Riggan Law Firm, LLC
Employment Law Attorneys Serving Missouri and Illinois
About Riggan Law Firm, LLC
Riggan Law Firm Review – Employment Law, Wrongful Termination, Wage Claims & Workplace Discrimination Legal Services Explained
Introduction
Riggan Law Firm, LLC (rigganlawfirm.com) is a Missouri-based employment law firm that focuses on representing employees in workplace disputes against employers. Unlike general practice law firms that handle a wide variety of legal matters, Riggan Law Firm has built its reputation around one highly specialized area: employment law. The firm primarily represents workers who believe their workplace rights have been violated, helping them pursue justice through negotiations, administrative claims, and litigation. (Riggan Law Firm, LLC)
Employment disputes can have life-changing consequences. Losing a job, experiencing workplace discrimination, being denied overtime pay, or facing retaliation after reporting misconduct can create serious financial and emotional stress. Riggan Law Firm positions itself as an advocate for employees who need experienced legal representation when confronting powerful employers and corporate legal teams. (Riggan Law Firm, LLC)
In this SEO-optimized review, we examine what Riggan Law Firm is about, what legal services it provides, and how it helps employees protect their rights. The focus is on employment law, wrongful termination, workplace discrimination, unpaid wages, overtime violations, workplace harassment, whistleblower protection, severance agreements, non-compete disputes, and retaliation claims. (Riggan Law Firm, LLC)
What Is Riggan Law Firm?
Riggan Law Firm is a St. Louis-area employment law practice founded by attorney Russ Riggan. The firm primarily represents employees rather than employers, helping workers challenge unlawful workplace conduct and seek compensation for violations of federal and state employment laws. (Riggan Law Firm, LLC)
The firm's mission can be summarized as:
Protecting employee rights and helping workers hold employers accountable for unlawful workplace practices. (Riggan Law Firm, LLC)
The website highlights services involving:
- Wrongful termination
- Employment discrimination
- Workplace harassment
- Unpaid overtime
- Minimum wage violations
- Retaliation claims
- FMLA violations
- USERRA violations
- Non-compete agreements
- Severance negotiations
- Whistleblower cases (Riggan Law Firm, LLC)
One of the firm's distinguishing characteristics is that founding attorney Russ Riggan previously spent nearly a decade representing employers at large defense firms before shifting his practice to represent employees. According to the firm, this experience provides valuable insight into employer strategies and defense tactics. (Riggan Law Firm, LLC)
Employment Law as the Firm's Core Focus
The primary focus of Riggan Law Firm is employment law.
Employment law governs the relationship between employers and employees and establishes rules regarding:
- Hiring
- Compensation
- Workplace treatment
- Leave rights
- Termination
- Discrimination
- Harassment
- Retaliation (Riggan Law Firm, LLC)
The firm represents employees facing legal issues at work and helps them understand what protections are available under:
- Federal employment laws
- Missouri employment laws
- Illinois employment laws
- Wage and hour regulations (Riggan Law Firm, LLC)
Rather than serving businesses or corporate employers, Riggan Law Firm primarily focuses on protecting workers. (LinkedIn)
Wrongful Termination Representation
One of the firm's most important services is handling wrongful termination claims.
Wrongful termination occurs when an employee is fired for unlawful reasons, such as:
- Discrimination
- Retaliation
- Reporting misconduct
- Exercising legal rights
- Protected whistleblowing activity (LinkedIn)
Riggan Law Firm helps clients determine whether their termination may have violated employment laws and, if appropriate, pursues compensation and legal remedies.
These cases often involve reviewing:
- Employment records
- Performance evaluations
- Internal communications
- Witness testimony
- Employer policies (Riggan Law Firm, LLC)
The firm's goal is to hold employers accountable when terminations occur for unlawful reasons.
Workplace Discrimination Cases
Another major practice area is employment discrimination law.
Federal and state laws prohibit discrimination based on protected characteristics.
The firm handles cases involving:
- Age discrimination
- Race discrimination
- Sex discrimination
- Disability discrimination
- Religious discrimination
- National origin discrimination (Riggan Law Firm, LLC)
Workplace discrimination can affect:
- Hiring decisions
- Promotions
- Compensation
- Discipline
- Job assignments
- Termination decisions
Riggan Law Firm assists employees in pursuing claims through administrative agencies and court proceedings when necessary. (Riggan Law Firm, LLC)
Sexual Harassment Representation
Sexual harassment remains one of the most common workplace legal issues.
The firm represents employees experiencing:
- Unwanted sexual advances
- Hostile work environments
- Quid pro quo harassment
- Retaliation after reporting misconduct (Riggan Law Firm, LLC)
Sexual harassment cases often involve sensitive facts and significant emotional distress.
