Representation

Real representation, without a law firm

Thurgood helps employees seek justice for wrongful termination and other workplace harms — from discrimination and disability violations to whistleblower retaliation and other disputes. Our Authorized Justice Practitioners pursue settlements outside the civil court system, using the administrative options offered by state and federal agencies to reach results without the need for an attorney.

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Authorized to represent before
Federal & state agencies
  • EEOCEqual Employment Opportunity Commission
  • OSHAOccupational Safety & Health Admin.
  • StateCivil rights & labor agencies
  • WHDDOL Wage & Hour Division
No attorney required
How it works

Authorized Justice Practitioners, not attorneys

Thurgood acts as your duly authorized representative before the agencies that handle employment claims. That authority isn’t a workaround — it’s written directly into the statutes and regulations those agencies operate under, which expressly permit qualified non-attorney representatives to appear on a claimant’s behalf.

State
A complaint alleging violations of the statutes enforced by the Commission may be filed at the Commission by […] the duly authorized representative of a person claiming to be aggrieved by the alleged violation(s).
State anti-discrimination agency regulations
Federal
A person compelled to appear in person before an agency or representative thereof is entitled to be accompanied, represented, and advised by counsel or, if permitted by the agency, by other qualified representative.
Administrative Procedure Act, 5 U.S.C. § 555(b) (2025)
Federal
At any stage in the processing of a complaint […] the complainant shall have the right to be accompanied, represented, and advised by a representative of complainant’s choice.
Equal Employment Opportunity Commission, 29 C.F.R. § 1614.605 (2025)

Specific agencies, statutes, and deadlines vary by state. Your evaluation identifies the ones that apply to your situation.

Our process

What representation looks like

Once you sign a retainer, the process mirrors that of a traditional employment law firm — every effort is made to settle privately before anything is filed.

  1. 01

    Notify the employer

    We send a letter to your employer informing them of the intent to file charges and offering an opportunity to settle the matter privately.

  2. 02

    Build your timeline

    We sit down with you to draft a detailed timeline of events and gather the documentation that supports it.

  3. 03

    Communicate & negotiate

    We present your story to the employer and make every effort to resolve the matter privately, before anything is filed.

  4. 04

    Prepare formal charges

    Meanwhile, we convert your timeline and documents into formal charge documents and an organized evidence packet.

  5. 05

    Settle, if both sides agree

    If you and the employer agree on terms, we facilitate the signing of the agreement and the transfer of funds.

  6. 06

    File & represent

    If a private agreement can’t be reached, we file charges on your behalf and represent you throughout the process.

What we file

Claims we represent

We bring claims before the state and federal agencies with jurisdiction over your situation — here are the most common.

State civil rights agency · EEOC

Discrimination

We file charges on the basis of race, sex, pregnancy, disability or medical condition, age (40+), religion, and national origin.

Filed as soon as 180–300 days after the last act of discrimination, depending on the state.
OSHA

Whistleblower

We file charges of retaliation for reporting concerns about workplace safety and health, consumer-product, environmental, and financial-reform violations.

30 days for OSH Act claims; up to 180 days for other laws OSHA enforces.
DOL WHD · State labor agency

FMLA Retaliation

We file charges of retaliation for taking job-protected leave for your own serious health condition, to care for a family member, or to bond with a new child.

Most claims may be filed up to 2 years after the retaliatory act — 3 years if it was willful.
Federal & state agencies

Other claims

When appropriate, we file with the U.S. Department of Education for educators, the NLRB for union members, and other agencies for special groups.

Deadlines vary by agency and claim type.
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or wrongful termination?

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