Employment attorney · Dayton and online
Employment law advice in plain English, at a fixed fee.
I’m Tessa Pennington, an independent employment attorney. Offered a severance agreement, facing a layoff, or something at work doesn’t feel right? I’ll tell you where you stand, what your options are and what help would cost, before you commit to anything.
- Fixed fees, agreed in writing
- Reply within one business day
- Video, phone or in person
Severance agreement review
$750 fixed
Fixed fee. Some employers will contribute.
Free 15-minute callNo obligation, no hard sell
Credentials
Attorney since 2011Licensed in Ohio
Employment law onlyFor 15 years
Accredited mediatorWorkplace disputes
Forum memberMiami Valley Employment Lawyers’ Forum
Where I can help
One area of law, done properly.
I only do employment law, and I mostly act for employees and senior staff. That focus means quicker answers, sensible fees and no being passed around a firm.
Leaving a job
Severance agreements, layoffs and negotiating a fair exit package.
- Severance agreements
- Layoffs
- Exit negotiation
Problems at work
Discrimination, harassment, HR complaints and disciplinary meetings, while you’re still employed.
- Discrimination
- HR complaints
- Disciplinary meetings
Claims and disputes
Wrongful termination, constructive discharge, EEOC charges and employment lawsuits.
- Wrongful termination
- EEOC charges
- Lawsuits
Starting a new job
Contract checks before you sign, including notice periods, bonuses and restrictive covenants.
- Contract review
- Non-competes
How working together works
Four steps. No surprises.
- 1
A free 15-minute call
Tell me what’s happening. I’ll flag any urgent deadlines and say honestly whether I can help.
- 2
A fixed fee, in writing
You get a short letter saying exactly what I’ll do and what it costs. Nothing starts until you say yes.
- 3
Advice you can use
A clear written summary of your position, your options and the risks of each, in plain English.
- 4
You decide what’s next
Negotiate, file a complaint, bring a claim or move on. It’s your call, and I’ll back whichever you choose.
Fixed fees
Know the cost before you start.
Most of my work is done for a fixed fee, quoted in writing. Where a fixed fee isn’t realistic, such as a full lawsuit, I fix the price of each stage so you’re never handed an open-ended bill.
Severance agreement review
Some employers will pay toward it
$750fixed
Layoff check
Is the process fair? Is the pay right?
$495fixed
Advice session
One hour, plus a written summary
$400fixed
Payment plans
Spread fees over $1,000 across three months, interest-free
Client reviews
“I finally understood what was going on.”
4.9 out of 5 from 212 reviews
“I was sent a severance agreement on a Friday with a Tuesday deadline. Tessa read it over the weekend, explained every clause on a call and got the reference wording changed. My employer agreed to pay her fee.”
“After nine years my job was on a layoff list. Tessa spotted that the selection scoring hadn’t been applied consistently and helped me raise it calmly. I knew the cost from day one.”
“I’d been dreading my HR meeting for weeks. Tessa helped me write it up and plan what to say. No jargon, no pressure, and she was honest about what was and wasn’t worth pursuing.”
Reviews describe individual clients’ experiences. Every case is different and past results don’t guarantee a similar outcome.
Questions
Before you get in touch
Quick answers to what people ask most. The guides go into more detail.
Yes. The 15-minute call is free and you’re under no obligation afterward. It’s a chance to explain what’s happening, hear whether I can help and find out what it would cost. It isn’t detailed legal advice: that comes once we’ve agreed a fixed fee.
Sometimes. Employers don’t have to, but many will agree to a contribution toward your legal fees if you ask, often between $500 and $1,500, because a release is harder to challenge when you’ve had your own advice. My fixed fee is $750, so a contribution can cover most or all of it.
It depends on the claim, and some limits are short. In Ohio, a discrimination or retaliation charge with the EEOC generally has to be filed within 300 days of the firing or the act you’re complaining about, and you normally have to file that charge before you can sue. Try the deadline calculator for a rough date, and speak to an attorney quickly if it’s close.
No. Most clients speak to me by video or phone, and documents are signed electronically. If you’d rather meet, my office is in Cooper Yard, a short walk from Wright Stop Plaza.
Occasionally, for small local businesses, but most of my clients are employees and senior staff. Before we speak I run a conflict check to make sure I’ve never acted for the other side in your matter.
Free, no obligation
Not sure where you stand? Let’s talk it through.
A 15-minute call with me, Tessa. You’ll hang up knowing your options, any deadlines to watch and what help would cost.