A LITIGATION AND EMPLOYMENT LAW FIRM

Our mission is to provide the highest quality legal representation while remaining focused on every client’s unique needs. We represent individuals and businesses throughout the Northwest in a broad range of legal disputes.

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(206) 262-8220

EMAIL US

CLIENT TESTIMONIALS

“I felt scared, alone, and helpless after I lost my job. By luck, I came across Enslow Martin attorneys. After experiencing something I consider to be tragic (losing my job), the lawyers made me feel like I had support and that somebody was willing to stand up for me. I feel so fortunate to have the attorneys we had. I would overwhelmingly recommend them to anyone. You will get attorneys that will fight their hearts out for you, are passionate about law, and fight with integrity!”

— Meghann K.

I worked for a company for 7 years and got treated horrible. I got Margaret’s number from a friend and it was the best thing that could happen to me. She is an amazing attorney. She will fight for what’s right and was always there for me. Not only did I get what I deserved I gained a life long friend in her. I definitely recommend her to anyone that needs her help. I wish you all the best!! Go with Margaret!!!!!

— Lakita M.

“We’re real estate developers in the Greater Seattle Area. David represented us in a lawsuit, and we found him to be compassionate, considerate, very professional, and impeccably prepared. He also took great care in preparing us on all the possible questions that opposing counsel might ask in a courtroom setting. When we did get to court, there were no surprises. I believe that to be a major contribution to our victory. We highly recommend him.”

— O.T. Harper

 “As a new business owner, navigating my first lawsuit, David gave me a great sense of ease and confidence. Going forward, I value his partnership while I continue to grow my business.”

— Ross B.

“I had the good fortune of working with Margaret in a most unfortunate lawsuit involving my business. Margaret brings a tremendous amount of integrity to the legal profession. I can’t imagine having a better experience with an attorney.”

— Erik G.

 “Margaret is composed in the courtroom, with the ability to be aggressive with opposing counsel while gaining the respect of her legal peers. She invested the time to understand the company’s business and the unique circumstances of the case, which was invaluable in winning at trial.”

— Sung K.

PRACTICE AREAS

EMPLOYEE RIGHTS

Nobody should have to suffer unlawful treatment in the workplace. If you have experienced discrimination, harassment, retaliation, or have been wrongfully terminated, contact us today to learn more about your legal rights. We also provide legal advice regarding employment contracts, severance packages, non-compete agreements, and other workplace issues. Our attorneys are dedicated to representing employees in a wide variety of claims and practice areas, including:

— Sexual Harassment

— Discrimination

— Hostile Work Environment

— Disability and Reasonable Accommodations

— Retaliation

— Severance and Non-compete Agreements

— Employment Contracts

— Unpaid Wages and Overtime

— Whistleblower Claims

— Family and Medical Leave Act (FMLA)

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Contact us for a confidential consultation at 206.262.8220 or caseinquiries@enslowmartin.com

SEXUAL HARASSMENT

Sexual harassment can affect anyone from minimum wage workers to high-powered executives and professionals. Federal and state laws prohibit sexual harassment in the workplace and provide legal remedies for a “hostile work environment” or “quid pro quo” harassment.

A “hostile work environment” may exist when an employee is subjected to unwelcome language or conduct of a sexual nature, such as dirty jokes, lewd conversations, explicit emails or texts, pornography, or inappropriate touching. The harassing conduct does not necessarily have to be of a sexual nature. For example, a hostile work environment may exist where an employee is treated in a demeaning or humiliating manner and the mistreatment is motivated by the employee’s gender. An employer is usually liable for a hostile work environment when the management knew of or should have known about the harassment and failed to act promptly to stop it.

The second type of harassment – quid pro quo harassment – occurs when a supervisor or manager subjects an employee to unwelcome sexual advances and implies or threatens that the employee’s job status or working conditions will change if the employee submits to the sexual conduct or advances. This form of harassment can range from requesting dates in exchange for a promotion to improper touching or sexual assault.  Quid pro quo harassment often overlaps with a hostile work environment.

We are sensitive to the strong and complicated emotions experienced by victims of sexual harassment, and we fight hard on behalf of our clients to obtain fair compensation for the emotional distress they have suffered. If you have been subjected to sexual harassment at work, we encourage you to call us at 206-262-8220 for a free initial consultation or email us at caseinquiries@enslowmartin.com.

DISCRIMINATION

Employees have a right to a workplace that is free from unlawful discrimination. Both federal and Washington state laws offer protection to employees who are subjected to discrimination. These laws prohibit workplace discrimination on the basis of certain legally protected characteristics, such as race, gender, age, pregnancy, disability, sexual orientation, religion, national origin, and military status. If an employer improperly bases a decision, either in whole or in part, on one of these legally protected characteristics, then the employer is engaging in “disparate treatment” and may be violating the employee’s rights. This form of discrimination often arises with respect to hiring, promotions, discipline, and terminations.

Unlawful discrimination can also take the form of a “hostile work environment” where an employee is subjected to offensive comments, slurs, or conduct because of the employee’s race, gender, age, or other legally protected characteristic. In many cases, a hostile work environment is accompanied by disparate treatment.