Riggan Law Firm helps employees document incidents, evaluate legal options, and pursue remedies under applicable employment laws. (Riggan Law Firm, LLC)
The firm's website specifically identifies sexual harassment as one of its key employment law services. (Riggan Law Firm, LLC)
Wage and Hour Claims
One of the firm's strongest specialties involves wage and hour litigation.
According to the firm's public profile, a significant portion of its practice focuses on helping employees recover unpaid wages and overtime compensation. (LinkedIn)
These cases may involve:
- Unpaid overtime
- Minimum wage violations
- Off-the-clock work
- Misclassification of employees
- Payroll disputes (LinkedIn)
The firm regularly handles claims under:
- The Fair Labor Standards Act (FLSA)
- State wage statutes
- Related employment regulations (LinkedIn)
Workers who have been denied proper compensation may be entitled to recover:
- Unpaid wages
- Overtime compensation
- Liquidated damages
- Attorney's fees (LinkedIn)
Overtime Pay Disputes
Overtime litigation is a particularly important part of the firm's wage practice.
Many employers incorrectly classify workers as exempt from overtime requirements.
Riggan Law Firm helps employees determine whether they may have been improperly denied overtime compensation.
Industries referenced by the firm include:
- Healthcare
- Banking
- Telecommunications
- Restaurants
- Insurance
- Transportation
- Education
- Pharmaceutical industries (LinkedIn)
This broad industry experience allows the firm to handle a wide variety of wage disputes.
Workplace Retaliation Claims
Retaliation occurs when employers punish employees for exercising protected rights.
Examples may include retaliation after:
- Reporting discrimination
- Filing complaints
- Participating in investigations
- Reporting unlawful conduct
- Requesting legal leave protections (Riggan Law Firm, LLC)
Retaliation can take many forms:
- Termination
- Demotion
- Reduced hours
- Negative evaluations
- Hostile treatment
The firm helps employees challenge retaliatory actions and seek legal remedies.
Whistleblower Protection Cases
Whistleblower representation is another important area of the firm's practice.
Employees who report unlawful or unethical conduct may face significant workplace consequences.
The firm assists workers who have reported:
- Fraud
- Regulatory violations
- Illegal business practices
- Workplace misconduct (LinkedIn)
When employers retaliate against whistleblowers, legal protections may apply.
Riggan Law Firm helps employees pursue claims and protect their rights under applicable whistleblower laws.
Family and Medical Leave Act (FMLA) Claims
The website specifically identifies FMLA violations as one of the firm's core services. (Riggan Law Firm, LLC)
The Family and Medical Leave Act provides eligible employees with protected leave for:
- Serious health conditions
- Family caregiving responsibilities
- Certain medical situations
The firm assists employees whose employers:
- Deny leave improperly
- Retaliate after leave requests
- Fail to restore positions appropriately
- Violate FMLA protections (Riggan Law Firm, LLC)
These cases can be especially important for employees dealing with medical or family crises.
USERRA Military Employment Claims
Another specialized area of practice involves USERRA claims.
The Uniformed Services Employment and Reemployment Rights Act protects military service members from workplace discrimination and employment disadvantages related to military obligations.
Riggan Law Firm assists employees facing:
- Military discrimination
- Reemployment issues
- Leave disputes related to military service (Riggan Law Firm, LLC)
These protections are particularly important for reservists and National Guard members.
Non-Compete Agreement Disputes
The firm also handles disputes involving:
- Non-compete agreements
- Restrictive covenants
- Employment contracts (LinkedIn)
Non-compete agreements can significantly affect an employee's future career opportunities.
Riggan Law Firm helps workers understand:
- Whether restrictions are enforceable
- Their legal rights
- Available options for challenging restrictive agreements
This service is especially valuable for professionals changing jobs or industries.
Severance Agreement Review & Negotiation
When employees leave a company, they may receive severance agreements that contain important legal provisions.
The firm assists employees with:
- Reviewing severance offers
- Negotiating severance terms
- Evaluating waiver provisions
- Protecting future legal rights (LinkedIn)
Because severance agreements can affect future claims and compensation, legal review can be extremely valuable.
Litigation & Trial Experience
A significant strength of Riggan Law Firm is its litigation experience.
The firm's attorneys regularly represent employees in:
- Administrative proceedings
- Employment litigation
- Jury trials
- Settlement negotiations (Riggan Law Firm, LLC)
One notable result highlighted by the firm involved a jury verdict of approximately $19.97 million in a discrimination and retaliation case. (Riggan Law Firm, LLC)
This demonstrates the firm's willingness to pursue complex employment litigation when necessary.
