The Petrov GroupThe Petrov Group2026-09-30T19:16:17Zhttps://www.tpgfirm.com/feed/atom/WordPress/wp-content/uploads/sites/1602553/2026/01/cropped-TPG-new-fav-icon-32x32.pngOn Behalf of The Petrov Group<![CDATA[What should breastfeeding employees know when returning to work?]]>https://www.tpgfirm.com/?p=473302026-09-30T19:16:17Z2026-09-30T19:16:17ZSome women decide that they will breastfeed their babies after they’re born, but those women may not be able to take a lengthy maternity leave. It’s not uncommon for a woman to have to return to work while she’s still breastfeeding.
Women who need to pump breastmilk after they return to work have very specific protections. Employers must comply with these without subjecting the woman to discrimination, harassment or retaliation.
What breastfeeding protections exist?
Federal law allows women who need to pump breastmilk to take reasonable breaks as needed to pump. These protections apply up until the baby’s first birthday. While there’s not specific guidance regarding what’s reasonable, the woman will typically need to pump more often for younger babies and less often once her milk supply is established. In many cases, the frequency and duration of pumping sessions will vary, so flexibility is likely necessary.
What do employers have to do?
Employers must provide the woman with a private and secure place to pump. The area can’t be in the bathroom. It should be free of the possibility of someone intruding on the woman while she’s pumping. Typically, these pumping breaks are paid breaks as long as breaks for other employees are paid. Additionally, they must be paid if the employee isn’t relieved of all their duties when they pump. Many employers willingly comply with the laws regarding breastfeeding employees, but there are times when an employer may not. Employees who have their right to pump breastmilk may opt to pursue legal action. Working with someone familiar with these matters may be beneficial, particularly if the case is complex.
]]>On Behalf of The Petrov Group<![CDATA[3 types of workplace sexual harassment]]>https://www.tpgfirm.com/?p=472472026-09-09T20:01:27Z2026-09-09T20:01:27ZWorkplace sexual harassment is illegal, and employees need to know what protections and rights they have. They should not be subjected to harassment from coworkers, supervisors, employers or even customers.
One important thing to consider is simply how sexual harassment takes place. Below are three examples to keep in mind:
Physical harassment
In some cases, the harassment is physical, such as when there is unwanted touching. This does not have to be explicitly sexual, as long as it is something that the employee does not want. For instance, say that a manager always puts their hands on a subordinate’s shoulders while talking to her as she sits at her desk. This may not be overly sexual, but it can still make the employee uncomfortable and should not continue.
Verbal harassment
Sexual harassment can also be verbal, such as when jokes are made at a person’s expense. If these are lewd jokes of a sexual nature or they focus on details like someone’s gender, then they are a form of harassment, even if no physical contact is ever made. Insults are also a form of verbal harassment.
Hostile work environment
Finally, a hostile work environment can sometimes be created even when an employee is not specifically targeted. For example, a female employee may feel uncomfortable in a male-dominated workplace if the men in that office make disparaging remarks about women in general.
Seeking legal recourse
These are just a few examples of the many ways that sexual harassment could potentially occur. Employees who have experienced this need to know exactly what legal steps to take.]]>On Behalf of The Petrov Group<![CDATA[What counts as a protected activity in a retaliation claim?]]>https://www.tpgfirm.com/?p=472462026-08-25T15:34:52Z2026-08-25T15:34:52ZReporting discrimination or harassment
Reporting discrimination or harassment can qualify as protected activity, even if you make the complaint informally. You also do not need to use legal terms or name a specific law. Your complaint can still receive protection if you make it clear that you oppose unlawful treatment.
For example, you might tell your supervisor that a coworker gets better assignments because of their race. Even if you never call it discrimination, your complaint is still valid.
Ohio law also protects you when you oppose unlawful discrimination or take part in a related investigation or legal case.
Participating in a workplace investigation
You may receive protection even when you did not make the original complaint. Taking part in an investigation can also count as protected activity.
You might:
Answer questions during an investigation
Share information about something you witnessed
Serve as a witness in a discrimination case
Federal law protects you when you take part in certain discrimination investigations or legal proceedings. This protection can apply even if the original complaint does not succeed.
The rules depend on the right you exercised and what happened after you exercised it.
Know when your actions may be protected
An employer's negative response does not automatically prove retaliation. What happened after you spoke up still matters. If you think your employer punished you for exercising a protected right, an employment attorney can review your situation and explain whether retaliation protections may apply.]]>On Behalf of The Petrov Group<![CDATA[Sexual harassment is often about power]]>https://www.tpgfirm.com/?p=472452026-08-21T18:27:08Z2026-08-21T18:27:08ZWhen it comes to workplace sexual harassment, power is a very important component to consider. This can influence these cases in a number of ways.
For one thing, some note that sexual harassment is often motivated by control. It may be a way that a supervisor or a business owner exercises their control over employees or subordinates.In some cases, this also means that those at a high level in the business hierarchy are targeted by sexual harassment. If male coworkers are resentful of the rise of a female executive, for instance, they may use sexual harassment as a way to try to demonstrate control over her that they do not have within that hierarchy.
