the prevailing wage rate.

·         Liability of a property owner under a mechanic’s lien for construction workers’ unpaid wages.

·         Liability for of hotel under a hotel lien for its employees’ unpaid wages.

·         Liability of a restaurant under a restaurant lien for its employees’ unpaid wages.  

·         Liability of a construction contractor’s bond for unpaid wages earned by the contractor’s employees and the employees of lower-level subcontractors.

·         Liability of an employer for his employees’ unpaid wages where the employees were unlawfully categorized as independent contractors.

·         Liability of an employer for his employees’ unpaid hourly-wages where the employees were unlawfully categorized as salaried / exempt.

·         Liability of multiple employers for employees’ unpaid wages where the employers acted as joint employers.

·         Liability of an employer for employees’ unpaid wages where the employer permitted the employees’ work but did not formally hire the employees.

·         Liability of an employer to pay wages to an employee for mandatory breaks that did not or was not allowed to take.

·         Liability of an employer for unpaid wages earned during working lunches, time on-call, time waiting, and mandatory presence at work.

·         Liability of an employer for punitive damages for failure to pay wages.

·         Liability of an employer for retaliating against employees who have complained about any of the items listed above.

·         Benefits of a private lawsuit rather than a wage complaint with the government.

 

Employment Contracts

·         Interpretation of an employment contract.

·         Liability of an employer for breach of an employment contract.

·         Interpretation of a separation or severance agreement.

·         Interpretation and enforceability of a non-competition agreement.

 

Discrimination

·         Liability of an employer, manager, and co-worker for discrimination based on race, color, national background, religion, sex, gender, sexual orientation and identity, disability, or age.

·         Liability of an employer, manager, and co-worker for sexual harassment.

·         Liability of an employer for failure to pay equal pay to women.

 

Retaliation

·         Liability of an employer who retaliates against an employee for engaging in lawful behavior.

·         Liability of an employer who retaliates against an employee for reporting the employer’s unlawful conduct.

 

Employment Benefits

·         Liability of an employer for failing to allow an employee to take leave for pregnancy, medical care, or the care of a family member.

·         Liability of an employer for failing to provide COBRA notice.

·         Liability of an employer for invasion of an employee’s privacy.

 

Termination

·         Liability of an employer for terminating an employee in violation of public policy.

·         Liability of an employer who fires an employee for engaging in lawful behavior.

·         Liability of an employer for breach of an employment contract.

·         Interpretation of separation and severance agreements.

·         Interpretation and enforceability of non-competition agreements.

 

Other Employment Issues

·         Liability of an employer for invasion of an employee’s privacy.

·         Liability of an employer for negligently supervising an employee who causes harm to another employee.

 

Foreign Judgments

Mr. Barton also represents clients who have judgments in other states by preparing and filing a lawsuit in the state where the debtor has assets.