Client Experience & Firm Philosophy
Throughout the website, Riggan Law Firm emphasizes:
- Employee-focused representation
- Clear communication
- Aggressive advocacy
- Personalized attention (Riggan Law Firm, LLC)
The firm states that it keeps clients informed throughout the legal process and works closely with them to develop legal strategies tailored to their situations. (Riggan Law Firm, LLC)
This emphasis on communication is a recurring theme throughout the firm's marketing and public materials.
Strengths of Riggan Law Firm
✔ Strong employment law specialization
✔ Extensive wage and hour litigation experience
✔ Wrongful termination representation
✔ Workplace discrimination expertise
✔ Sexual harassment advocacy
✔ FMLA and USERRA experience
✔ Non-compete agreement analysis
✔ Severance agreement negotiation
✔ Whistleblower representation
✔ Significant employment trial experience (Riggan Law Firm, LLC)
Potential Limitations
From a review perspective:
- The firm focuses heavily on employment law rather than broad legal services.
- Individuals seeking personal injury, family law, criminal defense, or estate planning services would likely need separate counsel.
- Most services are concentrated in Missouri and Illinois employment matters. (Riggan Law Firm, LLC)
These limitations reflect the firm's intentional specialization.
Who Should Use Riggan Law Firm?
This firm is best suited for:
- Employees facing wrongful termination
- Workers experiencing discrimination
- Victims of workplace harassment
- Employees denied overtime pay
- Workers facing retaliation
- Whistleblowers
- Employees reviewing severance agreements
- Professionals dealing with non-compete disputes
- Workers seeking unpaid wage recovery
Final Verdict
Riggan Law Firm stands out as a highly specialized employment law practice focused on protecting employee rights. Its strongest advantages include extensive wage and hour litigation experience, wrongful termination representation, discrimination advocacy, whistleblower protection, and employment contract analysis. By concentrating almost exclusively on employment law and representing workers rather than employers, the firm has developed substantial experience handling workplace disputes and helping employees pursue compensation and justice after violations of their rights. (Riggan Law Firm, LLC)
Conclusion
In conclusion, rigganlawfirm.com represents a Missouri-based employment law firm dedicated to helping workers challenge unlawful workplace practices and protect their legal rights.
The firm provides services across:
- Employment law
- Wrongful termination
- Workplace discrimination
- Sexual harassment
- Wage and hour disputes
- Unpaid overtime claims
- Whistleblower protection
- Retaliation claims
- FMLA violations
- USERRA violations
- Severance agreement negotiation
- Non-compete agreement disputes
With its employee-focused approach, strong employment litigation experience, and deep understanding of workplace law, Riggan Law Firm is a compelling choice for workers seeking experienced legal representation in employment disputes. (Riggan Law Firm, LLC)
Practice Areas
Key Attorneys & Partners
Russ Riggan
Founder & Employment Law Attorney
Sam Moore
Employment Law Attorney
Awards & Recognition
Legal Champion Award
Top 50 Lawyers in St. Louis
Missouri Rising Stars
Top Plaintiffs' Verdict Award
AV Preeminent Peer Review Rating
Client Reviews
5 reviews"I could not be more happy with Sam Moore and this firm. He walked me through every step and was just outstanding. His professionalism, communication and guidance were top notch. I would highly recommend this firm. You will not be disappointed. Nothing but a very positive experience."
"I had an excellent experience working with Russ. From the very first conversation, he was knowledgeable, professional, and supportive. He took the time to explain every detail in clear terms, and made sure I understood my rights to make an informed decision."
"Very relatable and did a great job of answering questions in a way that was easy to understand. Would highly recommend if you need someone to help you interpret a contract."
"I am super impressed with Riggan Law Firm! Sam was honest, considerate of my time and doesn’t offer the moon and the Stars, is very authentic and gave me real expectations. This is not some ambulance chasing firm, They truly care about each and every one of their clients and helped me with my case very professionally! Also I liked that I wasn’t bombarded with “legal speech “ and was able to fully understand all the options I had available. Thank you Sam and Riggins!"
"I strongly recommend Riggan Law Firm. I worked with Sam Moore and a couple of his associates on an employment discrimination case. Sam was a great partner and showed me how to speak up for myself, professionally. From start to finish, they listened, were responsive to my inquiries, and provided clear expectations and guidance. I even enjoyed the Manager in the front, Cheryl who was always kind and supportive. My case was concluded with a settlement, and I appreciated their deeper knowledge of the EEOC process. They followed up to make sure my overall experience was satisfactory! If ever needed in the future, I would contact them again!"