Workplace discrimination is sometimes open and undisguised, but it can also be subtle or concealed. In our experience, a strong legal claim may still exist even without direct evidence or “smoking gun” documents. We pride ourselves on our ability to aggressively and effectively litigate difficult cases so that our clients can obtain the compensation they deserve and reclaim their right to a workplace free from discrimination. If you believe you may have experienced discrimination, call us at 206-262-8220 for a free initial consultation or email us at caseinquiries@enslowmartin.com.

RETALIATION

A variety of federal and state laws make it unlawful for an employer to retaliate against an employee for engaging in legally protected activities. These legally protected activities include opposing or complaining about workplace discrimination or harassment (whether that discrimination or harassment is against yourself or against others), giving testimony in a discrimination lawsuit, participating in union activities, or acting as a whistleblower by reporting illegal or fraudulent behavior that you have witnessed at work. The retaliation against you could include discipline, demotions, harassment, or termination. If you believe you may have been unlawfully retaliated against, we encourage you to contact us at 206-262-8220. We also provide confidential counsel to employees who are considering participating in some form of legally protected activity and wish to learn more about their workplace rights before doing so.

DISABILITY AND REASONABLE ACCOMMODATIONS

Many of us will face some disability at some point in our lives. Legally, under the American with Disabilities Act (ADA), a disability is defined as a physical or mental impairment that substantially limits major life activities such as seeing, hearing, walking, standing, breathing, speaking, learning, reading, concentrating or thinking. If you have a disability or develop a disability while employed or seeking employment, the employer must not discriminate against you because of that disability. Call us at 206-262-8220 if you believe you may have been discriminated against because of a disability.

Your employer must also provide reasonable accommodations that permit you to perform your job. It is important to be prepared before discussing and negotiating reasonable accommodations with your employer. The Job Accommodation Network (http://askjan.org) provides many ideas on ways to accommodate particular disabilities. Often, an employer cannot refuse a proposed accommodation based on expense alone, especially if the employee is willing to pay for some of the costs of the accommodation. Call us at 206-262-8220 if you would like assistance with negotiating reasonable accommodations with your employer.

EMPLOYMENT CONTRACTS, NON-COMPETES, AND SEVERANCE AGREEMENTS 

Washington state is an at-will employment state. Generally, that means employees are free to separate from the company and employers are free to terminate employment for non-illegal reasons. However, an employer can require that an employee enter into an agreement as a condition of employment. The employment agreement often has restrictions on what the employee can do during and after employment has ended. Understanding the employment terms before agreeing to them is important to evaluating the offer and possibly negotiating for different terms or more compensation. Call us at 206-262-8220 to discuss the proposed terms of your employment agreement.

If you work in an industry involving technology, strong customer relationships or professional services, it is likely that you signed an employment agreement that contains restrictions on your activities after you stop working for the employer. These terms could restrict your ability to communicate with clients you worked with during your employment, to work in the same or similar industry, to use your professional skills for a different company, or to recruit former team members. Courts evaluate these non-compete agreements on a case-by-case basis, trying to balance legitimate business needs of the employer and the employee’s need to earn a livelihood after he or she separates from a former employer. Heavily restrictive terms that last for a long time period are not likely to be enforced by a court of law. It is important to understand how these employment terms affect your ability to earn a livelihood before you separate from a company. Call us at 206-262-8220 to discuss your employment agreement and how it may be enforced against you.

In the event that you are terminated from your job, you may be offered a severance in exchange for signing a release or severance agreement. The amount of severance varies by industry, but generally should take into consideration your years of service at the company, salary and position. A severance agreement will usually require you to release all known and unknown claims against the employer in exchange for the payment. Call us at 206-262-8220 if you want to discuss possible claims you might be releasing and an evaluation on the severance amount.

WAGE AND OVERTIME DISPUTES

Some employers bend the rules to save money or they misunderstand their legal obligations with respect to employee wages. Legal disputes often arise related to overtime, which is the hourly work an employee performs beyond 40 hours per week. Depending on your job duties and salary, you are either an “exempt” or “non-exempt” employee. If you are an exempt employee, your employer may require you to work more than 40 hours per week without paying you overtime. However, it is not uncommon for employers to misclassify employees as “exempt” and fail to pay those employees required overtime, which should be 1.5 times the amount the employee is ordinarily paid per hour. In other circumstances, the employee is classified correctly, but the employer fails to pay for certain hours of work, fails to pay the proper amount of commissions, or illegally withholds wages. If you feel you have been wrongly classified as an exempt employee or that you’re otherwise owed overtime or wages, contact us at 206-262-8220.

 

CASES AND RESULTS

Obtained confidential six-figure settlement for female employee who was sexually harassed by her supervisor.

Negotiated confidential settlement on behalf of three plaintiffs in hostile work environment and race discrimination suit after obtaining $98,000 in sanctions against defendant for discovery rule violations.

Obtained confidential settlement for employee who was wrongfully terminated because of her pregnancy and pregnancy-related illness.

Settled pre-litigation claims on behalf of veteran with PTSD against his government agency employer for disability discrimination and failure to make reasonable accommodations.