The role of power dynamics
Additionally, sexual harassment is often a misuse of power. These power dynamics are what make it possible.This is why there are often cases where the employee who is committing the harassment is at a higher level in the hierarchy than the victim. The victim may not feel empowered to speak up or put a stop to it because they fear losing their job, having their wages cut, being passed over for promotions or being blackballed in the industry. The person with more power in the company is misusing it in order to commit harassment, perhaps as a display of power over those under them.
What are your legal options?
This helps to demonstrate some of the complexities of sexual harassment cases in the modern business world. If you have faced these types of issues, it is important to know what legal options you have and what steps you can take moving forward.]]>On Behalf of The Petrov Group<![CDATA[Signs that a layoff may have been carried out illegally]]>https://www.tpgfirm.com/?p=472442026-08-10T10:43:00Z2026-08-10T10:43:00ZLayoffs are not inherently illegal, and they usually do happen without issue. They are very common in the tech sector, for example.
Often, a layoff just happens when the company is downsizing. Revenue may be down, for instance, so the owner needs to trim the workforce in order to make the company profitable. Other times, layoffs happen when companies change hands, as the new owners will try to cut costs.That being said, even though layoffs are common, they could be carried out illegally, especially if there are signs of discrimination.
Potential age discrimination
For instance, there are certain protections for workers who are 40 and older. If they are discriminated against, because their age is a protected characteristic, it can trigger legal action due to age discrimination.For instance, say that a company announces that it is going to conduct layoffs and 20% of the staff will be let go. However, almost everyone who ends up getting laid off is over 40 years old. These employees think that they were clearly targeted, while all of the younger and cheaper employees were retained.In other words, the issue is not that the layoff was conducted, but simply that it did not apply equally to the entire workforce. The same basic problem can occur if it seems that the layoff targets workers of a specific gender, with a certain religious background, or of a certain race or ethnic background.
Combating discrimination
When these types of issues come up, workers are right to feel that their rights may have been infringed upon. If they believe that they have faced clear discrimination, then it is important for them to carefully look into all of their legal options moving forward.]]>On Behalf of The Petrov Group<![CDATA[5 signs of workplace retaliation]]>https://www.tpgfirm.com/?p=472432026-08-01T13:01:01Z2026-08-01T13:01:01Zprotected activities,” such as reporting harassment. Yet, workers may still face workplace retaliation despite these legal prohibitions.
As such, it is important to be aware of common signs of workplace retaliation.
1. Removed projects
An employer may remove an employee from a large project unexpectedly. This employee may have been working on the project for months before they were removed. If this happened just after the employee filed a harassment report, this could be a form of retaliation.
2. Poor performance review
Employers may attempt to punish an employee by giving them a poor performance score. This can make it seem as though the employee has not been working efficiently, which could be used as an excuse to fire the employee.
3. Reduced team communication
An employee may suddenly find that they were removed from important email chains or group discussions. This could be a result of an employer trying to limit what information their employee knows.
4. Altered job role
An employer may try to alter their employee’s role. This could be done to make it harder for an employee to perform their duties or limit what duties are assigned to them.
5. Excessive micromanagement
Employees may notice that their employer is suddenly giving more criticism on projects. This could be a way for an employer to push an employee to leave the business.
Proving you are a victim of workplace retaliation can be difficult. You can get help by reaching out for professional legal guidance. Learning how to respond to workplace retaliation effectively can potentially protect your livelihood.]]>On Behalf of The Petrov Group<![CDATA[Mental health disability discrimination in the workplace]]>https://www.tpgfirm.com/?p=472402026-07-19T22:05:26Z2026-07-19T22:05:26Za mental disability or fails to follow required legal standards.
Reasonable accommodation expectations
Those with a mental health condition may request reasonable accommodations that support their ability to perform essential job duties. Specific accommodations vary based on the individual's needs and workplace demands. Common examples include:
Flexible schedules
Modified start times
Adjusted break periods
Temporary remote work
Reduced noise exposure
These accommodations must be evaluated based on job requirements and operational needs. Employers must consider accommodation requests in good faith and may only deny those that create undue hardship for the organization.
Recognizing discriminatory conduct
Discrimination involving mental health conditions can appear in various forms. Workers may experience negative treatment, exclusion or adverse decisions tied to their condition. These may include:
Harsh discipline for symptoms
Denial of promotion opportunities
Hostile remarks about mental health
Unequal access to training
Unnecessary medical inquiries
In many cases, these actions violate federal and state law when linked to a qualifying condition. A legal professional can review your unique situation and help you determine the best option, which may include building a compelling mental health discrimination claim.]]>On Behalf of The Petrov Group<![CDATA[Ohio court rules on federal “Ending Forced Arbitration” law]]>https://www.tpgfirm.com/?p=472392026-07-01T00:01:39Z2026-07-01T00:01:39Zshielded perpetrators and silenced survivors.” Further, it has “kept survivors from knowing if others have experienced the same thing.”