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Write a ReviewFrequently Asked Questions
A: Typically, an employer is not legally required to provide an employee with a severance package. An exception to this would be if an employee had signed an employment agreement that contractually required the employer to provide certain severance pay and/or benefits. Even though an employer is not legally required to provide severance pay, many employers do, either as part of a specific policy or practice, or in individual instances because of particular circumstances and/or when certain risks are present (see more below).
A: It could be that the employer has a regular policy or practice of providing severance pay and/or benefits. This is more typical with medium to large-size companies who terminate an employee and then offer a “standard” severance package. This offer usually consists of a designated number or weeks/months of severance pay. Sometimes, the employer’s offer of severance is “negotiable” and sometimes it is not (see more below). An employee’s individual circumstances can also engender an opportunity to negotiate a severance package. For example, an employee could have legal or practical leverage that would encourage their employer to pay (or consider paying) severance. By consulting with an employment attorney, you can learn about your rights and whether you have leverage to negotiate a severance package. Remember that in the context of a severance, the tradeoff is that the employee is getting certain financial compensation (such as severance pay, extended health insurance coverage, etc.), and the employer receives the employee’s release of all potential legal claims. In addition, the employer often receives other favorable terms, such as the employee’s promise to keep the terms confidential, the employee’s promise not to make disparaging remarks about the employer, the employee’s acknowledgment that it will not reapply or be rehired by the employer, the employee’s promise not to engage in certain post-employment activities (see more below), etc. These employee promises are all valuable to the employer, and many employers are willing to pay the employee financial compensation in return for the security of these promises. Sometimes, the tension between an employee and an employer is such that each is unhappy with the other, but for whatever reason, neither is willing to “call it quits.” In other words, the employee is not willing to resign, and the employer is not willing to fire the employee. In this situation, an employment lawyer can sometimes intervene and negotiate a severance arrangement that is acceptable to both the employee and the employer. As a result, the employee can leave an undesirable job and the employer is able to “get rid of” (and not have to fire) the employee.
A: Most likely not. Quitting a job not only prevents you from getting severance, but also, extinguishes any legal claims and/or other practical leverage you may have. Before an employee quits their job, they should consider consulting with an employment lawyer to understand his or her legal rights. Sometimes, an employment lawyer may be able to identify leverage or pressure points (whether legal or otherwise) for negotiating a severance package. If the employee just quits their job without consulting with counsel, the employee would be walking away “empty handed” without knowing whether a severance package was a possibility. In short, quitting an undesirable job may relieve you of stress in the short run, but it also eliminates your opportunity to negotiate a severance package. Consulting an employment lawyer and knowing your rights is the best way to make a fully-informed decision.
A: It is always a good idea to have your severance reviewed by an employment attorney who has the appropriate level of skill and knowledge for this area of the law. A severance agreement is a legally-binding contract. Before signing the document, you need to evaluate it with your “eyes open” and with a full understanding of your legal rights. In many instances, the actions you take in response to employer’s severance proposal is not simply a decision of whether to sign it or reject it. Oftentimes, there is a middle ground position of negotiating with your employer in an effort to obtain more favorable terms (which can sometimes lead to a higher amount of severance pay). Remember, the employer’s severance proposal is just that – a proposal. The terms of the employer’s proposal only become set in stone if the employee signs the agreement without negotiating. The advice of an employment lawyer can be valuable to an employee who is having to make a decision in response to an employer’s severance proposal. Most of the time, a severance proposal by an employer is accompanied by a short response deadline, usually 21 days or less. If an employee is going to consult with counsel, it is wise to do so immediately after receipt of the severance proposal. This gives your attorney sufficient time to review the agreement and go over your options (and leverage) for responding.
A: Usually not, and it is probably a bad idea to do so. Typically, an employer’s severance proposal has a specific response deadline. If the employer does not make that deadline clear during your termination, you need to ask after it. If the employer gives you a deadline, however short it may be, resist the temptation to sign the agreement right away. It can be very emotionally difficult to process the news that your employment is being terminated. Employees often need time to regroup, reflect, and consider their options. Consulting with an employment lawyer can—and should—be part of that process, and, in fact, most severance agreements specifically state, in writing, that you have the right to consult with legal counsel (this language is legally required for employees who are 40 years of age or older and are being asked to release age discrimination claims under federal law). If you have a deadline that is a few days or weeks ago, but you sign the employer’s severance agreement the day you are terminated, you are doing yourself a disservice.
A. Employees often sign agreements at the beginning of—or during—their employment that may restrict their activities if they leave their job.
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