Oakland County executive or professional pushed out? You need a lawyer who understands corporate-HQ culture.

Why Troy employment cases are their own category.

The Troy / Auburn Hills / Rochester Hills corridor hosts corporate HQs or major offices for dozens of Fortune-500-adjacent employers. The employment cases coming out of this area tend to involve senior professionals and executives — higher compensation, more equity, more complicated severance and non-compete issues. Employers in this cluster are sophisticated. They have in-house counsel, national firms on retainer, and practiced playbooks for departing executives.

The Troy employment landscape

Troy is one of Michigan’s densest concentrations of corporate offices outside downtown Detroit. The Big Beaver corridor and the surrounding office parks house regional and national headquarters across automotive engineering and supplier networks, financial services, IT and software, healthcare administration, and professional services. The employment population skews toward higher-earning salaried professionals — engineers, account executives, IT directors, finance leads, healthcare administrators, in-house counsel — and the disputes that arise here usually involve protected-activity retaliation paired with sophisticated employer counsel.

The fact patterns that come out of Troy reflect the corporate population. Common matters include: managers terminated after FMLA leave with severance offers tied to broad releases; ADA accommodation denials in office settings (remote work, modified schedules, ergonomic equipment); age discrimination claims by executives and senior individual contributors replaced by younger employees during reorganizations; whistleblower reports about financial reporting, billing practices, or regulatory compliance; non-compete and trade-secret defense matters when a departing executive moves to a competitor.

What to do in the first 72 hours after you’re fired in Troy

• Preserve your documents. Save every email, text, performance review, bonus letter, equity grant, restricted-stock-unit award letter, and HR communication related to your job and your firing. Higher-compensated roles often have complex compensation structures — the documentation matters.
• Write down the timeline. Dates of the protected conduct, the adverse action, and any reorganization or layoff communications.
• Map your compensation. Salary, bonus, commission, unvested equity, deferred compensation, vacation payout, COBRA continuation costs. Damages in a Troy executive case often turn on what would have vested or been paid had the termination not occurred.
• Don’t sign anything. Severance offers to Troy-area executives are typically larger and the releases broader. The release almost always covers ADEA claims for employees 40+; the federal ADEA-release rules under the Older Workers Benefit Protection Act require 21 days to consider plus 7 days to revoke. Do not sign until a lawyer has reviewed it.
• Call a lawyer before any “exit interview” or “transition” conversation. Statements during these conversations are often used to set up the defense to a retaliation claim. Get advice first.