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STEPHEN T. FIEWEGERLAW
Empty modern office after hours, representing employment law matters in Davenport and the Quad Cities

Practice Area

Davenport Employment Lawyer

Whether you were wronged at work or you run the business, we give you a clear read on the law and a plan to act on it.

Free Consultation Call (563) 424-1982

Employment law sits where people's livelihoods meet a dense web of state and federal rules. Stephen T. Fieweger has won or successfully resolved cases involving employment discrimination, wrongful termination and federal and state administrative agency employment issues. He represents both employees and employers, and that two-sided experience makes him better at each.

If you're an employee

You may have a claim if you were treated unfairly at work because of who you are, or punished for standing up for your rights. We handle claims involving:

  • Discrimination based on race, gender, age, disability, marital status, religion or national origin
  • Retaliation for reporting discrimination, safety problems or other unlawful conduct
  • Unpaid wages and overtime
  • Breach of employment contracts
  • Family and Medical Leave Act and wage-and-hour violations

We review the evidence before we promise anything

Not every unfair firing is illegal. Iowa and Illinois are both generally at-will employment states, which means the question is usually not whether the decision was fair, but whether it was made for an unlawful reason. When you contact us, we set an appointment to review the evidence: emails, evaluations, texts, timelines and the people involved. Then we tell you whether we believe there is a viable claim.

Different states have different procedures, and many claims must first be filed with an administrative agency like the EEOC, the Iowa Civil Rights Commission or the Illinois Department of Human Rights before a lawsuit can be brought. The deadlines for those filings can be short.

If you're an employer

The cheapest employment lawsuit is the one that never gets filed. We help businesses and non-profit organizations develop employee policies that prevent conflicts, train managers to apply them consistently, and handle discipline and terminations fairly and lawfully under state and federal law. When a charge or lawsuit does arrive, we defend it with the same preparation we bring to every trial.

Employers often call us at the moment a decision is being made: a long-time employee is underperforming, a manager has received a complaint, or a worker has asked for leave or an accommodation. A short conversation before acting can prevent a claim that takes years to resolve.

Our Process

How we approach an employment matter

  1. Listen & learn

    We hear the full story and collect the documents: offer letters, handbooks, evaluations, messages and termination paperwork.

  2. Research & strategize

    We identify the claims or defenses that apply, the agency deadlines in play, and the most efficient path to a result.

  3. Go to work

    We file the charge, negotiate, mediate or litigate, keeping you informed at every step.

General Employment Law: Frequently Asked Questions

How long do I have to file a discrimination charge?
As a general rule, a charge must be filed within 300 days of the discriminatory act with the EEOC, the Iowa Civil Rights Commission or the Illinois Department of Human Rights, though state deadlines can differ and change. [ATTORNEY: verify] Missing the deadline can end the claim, so call as soon as possible.
Was I wrongfully terminated?
Possibly. In an at-will state, an employer can generally fire someone for any reason that is not illegal. A termination may be unlawful if it was based on a protected characteristic, was retaliation for protected activity, violated public policy, or breached a contract. We review the facts to see which, if any, applies.
What is retaliation?
Retaliation is when an employer takes adverse action, such as firing, demoting or cutting hours, because an employee engaged in protected activity, like reporting discrimination, filing a complaint or taking protected leave. Retaliation can be unlawful even when the underlying complaint is not proven.
Do you only represent employees?
No. We represent both employees and employers. For businesses, we focus on prevention: sound policies, consistent practices and lawful terminations, along with defending claims when they arise.
What should I bring to my first meeting?
Bring your offer letter or contract, the employee handbook, performance reviews, any termination or discipline paperwork, and a written timeline of key events with names and dates. Save relevant emails and texts, but do not take confidential company documents you are not entitled to.
Does it matter whether I worked in Iowa or Illinois?
Yes. Each state has its own civil rights agency, statutes and procedures in addition to federal law. Stephen Fieweger is licensed in both states and can tell you which rules apply.

Have a question that isn’t answered here? Contact us or call (563) 424-1982.

Talk to an experienced Quad Cities attorney.

The first conversation is free. We'll listen, explain where you stand and tell you plainly whether we can help.

Free Consultation Call (563) 424-1982
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