Michel Allen & Sinor Available

Michel Allen & Sinor operates out of International Park Drive in Birmingham, focusing squarely on the legal friction points that arise between workers, managers, and companies. Clients commonly arrive at the firm during moments of sudden disruption: an unexpected termination following internal reporting, ongoing workplace harassment based on protected classifications, abrupt demotions, or unresolved wage and hour disputes. For corporate executives and senior managers, the dilemmas frequently involve disputed non-compete clauses, complex compensation packages, or sudden severance offers delivered with tight signature deadlines. Small business operators also bring preventive matters to the firm, seeking structured handbook revisions or internal policy audits to avoid regulatory scrutiny and costly courtroom disputes.

The firm approaches each matter through a methodical evidentiary review rather than reflexive litigation. When an employee or executive suspects discriminatory treatment or unlawful retaliation, the legal team systematically reconstructs the employment timeline, scrutinizing personnel files, performance evaluations, email trails, and supervisory correspondence. This intake diagnosis isolates actionable Title VII violations, Americans with Disabilities Act issues, or Fair Labor Standards Act infractions from standard workplace grievances. For employers, the firm assesses liability risks before disciplinary actions finalize, identifying gaps in documentation or inconsistent enforcement that could trigger formal inquiries.

With more than thirty years of collective employment law experience across Alabama courts, the firm tailors its posture to the client's leverage and risk tolerance. Many executive departures and contract disputes are successfully resolved through direct negotiation, restructuring exit terms, extending equity vesting, or securing clean transition agreements without public filings. When employers refuse to remediate clear wage violations or hostile work environment conditions, the firm moves into administrative filings before the Equal Employment Opportunity Commission and subsequent federal civil litigation.

Time sensitivity often dictates the immediate legal strategy, particularly when employees face statutory deadlines to sign severance waivers or strict federal reporting limits for workplace discrimination. Clients needing expedited contract assessments are triaged promptly to preserve legal remedies and avoid unintentional forfeitures of claims. For any initial consultation or document review, clients should compile their complete employment contract, all written disciplinary notices, relevant internal emails, and a chronological log of significant workplace events prior to scheduling the intake evaluation.