Defended employee against claims brought by former employer for alleged misappropriation of customer lists/trade secrets.

Negotiated confidential settlement for two employees who were discriminated against because of their national origin.

Represented CEO against his former employer in claim for unpaid wages.

Obtained confidential six-figure settlement for employee who was retaliated against and terminated for complaining to employer about supervisor’s discrimination.

Obtained confidential settlement for African-American man who experienced racial discrimination and was wrongfully terminated on the pretext that his productivity was low.

*Results depend on the specific factual and legal circumstances of each case; prior results do not guarantee a similar outcome.

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Please contact us for a confidential consultation at 206.262.8220 or caseinquiries@enslowmartin.com

COMMERCIAL & BUSINESS LITIGATION

Serving the interests of our business clients is our top priority. Whether it’s preparing a case for trial or seeking alternative remedies that avoid the distraction of protracted litigation, we work closely with each client to develop a legal strategy that best serves their objectives.

Our focus is on assisting small and medium-sized businesses.  We understand the particular challenges these businesses face, and we are determined to help them succeed. We’re experienced at every phase of litigation and can assist you with a broad range of commercial disputes, including:

— Breach of Contract

— Tortious Interference

— Insurance Coverage & Bad Faith

— Partnership/LLC Member Disputes

— Fraud & Misrepresentation

— Director & Officer Liability

— Shareholder Disputes

— Product Liability

— Commercial Lease Disputes

— Real Estate Litigation

— Trade Secrets/Intellectual Property

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Contact us for a confidential consultation at 206.262.8220 or caseinquiries@enslowmartin.com

CASES AND RESULTS

Prevailed at arbitration and obtained award of attorney’s fees and costs against client’s former business partner for breach of a settlement agreement.

Won summary judgment dismissing all claims against a real estate broker in lawsuit alleging breach of contract and unjust enrichment.

Represented business owner against former partner in dispute over division of business assets. Obtained order holding defendant in contempt and settled case in favor of client.

Represented purchaser of industrial equipment who was sued by the seller for breach of contract and failure to pay promissory note. Negotiated full dismissal with no payment made by our client.

Defended company and individual owners accused of civil RICO violations, fraud, and conversion of property. Avoided significant litigation expenses by negotiating early settlement on their behalf.

Represented corporation in action against corporate director/officer for breach of fiduciary duties and obtained favorable settlement payment for our client.

Defended start up company in lawsuit brought by investor alleging violations of the Washington State Securities Act.

Successfully obtained dismissal of all claims brought against commercial landlord by tenant and obtained award of attorney’s fees for our client.

*Results depend on the specific factual and legal circumstances of each case; prior results do not guarantee a similar outcome.

Please contact us for a confidential consultation at 206.262.8220 or caseinquiries@enslowmartin.com

OUR ATTORNEYS

DAVID C. MARTIN

david@enslowmartin.com
206-262-8220

David is a trial attorney who represents individuals and businesses in a wide variety of practice areas including breach of contract, partnership/LLC member disputes, fraud, employment discrimination, sexual harassment, and wrongful termination. Prior to co-founding Enslow Martin, David worked at a firm in Seattle where his focus was on construction defect and commercial litigation.

David graduated with high honors from the University of Washington School of Law where he served as Articles Editor for the Washington Law Review, was a member of the Moot Court Honor Board, and received the Judge Eugene A. Wright Scholarship Award for outstanding achievement.

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EDUCATION

J.D., University of Washington School of Law

• High Honors (top 5%)
• Order of the Coif
• Order of the Barristers
• Washington Law Review, Articles Editor
• Moot Court Honor Board, Member
• Best Speaker at the Jessup International Law Moot Court Competition (International Rounds)

B.A., Western Washington University, Business Administration, magna cum laude

ADMISSIONS

David is admitted to practice in the State of Washington, the United States District Court for the Western District of Washington, and the Ninth Circuit Court of Appeals.


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MARGARET PAK ENSLOW

margaret@enslowmartin.com
206-707-4767

Margaret has represented plaintiffs and defendants in a wide variety of civil litigation matters, including commercial disputes, employment-related claims, personal injury, product liability, professional malpractice, and real property disputes. She has litigated cases at the trial and appellate levels in state and federal courts.  She practiced at a large national law firm in San Francisco and a boutique litigation firm in Seattle before founding Enslow Martin. Margaret was recognized as a “Rising Star” by Super Lawyers magazine in 2013, 2014, 2015 and 2016.

During law school, Margaret served as the Executive Articles Editor of the Washington Law Review, president of the Minority Law Students Association and she was a law clerk at the U.S. Department of Justice.

Margaret has been an adjunct instructor at Seattle Central College since 2011, where she teaches law to students from diverse backgrounds.

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EDUCATION

University of Washington School of Law, J.D.
UC Berkeley, B.A., high honors

BAR ADMISSIONS

Washington
Oregon
California

PROFESSIONAL ASSOCIATIONS

Joint Asian Judicial Evaluation Committee, Co-Chair, 2012
Korean American Bar Association of Washington, Board Member, 2011- present

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CONTACT US

Call us at (206) 262-8220 or complete the form below

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