Experienced federal and state court litigators representing clients in a full range of employment, business, civil rights and personal matters.
At Maurer Rifkin & Hill we seek ways to provide high quality work at a cost our clients can afford. We do this in several ways. In many civil rights and employment cases, a court can order a defendant to pay the plaintiff's attorney's fees in addition to awarding other damages. When appropriate, we are able to agree to a contingency fee arrangement where the client is not obligated to pay attorney's fees unless a recovery is obtained. In some matters we are able to agree to a flat fee for the work performed. In other matters, we will charge an agreed upon hourly rate and work with our clients to minimize fees. High quality work doesn't just mean working hard, it also means working smart. It means giving you an opportunity to settle your case before a lawsuit is commenced, negotiating compromises where appropriate, and pursuing your case vigorously in court when legal action is the appropriate option. Wrongful termination, retaliation, discrimination, and sexual harassment cases can be emotionally stressful. Claims for overtime pay, family and medical leave and claims for unpaid wages can also be complex. If you need assistance in these areas of the law, or if you need help in negotiating a non-competition agreement or employment contract, you need a civil rights or employment lawyer who is knowledgeable and focused--a lawyer who can stay abreast of changes in the law to better serve you. Maurer Rifkin & Hill, P.C. is a general practice law firm concentrating in the areas of labor and employment law, business and real estate transactions, estate planning and family law.The law firm is committed to providing its clients with personal attention and high quality representation in both state and federal courts.
11550 North Meridian St., Suite 115
Carmel IN 46032
Civil Rights Violations: A number of laws have been passed over the years to provide protections for civil rights guaranteed by the Constitution of the United States and the Amendments to the Constitution. Disability Discrimination: The Americans with Disabilities Act ("ADA") protects employees from discrimination as a consequence of their disability. The ADA applies to employers having at least fifteen employees. Employee Contracts: Most often employees are hired "at will" with no written contract. In some circumstances, however, employees insist on a written contract before coming to work. This typically occurs where the employee has special talents or training, and the demand for the employee's services is strong. Many employees are not in an economically strong enough position to insist on an employment contract; however, a written employment contract is usually to an employee's advantage if one can be obtained. An employment contract must be carefully reviewed because it may contain provisions not in the employee's best interests. You should carefully review an employment contract with an employment lawyer who will advise you of potential pitfalls and concerns. Provisions pertaining to wages, commissions, bonuses, and other methods of compensation should be reviewed most carefully, as these areas often present problems when the employment relationship ends. Equal Pay: The Equal Pay Act ("EPA") is a federal law which requires an employer engaged in commerce to provide equal pay for men and women who perform equal work, unless the difference is based on a factor other than sex. The EPA is a part of the Fair Labor Standards Act, another federal law governing wages and hours of work. To make a claim under the EPA, an employee must show that the work he or she performed was substantially equal to the work of an employee of the opposite sex, that the work was performed at the same business, and that the employee's pay rate was less than the pay rate of employees of the opposite sex who performed the same work. Claims must be filed within two years if the violation was unintentional, and within three years for a willful violation. An employee is entitled to back pay and benefits for a non-willful injury, but if the employer willfully violates the law, the employee may receive additional damages known as "liquidated damages." Family and Medical Leave: The Family and Medical Leave Act ("FMLA") entitles qualified employees to take up to twelve weeks of unpaid leave per year for the birth or adoption of a child, because of the employee's own serious health condition, or for the care of an immediate family member with a serious health condition. The FMLA covers any individual or entity engaged in commerce that employs fifty or more individuals for each working day during each of twenty or more calendar work weeks in a year. The fifty or more employees must be working within 75 miles of the employee' work site. Non-Competition Agreements: It is not unusual for many employers to require their employees to sign non-competition agreements. Employers invest a substantial sum of money to develop a product or compile a client base, and these assets are extremely valuable. Companies want to be certain that employees who leave will not disclose confidential customer lists or trade secrets, or attempt to take away the employer's business. Overtime Pay: The Fair Labor Standards Act ("FLSA") requires an employer to pay non-exempt employees at the rate of 1 times their regular hourly rate of pay for any hours they work over 40 hours in a week. (This is considered overtime pay.) The law only requires overtime pay when an employee works more than 40 hours in a week. An employer may require an employee to work more than eight hours in a day, but overtime is only paid if the total hours worked exceeds 40 hours in a week. Unemployment Compensation: If you become unemployed through no fault of your own, you may be eligible for unemployment compensation benefits from the State of Indiana. If you leave a job because of threats, unsafe working conditions, harassment, discrimination, or substantial changes in your working conditions, you may still qualify for unemployment benefits. On the other hand, if you voluntarily quit, or you are fired for misconduct, you may lose your eligibility for unemployment benefits. Wage Claims: In Indiana, an employer who fails to pay an employee the wages he is due on a timely basis may be liable to that employee for double the amount of wages due as a penalty, together with reimbursement of attorney's fees and costs. An employer cannot withhold an employee's pay to punish an employee or to retaliate against an employee for quitting his job. If pay is earned, and due and owing, an employer must pay the employee properly and within ten days of the date that the pay is due. Workers' Compensation Wrongful Termination
Business Law; Real Estate; Mortgage Foreclosure Defense; Landlord Tenant Law; Consumer Law; Fair Credit Reporting Act; Consumer Rights; Contracts; Mortgage Foreclosure; Business Formation; Business Litigation; Business Planning; Business Start-Ups; Business Transactions; Buy-Sell Agreements; Buying and Selling of Businesses; Closely Held Business Law; Entrepreneurial Business Law; Limited Liability Company Law; Small Business Law; Sole Proprietorships; Collections; Commercial Law; Real Estate Acquisitions; Real Estate Foreclosure; Real Estate Litigation; Residential Real Estate Sales; Mortgage Lien Foreclosure; Wills; Living Wills
Admitted: 1988, Indiana; U.S. District Court, Southern District of Indiana
Law School: Indiana University, J.D.
