Shields Petitti and Zoldan, PLC

Shields Petitti and Zoldan, PLC is an employment‑focused law firm serving clients in the Phoenix and Scottsdale area and throughout Arizona. The firm represents both employees and employers, including individuals, executives, small businesses and larger organizations.

The firm's mission, as described on the website, is to:

• Provide high‑quality legal representation tailored to each client's needs and goals
• Make the legal process as smooth and hassle‑free as possible in what can be stressful workplace situations
• Communicate actively with clients and keep them informed throughout the matter

The attorneys collectively have over 50 years of combined experience in employment and related business law matters.

Experience and results (as reported on the website)

The About page highlights that the attorneys have:

• Successfully recovered nearly $25,000,000 in settlements on behalf of employees and businesses
• A track record that includes, for example:
• $2.5 million settlement on behalf of public safety employees in a wage case
• $1 million jury trial victory on behalf of an employee in a defamation and interference with contract case
• $900,000 confidential settlement on behalf of an employee in wage and hour violations for unpaid commissions
• $600,000 recovered on behalf of an executive in a wrongful termination and breach of contract case

The firm's lawyers handle cases of all sizes with the same level of commitment, whether representing an individual or a large organization.

Attorneys and roles (summary)

The website introduces several attorneys and their focus areas, including:

• Burr Shields – Over 30 years' experience in labor and employment law, human resources management, administrative proceedings and employment litigation; also active in arbitration and mediation.
• Michael J. Petitti, Jr. – Over 30 years' experience in labor and employment law, human resources management, administrative proceedings and employment litigation.
• Michael Zoldan – Provides legal counsel to individuals and small businesses, including small and medium business consulting, workplace investigations, trade secret matters and commercial and business disputes.
• Sarah N. O'Keefe – Focuses on labor and employment law and also performs neutral work such as serving as a mediator, arbitrator and third‑party investigator.
• Lindsey Avalos – Assists individuals and small businesses; prior experience in insurance defense litigation with emphasis on public entity, municipality and labor and employment law; includes small business consulting.
• Dena Sanders – Represents employees and small businesses in employment law matters involving discrimination, harassment, retaliation, wrongful termination, wage and hour violations and other disputes under federal and Arizona employment laws.

Recognition and reputation

Across the website, Shields Petitti and Zoldan, PLC notes recognition such as:

• Attorneys recognized by Super Lawyers and Best Lawyers in employment law
• Martindale‑Hubbell AV‑Preeminent ratings for some attorneys
• Designations such as National Trial Lawyers Top Forty Under Forty and Super Lawyers Rising Star for specific lawyers

Client reviews on the site emphasize:

• Professionalism and responsiveness
• Strong negotiation skills and trial advocacy
• Clear, practical advice, including when a lower‑cost solution is in the client's best interest

For specific services offered and how to contact the firm, see the Employment law services overview and Contact details and office information documents.

The firm focuses on employment and related business disputes, including:

• Wrongful termination
• Sexual harassment and sexual assault in the workplace
• Workplace discrimination (including protected characteristics such as race, religion, gender, national origin, pregnancy, disability and age)
• Wage and hour disputes (including unpaid wages, unpaid commissions and overtime issues)
• Employment contracts and severance agreements (drafting, review, negotiation and litigation)
• Medical and disability leave matters (including FMLA and related rights and compliance)
• Workplace retaliation and hostile work environment claims
• Whistleblower protection and retaliation claims
• Employer representation and counseling, including compliance, policies and defending employment claims
• Arbitration and mediation (ADR) of employment and workplace disputes
• Small and medium business consulting on employment and related business issues
• Workplace investigations
• Trade secret and restrictive covenant matters
• Commercial and business disputes related to employment issues

Who they serve

• Individual employees
• Executives and professionals
• Small and medium-sized businesses
• Employers and management teams

Most work is for clients in the Phoenix and Scottsdale area and across Arizona, subject to Arizona licensing and jurisdiction rules.

Approach

• Focus on employment law and related disputes
• Representation of both employees and employers, so the firm is familiar with strategies used on both sides
• Willingness to negotiate, mediate or litigate depending on what best serves the client's goals

For contact details and how to request a consultation, see the separate Contact details and office information and Consultations, fees and billing documents.

Because consultations are paid, scheduling one usually requires advance arrangement with the firm.

What to bring to a consultation

The website suggests bringing any documents that may help the attorneys evaluate your matter, such as:

• Employment contracts or offer letters
• Emails or written communications related to the issue
• Policies, handbooks or written warnings
• Any other documentation that supports your version of events

The more relevant information you bring, the better the firm can assess your case.

Fee structures

The firm describes the following general approaches to fees:

• Retainer-based representation
• The firm commonly works on a retainer basis.
• This usually involves an upfront fee or deposit to retain the attorney and to serve as a deposit for the attorney's time and work on the matter.

• Contingency arrangements (case-by-case)
• The website notes that the firm has offered contingency arrangements before, but these are highly case-specific.
• Whether a contingency fee can be offered depends on the facts of your case and requires an initial consultation so that the attorneys can determine if contingency is appropriate.

• No specific prices published
• The website does not publish fixed fees, hourly rates or percentage contingency rates.
• For current fee information or to understand what billing structure may apply in your situation, you must contact the firm directly.

How to schedule a consultation

You can request a consultation by:

• Calling one of the phone numbers listed in the Contact details and office information document.
• Emailing info@shieldspetitti.com.
• Submitting the contact form on the website (the firm reviews your information and responds by email with next steps).

