Fired by a Shelby Township employer? Get a Shelby Township employment lawyer who has tried 50+ cases.
Need a Shelby Township employment lawyer? Here’s the local landscape. Shelby is at the northern edge of Macomb County’s manufacturing corridor. Most employment cases I see from here come out of supplier facilities along Van Dyke, retail and chain restaurants on M-59, and trade roles serving the Sterling Heights and Auburn Hills assembly plants.
What employment cases look like in Shelby Township
Shelby Township is auto suppliers along Van Dyke and M-53, including major facilities for Magna and Visioneering, plus retail and healthcare jobs along the M-59 corridor. The disputes that come from this kind of workforce have predictable patterns: skilled-trades attendance and FMLA disputes, retail manager terminations after raising wage-hour or harassment complaints, and pregnancy or accommodation refusals in service-sector roles.
Employees are my only clients — I’ve never once appeared for an employer. I’m equally selective about the cases themselves, taking only those I believe can carry a jury, so our first conversation produces either a concrete plan or an honest no plus a free referral to someone who fits.
The eight fact patterns that turn into real claims
Shelby Township sits in the middle of Macomb County’s supplier economy, with hospital systems and corporate employers close at hand — and its employment cases sort cleanly into eight categories. Use the linked headings below to read how each claim works.
Wrongful termination
An employer that wanted you gone for an illegal reason — your complaint, your injury, your leave, your age or race or sex — will paper the file with a legal-sounding one. Exposing the gap between the two is what a wrongful termination case does.
FMLA retaliation
At suppliers and hospitals around Shelby Township, FMLA retaliation follows a routine: the leave gets approved because the law requires it, then the consequences arrive — discipline, a downgraded role, or termination — within weeks. That sequence is precisely what the federal statute forbids.
Pregnancy discrimination
Some employers still treat pregnancy as a liability to be managed off the payroll. If your firing, demotion, or sudden marginalization traces back to announcing a pregnancy, seeking an accommodation, or returning from maternity leave, you likely have a claim.
ADA accommodation
The ADA requires an employer to engage seriously with a request to accommodate a disability or medical condition — not to deny it reflexively, let it die in HR, or fire the person who asked. All three failures show up regularly in manufacturing and healthcare workplaces.
Race, gender, age discrimination
When discipline, layoffs, or advancement break along lines of race, gender, or age, the pattern itself is evidence. And if your complaint about that pattern brought punishment instead of correction, the retaliation is a second, often stronger, claim.
Whistleblower retaliation
Michigan’s Whistleblowers’ Protection Act exists for the machinist who reports a safety hazard and the nurse who reports a violation — and then loses a job over it. The statute’s 90-day filing deadline means hesitation can cost you the claim entirely.
Non-compete defense
If a former employer is waving a non-compete at you, remember that Michigan courts enforce these contracts only when they’re reasonable in time, territory, and scope. Defending against an overbroad agreement is winnable more often than the cease-and-desist letter suggests.
Severance review and negotiation
A release-for-payment severance deal deserves the same scrutiny as any contract — what claims you’re waiving, what the confidentiality terms bind you to, whether the figure reflects your position. That review is a service I provide on its own, no lawsuit attached.
Where Shelby Township employment cases get filed
Macomb County cases over $25,000 are filed in the 16th Circuit Court in Mt. Clemens. Smaller statutory claims go to the 41A District Court at 51660 Van Dyke in Shelby. Federal claims go to the U.S. District Court for the Eastern District of Michigan.
I’m in those courts regularly. My office is in downtown Detroit, roughly 40 minutes from Shelby Township — close enough that in-person meetings are easy when they make sense, and most case work is handled by phone and email between hearings.
The local context
Cases I’ve handled or evaluated involving employees of: Magna Powertrain, Visioneering, Henry Ford Macomb-Shelby, large Hall Road and M-59 retail employers, supplier facilities along Van Dyke and M-53.
Why list employers at all? Because “have you ever sued mine?” is the question behind every first call, and for Michigan’s larger companies my answer is almost always yes. That track record with their HR operations and defense counsel translates into faster, better-informed strategy.
Free case evaluation. Straight answer either way.
Fifteen-minute call. I’ll ask the right questions, tell you whether your case is worth pursuing, and either explain what I’d do or refer you to someone who can.