Biography: Member, Indiana University Law Review.
Born: Newark, New Jersey, 1953
Labor and Employment; Age Discrimination in Employment; Employment Arbitration; Employee Rights; Employment Disability Discrimination; Employment Discrimination; Fair Labor Standards; Family and Medical Leave Act; Harassment; Noncompetition and Non-Solicitation; Wrongful Termination; Employment Litigation; Sexual Harassment; Title VII Discrimination; Restrictive Covenants
Admitted: 1996, Indiana and U.S. District Court, Southern and Northern Districts of Indiana
Law School: Indiana University School of Law - Indianapolis, IN, J.D.
Born: Lebanon, Indiana, June 16, 1971
REPORTED CASE: E.N. ex rel Nesbitt v. Rising Sun-Ohio County Comm. Sch. Corp., 720 N.E.2d 447 (Ind. Ct. App. 1999).
Indiana University School of Law - Indianapolis, IN
Labor and Employment; Wrongful Termination; Retaliatory Discharge; Covenants Not To Compete; Employment Breach of Contract; Employee Discipline; Sexual Harassment; Employment Termination; Noncompetition and Non-Solicitation; Restrictive Covenants; Employment Discrimination; Wage and Hour Law; Family and Medical Leave Act; Employee Rights; Employment Civil Rights; Employment Disability Discrimination; Employment at Will; Noncompete Litigation; Employee Privacy; Employment Law; Employment Litigation; Employment Mediation; Employment Rights; Equal Employment Opportunity Law; Fair Labor Standards; Federal Employment Law; Harassment; Human Resources Law; Labor Law; Labor Relations; Minimum Wage Law; Agreements; Prevailing Wage Litigation; Unfair Labor Practices; Title VII Discrimination; Workplace Violence; Whistleblower Litigation; Age Discrimination in Employment; Employee Drug Testing
Admitted: 1972, Indiana and U.S. District Court, Southern District of Indiana; 1976, U.S. Court of Appeals, Seventh Circuit
Law School: Indiana University School of Law - Bloomington, IN, J.D.
Member: Indianapolis Bar Association; Indiana State Bar Association; American Bar Association; American Trial Lawyers Association; National Employment Lawyers Association.
Biography: Founding Partner, The Law Firm of Maurer Rifkin & Hill, P.C. Appellate Lawyer, Before the Indiana Supreme Court and The Federal 7th Circuit Court of Appeals. Former Fact Finder, Mediator and Hearing
Officer, Indiana Education Employment Relations Board. Lecturer, Continuing Legal Education Seminar.
Born: Hammond, Indiana
MilitaryService: 1st Lieutenant, U.S. Army, 1967-1969
Cases: J Squared, Inc. v Herndon, 822 N.E.2d 633 (Ind. App. 2005); Lawson, Sr. v CSX Transportation, Inc., 245 F.3d 916 (7th Cir. 2001); Merriweather v Family Dollar Stores of Indiana Inc., 103 F.3d 576 (7th Cir. 1996); Valadez v R. T. Enterprises, Inc., 647 N.E. 2d 331 (Ind. App. 1995); Edwards v Indiana Girls' School, 568 N.E.2d 1031 (Ind. Appo. 1991); Thomas v State, 776 N.E.2d 1227 (Ind. App. 2002).
Rob Rifkin is a founding partner of the law firm, and his practice is largely devoted to litigation matters. Rob routinely handles cases in both state and federal courts and is experienced as an appellate lawyer before the Indiana Supreme Court and the 7th Circuit Court of Appeals in Chicago. Rob has served as a fact-finder, mediator and hearing officer for the Indiana Education Employment Relations Board, and as an arbitrator for the American Arbitration Association. Rob has served as lead counsel in the following reported Cases: Lawson, Sr. v CSX Transportation, Inc., 245 F.3d 916 (7th Cir. 2001); Merriweather v. Family Dollar Stores of Indiana Inc., 103 F.3d 576 (7th Cir. 1996); Valadez v. R.T. Enterprises, Inc., 647 N.E.2d 331 (Ind. App. 1995); Edwards v. Indiana Girls' School, 568 N.E.2d 1031 (Ind. App. 1991)
Indiana University School of Law - Bloomington, IN
Family Law(20%); Estates(20%); Criminal Defense(20%); Personal Injury(20%); Business Dissolutions; Divorce; Domestic Relations; Post Divorce Modification; Premarital Agreements; Separation Agreements; Restraining Orders; Business Law; Business Formation; Small Business Law; Joint Ventures; Collections; Criminal Law; Driving While Intoxicated; Parole and Probation; Felonies; Breach of Contract; Contract Litigation; Motor Vehicle Accidents and Injuries; Automobile Accidents and Injuries
Admitted: 1970, Indiana and U.S. District Court, Southern District of Indiana; 1976, U.S. Supreme Court
Law School: Indiana University School of Law - Indianapolis, IN, J.D.
Biography: Supervisor, Marion County Prosecutors Office Felony Courts, 1974-1977.
Born: Buffalo, New York, June 30, 1935
Indiana University School of Law - Indianapolis, IN
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