Sean and Kevin founded Herrmann & Murphy, PLLC to provide high-quality, experienced, and aggressive legal representation to employees in North Carolina and South Carolina. Whether you are facing wrongful termination, discrimination, harassment, or retaliation or need advice about what to do when you discover illegal activity at work, Herrmann & Murphy, PLLC has the experience to guide you through trying times.
Herrmann & Murphy, PLLC prides itself on its courtroom experience. Kevin and Sean have won trial victories for clients in federal jury trials, state court trials, and arbitration. The firm treats every case as if it's going to trial even though the vast majority of employment cases are resolved long before the parties pick a jury. This approach ensures our clients the best possible results.
Sean and Kevin met when representing opposite sides in a lawsuit and employ these varied backgrounds in representing Herrmann and Murphy's clients. Sean has amassed tremendous experience by beginning his career practicing plaintiff's-side employment law.
Herrmann & Murphy, PLLC prides itself on its courtroom experience. Kevin and Sean have won trial victories for clients in federal jury trials, state court trials, and arbitration. The firm treats every case as if it's going to trial even though the vast majority of employment cases are resolved long before the parties pick a jury. This approach ensures our clients the best possible results.
Sean and Kevin met when representing opposite sides in a lawsuit and employ these varied backgrounds in representing Herrmann and Murphy's clients. Sean has amassed tremendous experience by beginning his career practicing plaintiff's-side employment law.
Services
The firm's attorneys have successfully resolved over 250 cases through confidential settlements.
The firm is not permitted to disclose the parties involved or the financial arrangements reached in these cases.
We can detail the following achievements on behalf of our clients.
Because each case is different prior results should not create an expectation about future results in an individual case.
The outcome of a particular case cannot be predicated upon a lawyer's or a law firm's past results.
The City of Charlotte's Community Relations Committee has found for our client, Detective Spencer Brown of the Charlotte-Mecklenburg Police Department, in his case against Greystar Real Estate Partners, LLC.
The firm is not permitted to disclose the parties involved or the financial arrangements reached in these cases.
We can detail the following achievements on behalf of our clients.
Because each case is different prior results should not create an expectation about future results in an individual case.
The outcome of a particular case cannot be predicated upon a lawyer's or a law firm's past results.
The City of Charlotte's Community Relations Committee has found for our client, Detective Spencer Brown of the Charlotte-Mecklenburg Police Department, in his case against Greystar Real Estate Partners, LLC.
Sean Herrmann and Kevin Murphy are members of the Legal Network for Gender Equity, in association with the Time's Up Legal Defense Fund and the National Women's Law Center.
Herrmann and Murphy has agreed to provide pro bono consultations with victims of sexual harassment and assault referred to the firm through these organizations.
The Legal Network for Gender Equity is a nationwide network of attorneys willing to step up and undertake legal representation of girls and women experiencing harassment or other forms of sex discrimination at school, at work, or in health insurance or health care settings.
Herrmann and Murphy has agreed to provide pro bono consultations with victims of sexual harassment and assault referred to the firm through these organizations.
The Legal Network for Gender Equity is a nationwide network of attorneys willing to step up and undertake legal representation of girls and women experiencing harassment or other forms of sex discrimination at school, at work, or in health insurance or health care settings.
Because each case is different prior results should not create an expectation about future results in an individual case.
The outcome of a particular case cannot be predicated upon a lawyer's or a law firm's past results.
References related solely to Sean and Kevin's prior law firm or staff have been omitted.
Over the 3 plus years working with Sean, I always felt he had my best interest in mind.
He would ask my opinion on offers and help me understand why something was a good idea or too risky.
The outcome of a particular case cannot be predicated upon a lawyer's or a law firm's past results.
References related solely to Sean and Kevin's prior law firm or staff have been omitted.
Over the 3 plus years working with Sean, I always felt he had my best interest in mind.
He would ask my opinion on offers and help me understand why something was a good idea or too risky.
Sean's entire career has been devoted to representing individuals in disputes with their current or former employers.
He has represented workers in matters involving race, age, sex, pregnancy, disability, religious, and national origin discrimination; whistleblowing and retaliation; and hostile work environment and sexual harassment.
He also handles cases related to workplace safety, wage and hour violations, and leaves of absences.
Sean also works with clients on executive pay, non-compete agreements, and severance negotiations.
He has represented workers in matters involving race, age, sex, pregnancy, disability, religious, and national origin discrimination; whistleblowing and retaliation; and hostile work environment and sexual harassment.
He also handles cases related to workplace safety, wage and hour violations, and leaves of absences.
Sean also works with clients on executive pay, non-compete agreements, and severance negotiations.
Make no mistake about it, race discrimination remains prevalent in today's workplace.
Workers are still frequently treated differently than their peers because of their race or skin color.
This bias can be both conscious or implicit.
People do not just check their racial stereotypes and inappropriate presumptions at the door when they come to work.
Implicit bias-subconsciously harboring racial bias-is even more common, and just as dangerous and devastating to impacted workers.
Workplace race discrimination is outlawed in two important federal laws.
Workers are still frequently treated differently than their peers because of their race or skin color.
This bias can be both conscious or implicit.
People do not just check their racial stereotypes and inappropriate presumptions at the door when they come to work.
Implicit bias-subconsciously harboring racial bias-is even more common, and just as dangerous and devastating to impacted workers.
Workplace race discrimination is outlawed in two important federal laws.
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