A pivotal case in Ohio
This February, an appellate court here in Ohio ruled that the former employer of a man who accused two employees of years of sexual harassment and claimed he was ultimately forced out of his job could not require that the matter be settled in arbitration. This is believed to be the first such Ohio case addressing this federal law.
The plaintiff filed a lawsuit asserting harassment, gender discrimination and retaliation both during and after his employment. His former employer, however, noted that both his employment and shareholder agreements included clauses mandating private arbitration.
The appellate court determined that since some of the alleged illegal actions occurred after the law took effect, the arbitration clauses were void. It ruled that all the employee’s allegations could be handled in court.
When can Ohio employees choose to take a harassment case to court?
Some employees may still choose to use arbitration to settle employment matters for many of the same reasons employers prefer it over going to court. It’s more private, less expensive and more predictable, since the decision isn’t in the hands of a jury or judge.
The appellate court’s ruling clarifies that as long as the alleged harassment occurred after the date the federal law took effect (March 3, 2022), an employee can choose to take the matter to court, even if they signed an agreement that includes a “forced arbitration” clause.
This doesn’t mean, of course, that all employers will abide by this ruling – or even know about it. That’s one reason why it’s crucial that employees who have suffered sexual harassment understand their rights under the law and be able to assert them effectively. Having early and experienced legal guidance can make all the difference.]]>On Behalf of The Petrov Group<![CDATA[Was your demotion illegal? What Ohio employees need to know]]>https://www.tpgfirm.com/?p=472372026-06-26T20:52:10Z2026-06-26T20:52:10ZWhat the law says about wrongful demotion in Ohio
A demotion becomes illegal when an employer drives it with a protected characteristic or uses it as payback for protected activity. Both federal and state law prohibit employers from demoting you because of your race, color, sex, religion, national origin, age, disability or pregnancy. Military status and ancestry are also protected, and some cities and counties in Ohio extend those protections to sexual orientation and gender identity.
Signs your demotion may have crossed a legal line
Not every demotion is illegal, but certain patterns are worth paying attention to:
Your demotion came shortly after you reported a problem, requested an accommodation, or took protected leave.
Your employer treated you differently from coworkers in similar roles who do not share your protected characteristic.
Your performance reviews were positive until something changed, such as a complaint, a disclosure or a leave of absence.
Your employer gave you a vague or shifting explanation for the demotion.
Coworkers who engaged in the same conduct were not demoted.
Under federal discrimination law, employees no longer need to prove significant harm to bring a claim. Showing some harm is enough, which means even a change in responsibilities that does not drastically affect your pay or title may still support a legal case.
What to do when you think your rights were violated
Documenting what happened early can make a significant difference — dates, conversations, emails and any changes in how your employer treated you. It also helps to note whether anything significant occurred at work before the demotion, like a complaint or a leave you took.
Deadlines matter in Ohio. You must file a claim with the Ohio Civil Rights Commission within two years, and a federal claim with the EEOC within 300 days. Both run from the date of the adverse action, not from when you decide to act. Speaking with an employment lawyer early can help you understand what your options actually are before time runs out.
]]>On Behalf of The Petrov Group<![CDATA[Is emotional abuse at work a legally actionable scenario?]]>https://www.tpgfirm.com/?p=472342026-06-19T13:58:58Z2026-06-19T13:58:58ZMany employees describe certain workplaces as emotionally abusive. Constant criticism, humiliation, intimidation, yelling, exclusion or manipulation can create a toxic environment that takes a significant toll on a worker's mental health. However, not every instance of poor treatment in the workplace is necessarily illegal. Whether emotional abuse at work is legally actionable often depends on the source of the conduct at issue and the laws that apply accordingly.
In general, employers are not prohibited from being unpleasant, unfair or overly demanding. A difficult supervisor, harsh criticism or workplace favoritism may be frustrating and harmful, but those behaviors alone do not automatically create a legal claim. Employment laws typically require something more than generalized workplace mistreatment.
When does frustrating behavior potentially cross a legal line?
Concerns often become legally actionable when the conduct in question is connected to a protected characteristic. If an employee is subjected to harassment because of race, sex, religion, national origin, disability, age or another protected status, the behavior may constitute unlawful workplace discrimination. Repeated insults, degrading comments, threats or exclusion tied to a protected characteristic can contribute to a hostile work environment claim as well. Emotional abuse may also become legally significant when it occurs in retaliation for protected activities. For example, employees who report discrimination, safety violations, wage issues or other unlawful conduct are protected by various anti-retaliation laws. If management responds with intimidation, humiliation or other adverse treatment, legal remedies may be available.In some situations, severe emotional abuse may contribute to a constructive discharge claim. This occurs when working conditions become so intolerable that a reasonable employee feels compelled to resign. While these cases can be challenging to prove, they may arise when an employer's conduct goes beyond ordinary workplace conflict.Every workplace dispute is unique. What feels like emotional abuse may not always violate the law, but some forms of workplace mistreatment can create significant legal exposure for employers. ]]>