Because fees, retainers and any potential contingency arrangements depend heavily on the specifics of your case, the firm can only confirm the fee structure after reviewing your matter in a consultation.

• 5090 N. 40th St., Suite 207, Phoenix, AZ 85018

Phone numbers

The website lists the following phone numbers for contacting the firm:

• 602-932-8123 – listed on the Contact page alongside the Phoenix, AZ 85018 address.
• 602-878-8301 – listed on the home page with the invitation to "Call 602-878-8301 for a Consultation."
• 602-718-3330 – listed in the FAQ section as a number you can call to schedule a consultation.

Call any of the published numbers above to reach the firm. For the most up-to-date routing or preferred number, follow what is shown on the main website Contact page.

Email

• info@shieldspetitti.com – listed on the Contact page for general inquiries and to request a consultation.

Website contact form

You can also reach the firm through the contact form on the website:

• After you submit the form, the firm will review your information and respond by email with next steps.

Availability and service area

• The firm is based in Phoenix, Arizona, and serves clients in Phoenix, Scottsdale and throughout Arizona, subject to licensing and jurisdictional limits.
• The home page notes that the firm is available 24/7 to take consultation inquiries because workplace problems do not always arise during standard business hours.

Jurisdiction and limitations

• The website states that the firm is licensed to practice law in Arizona.
• The site clarifies that it is not intended to solicit clients outside this jurisdiction.
• The website is for informational and advertising purposes only and does not create an attorney–client relationship.
• Do not send confidential or sensitive information through the website or its contact forms; communications through the site may not be secure or protected under attorney–client privilege.

For information on consultations, fees and billing (including whether contingency may be available in a particular matter), see the separate Consultations, fees and billing document.

The firm's website explains that alternative dispute resolution (ADR) includes methods of resolving disputes outside of traditional court litigation. ADR can help parties resolve conflicts more privately, quickly and cost‑effectively than a full court case.

Common ADR methods described include:

• Mediation
• Arbitration
• Early neutral evaluation or minitrials
• Cooperative problem‑solving
• Negotiated rulemaking
• Neutral fact‑finding
• Conciliation
• Peer review or dispute panels
• Facilitation and settlement conferences
• Ombudsman advocacy
• Alternative discipline

Except for certain forms of binding arbitration, ADR typically focuses on helping the parties reach a voluntary, mutually acceptable agreement rather than having a judge impose a decision.

Mediation and arbitration services

The firm's Phoenix mediation and ADR practice:

• Represents employers and employees as advisors and advocates in mediation and arbitration.
• Offers the services of attorney Burr Shields, who has over 35 years of experience mediating, arbitrating and litigating employment law disputes.
• Notes that Burr is widely respected by peers (including opposing counsel) for his results and skill as a neutral.

If you need a mediator or arbitrator, the site invites you to contact the firm to see if Burr is available to serve in that neutral role for your matter.

Benefits of using ADR (as described on the website)

The website highlights several potential advantages of ADR, including:

• ADR can be faster and less expensive than going to court (often resolved in one or two sessions rather than months or years).
• ADR is typically less formal and more flexible than court, allowing parties to craft solutions that fit their specific needs.
• ADR is generally confidential, which can help protect privacy and preserve working relationships.
• ADR can be less stressful and adversarial than traditional litigation.
• ADR can help parties maintain ongoing relationships (for example, when co‑workers or business partners must continue working together).

A fair ADR process is usually described as voluntary, confidential, enforceable if an agreement is reached, and led by a neutral who has no stake in the outcome.

Types of employment issues suitable for ADR

Employment‑related problems that may be appropriate for ADR, according to the firm's website, include:

• Disputes between employees (work tasks, responsibilities or personal conflicts)
• Disputes between employees and management (pay, working conditions or discipline)
• Disputes between an employer and a union (including collective bargaining disputes)
• Workplace discrimination or harassment claims
• Disagreements over workplace policies or procedures
• Performance or disciplinary disputes
• Termination and severance disputes

Role of the firm as ADR counsel or neutral

Shields Petitti and Zoldan, PLC can:

• Advise whether ADR is appropriate for a particular dispute
• Explain different ADR options and help select the most suitable approach
• Provide legal representation during mediation or arbitration, including preparing the case, negotiating and advocating for the client's position
• Serve as neutral mediator or arbitrator (for example, through Burr Shields) when asked to act in that capacity

For contact details to discuss ADR options, see the Contact details and office information document.

The firm's website explains that most Arizona workers are at-will employees, meaning an employer can end the employment relationship at any time, for any lawful reason or for no stated reason. However, a termination becomes wrongful or unlawful if it violates federal or state employment laws or the employee's legal rights.

Examples of potentially unlawful reasons for termination include:

• Discrimination based on a protected class (such as race, color, religion, gender, national origin, pregnancy, disability or age);
• Retaliation for reporting harassment, discrimination, safety issues, wage violations or other unlawful conduct;
• Breach of contract, where a firing violates the terms of an employment contract or binding handbook provisions;
• Violation of public policy, such as firing someone for serving on a jury, voting, or refusing to engage in illegal activity;
• Constructive discharge, where an employer creates intolerable working conditions that effectively force an employee to resign.

Not every unfair firing is illegal, but the firm can evaluate whether the facts of a particular situation may support a wrongful termination or related claim.

How the firm helps in wrongful termination matters

According to the website, the firm's wrongful termination attorneys can:

• