BUILT FOR JUSTICE.
BUILT FOR HARD FIGHTS.
Reel Legal Counsel is an Ohio and Florida Employment Law Firm that handles employee exits and mobility matters as well as high-stakes discrimination, harassment, whistleblower and retaliation cases on behalf of employees throughout Ohio and Florida.
The era of employer overreach
is over.
For too long, good people have been pushed into impossible choices: sign the paper, stay quiet, accept the terms, or risk your livelihood. Employers have used legal fine print, HR scripts, and “take-it-or-leave-it” ultimatums to control what you say, where you go, and what you can do next. If you are staring at a severance agreement, a non-compete, or a threatening letter from your former employer, you’re in the right place. Our job is to bring clarity, strength, and advocacy to the table. To fight for your rights. And to help you leave on terms that don’t sabotage your future.
And when an employer goes further—retaliation for speaking up, discrimination, harassment, interference with medical leave, or punishment for asking for basic fairness—we don’t tell you to “move on.” We help you stand up and fight. Reel Legal Counsel represents employees across Ohio in high-stakes workplace disputes, and we do this in two ways:
Strategic Exits: Severance, mobility planning, non-compete and trade secret issues
Accountability Claims: Retaliation, discrimination, wrongful termination, disability and leave-rights violations
We pursue both with pressure and persistence, giving you the representation you deserve.
If you have experienced:
Severance pressure tactics
Unfair release terms
Non-compete threats
Non-solicit threats
Trade secret theft accusations
Threats of legal action
Retaliation for reporting
Wrongful termination
Workplace harassment
Discrimination at work
Accommodation requests denied
Medical leave retaliation
Sudden performance plan
Gag clause pressure
we want to hear from you.
We represent employees in high-stakes workplace disputes across Florida and Ohio state and federal courts, before administrative agencies such as the Equal Employment Opportunity Commission (EEOC), the Ohio Civil Rights Commission (OCRC), the Florida Commission on Human Relations (FCHR), and in arbitration, mediation, and negotiated resolutions where employers are forced to answer for their conduct.
Meet Managing Attorney
Chris Reel
Chris is an award-winning attorney who has dedicated his career to representing the underdog. His experience spans nationwide, having represented plaintiffs and defendants alike in state and federal proceedings across the country. Chris is one of a few members of the Ohio Bar who has received a unanimous $1,000,000+ jury verdict on a breach of contract dispute. His courtroom presence, pointed and adaptive advocacy and strong negotiating has resulted in multiple favorable outcomes for clients both in and out of the courtroom.
Clients have touted Chris as one of the strongest advocates and best attorneys they have worked with. His casual yet professional demeanor paired with his unrelenting competitiveness makes him a unique and unanticipated adversary.
Not Sure Where To Start? Check Out These FAQs.
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Not always. Many “deadlines” are pressure tactics, and extensions are often negotiable. We can review the agreement, identify language, and ask for more time (and better terms) before you sign your rights away.
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Sometimes, but not always. In Ohio, enforceability depends on factors like the scope, duration, geography, your role, and whether the restriction is reasonable. We help you assess risk, plan a safe move, and push back against employer overreach.
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If you can, preserve your own communications and records, but do not take confidential company data or violate agreements.
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Do not argue by text/email or try to “fix” things by deleting or moving files. Preserve devices and communications, stop any questionable access, and get counsel immediately. The goal is to protect you from escalation (like an injunction) while positioning you to resolve the dispute quickly and safely.
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At times these are all incorporated into one agreement called a Restrictive Covenant Agreement.
A non-compete restricts where you can work.
A non-solicit restricts who you can contact (customers or other employees).
A confidentiality agreement restricts what information you can use or share.
Most disputes turn on how the agreement defines these terms and whether the employer is stretching them beyond what the law allows.
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Possibly. If you raised concerns (to a manager, HR, or through a complaint process) and then faced termination, discipline, demotion, or exclusion soon after, that timing can be a red flag for retaliation. We look at the timeline, the reason they gave, and what evidence exists to determine whether you have a case.
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Yes, retaliation isn’t limited to firing. Pay cuts, schedule changes, isolation, fake write-ups, denial of opportunities, or pushing you out can all qualify depending on the facts.
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We represent employees facing discrimination based on protected characteristics like race, sex, pregnancy, age, disability, religion, and national origin (and other protections that may apply). Discrimination often shows up as unequal discipline, denied promotions, pay disparities, hostile treatment, or termination dressed up as “performance.”
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If you requested leave, medical time off, or a reasonable accommodation and then got written up, pushed out, or terminated, you may have legal options. We evaluate what you requested, how the employer responded, and whether they followed the law or used your health needs as a pretext.
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Wrongful termination, discrimination, harassment, and retaliation cases are handled on a contingency basis. What this means is that our fee is tied to the outcome rather than billed hourly. If we accept the case, we’ll explain the percentage, how costs are handled, and what decisions you control along the way.
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What People Are Saying About Us
I have had the pleasure of working closely with Chris Reel on multiple litigation matters, and he is truly an exceptional attorney. Chris has a keen and strategic sense for resolving cases efficiently without ever sacrificing quality or advocacy. He is completely at ease in the courtroom, with an impressive ability to think on his feet and respond thoughtfully and effectively to anything that comes his way. What stands out most is his calm, steady presence. He communicates with clarity and respect, ensuring that his points are heard and taken seriously by the court and opposing counsel alike.
Beyond his litigation skills, Chris has a remarkable ability to read the personality and needs of his clients. He meets each individual exactly where they need to be, instilling confidence and trust that their case is in capable hands. That combination of legal sharpness, emotional intelligence, and composure is rare. Chris is very compassionate and has impeccable ethics. Chris Reel is an attorney of the highest caliber, and any client or colleague would be fortunate to work with him.
-Marlene C.
I cannot recommend Chris Reel highly enough! From the moment I reached out, his professionalism, expertise, and attention to detail were evident. Chris took the time to thoroughly understand my needs, walked me through every step of the intellectual property process, and provided clear, actionable guidance.
Chris has a unique ability to translate complex legal jargon into understandable terms, ensuring I felt confident and informed at all times. He worked tirelessly to protect my business and ideas, going above and beyond to deliver results that exceeded my expectations.
His responsiveness and genuine care for my success set him apart. I truly felt like more than just a client—I felt like a partner. If you’re looking for someone who will treat your intellectual property as passionately as you do, look no further than Chris Reel!
Thank you for everything.
-Diane B.
Contact Us
For a free case evaluation, please provide your contact information and brief explanation of your matter. Someone from our team will reach out to you to schedule your evaluation call.