Trial-Focused Advocacy for Employees in Workplace Disputes
Representing employees in discrimination, retaliation, whistleblower, and harassment cases.
For more than 15 years, Drew Teti has represented plaintiffs in workplace litigation. His trial-focused approach has secured millions of dollars in settlements and judgments.
Request a Confidential ConsultationWhen Employment Ends Unfairly
Losing a job is rarely just about income.
It can mean the loss of stability. Financial uncertainty. Strain on family relationships. A blow to professional identity and personal confidence.
When you have been pushed out unfairly — particularly when the reasons are unlawful — the impact can be profound.
Serious employment disputes require both strategic litigation and an understanding of what is at stake.
Why Litigation Focus Matters
Most employment cases resolve before trial. But resolution does not occur in a vacuum — it reflects perceived verdict risk.
When employers and their counsel must account for the credible risk of a significant loss at trial, leverage shifts.
That is why Teti Law focuses on fewer cases with greater depth — preparing each one with the expectation that it will be tried to verdict.
A Record of Results
Verdict against UPS for race retaliation (Gratton v. UPS) — one of the largest employment verdicts in U.S. history
Single-plaintiff disability discrimination verdict, 2022 — the #1 disability discrimination verdict in the United States that year
Drew Teti served as a member of the trial team on both matters.
Co-author, “High-Stakes Speed Run,” Advocate Magazine, January 2025
Casey v. Superior Court (2025) — published California appellate opinion establishing that the EFAA preempts state choice-of-law provisions in arbitration agreements
Practice Areas
Teti Law represents employees in workplace disputes involving discrimination, retaliation, whistleblower claims, harassment, and wrongful termination. Each case is evaluated individually for legal merit, evidentiary strength, and persuasive force.
Discrimination
Adverse treatment based on race, disability, age, sex, religion, or other protected characteristics.
Retaliation
Punishment for reporting unlawful conduct, asserting workplace rights, or participating in protected activity.
Whistleblower Claims
Protection for employees who report fraud, safety violations, or other unlawful practices.
Sexual Harassment
Hostile work environments and quid pro quo harassment, in and out of arbitration.
Wrongful Termination
Discharges that violate public policy, statute, or contract.
Employment Contracts & Severance
Negotiation and review of employment agreements, separation terms, and severance packages.
How to Choose an Employment Attorney
Choosing the right attorney is one of the most consequential decisions you may ever make — and it usually comes during one of the most stressful periods of your life. Most people have never brought a lawsuit before, and the stakes are real. Here is what to look for.
Personal fit and trust. You need to be able to look this person in the eye and trust them. Before anything else, that has to be there.
Real trial experience. A great many practicing attorneys have never tried a case. Find one who is genuinely comfortable in court.
Clarity of communication. There is nothing mysterious about the law. A good attorney can explain your situation in plain terms. If you ask a question and cannot understand the answer, that is the attorney's problem — not yours. And the ability to make complex ideas clear to ordinary people is not just a courtesy to you; it is the same skill that moves cases.
Proven experience. Experience is what lets a plaintiff's attorney credibly confront a defendant with the real cost of going to trial. Without it, leverage disappears.
Trust. Communication. Trial experience. Those are the things that matter.
Request a Confidential Consultation
Serious employment disputes require careful evaluation. If you believe you have been wrongfully terminated, subjected to discrimination, harassment, retaliation, or are facing a significant employment-related conflict, you may request a confidential consultation. Teti Law evaluates each matter for legal merit, evidentiary strength, and strategic posture. Because the practice remains selective, not every inquiry results in representation. All communications are treated confidentially.