About Tamara Zwick — Employment Law Dublin Ohio

Tamara Zwick is an employment law Dublin attorney with Thomas Law Group, a Central Ohio firm serving Columbus, Dublin, and clients throughout Franklin County. The practice represents employees and employers on workplace disputes — discrimination, harassment, wrongful termination, wage claims, and retaliation cases — under both Ohio and federal law. Ohio reinstated and modernized its employment discrimination statute in recent years, and the EEOC charge process now interacts with Ohio Civil Rights Commission filings in ways that reward early strategic decisions. Browse employment law attorneys nationwide to compare options before retaining counsel.

Federal claims under Title VII, the ADA, and the ADEA cover employers with 15 or more employees, while Ohio Revised Code 4112.02 reaches employers with four or more workers — a meaningful gap that often determines which forum a worker files in. The EEOC takes about six months on average to investigate a charge, and Ohio’s two-year filing window for employment complaints is shorter than some workers expect. Federal cases ultimately route to the U.S. District Court for the Southern District of Ohio in Columbus, while state claims proceed in Franklin County Common Pleas at 345 South High Street.

What Clients Say

Reviewers consistently describe a professional and dedicated attorney who provides clear guidance and support throughout the process. Clients note that the firm explains complex employment law concepts in plain language, advocates effectively, and remains compassionate during difficult workplace transitions. Several mention favorable outcomes in matters that initially looked unwinnable.

Employment Law Dublin — Practice Areas & Services

• Workplace discrimination: Race, sex, age, disability, religion, and national origin claims under Title VII and ORC 4112.
• Harassment: Hostile work environment and quid pro quo cases, including same-sex and supervisor harassment matters.
• Wrongful termination: At-will exceptions, public policy claims, and contract-based termination disputes.
• Wage and hour: Unpaid overtime, misclassification, and Ohio Prompt Pay Act claims.
• Retaliation and whistleblower: Including OSHA, FMLA, and Sarbanes-Oxley protected-activity cases.

Frequently Asked Questions

Do I file with the EEOC or the Ohio Civil Rights Commission?

For most employment discrimination claims, you can file with either agency, and they cross-file automatically through a work-sharing agreement. Federal law covers employers with 15 or more employees, while Ohio law reaches employers with four or more. Ohio’s deadline is two years from the discrimination event, while federal claims must be filed within 300 days in deferral states like Ohio.

How long does an EEOC investigation typically take?

The EEOC takes an average of six months to investigate a charge. Some cases resolve through mediation in 60 to 90 days. After investigation, the agency either issues a determination or a right-to-sue letter giving the worker 90 days to file a federal lawsuit. Ohio cases proceed similarly through the OCRC.

Can I sue for wrongful termination if Ohio is an at-will state?

Yes, in specific circumstances. Ohio recognizes a public policy exception that prohibits firing an employee for exercising a legally protected right, refusing to break the law, or reporting illegal conduct. Termination based on a protected category — race, sex, disability, age, etc. — also creates a claim under federal and state discrimination statutes.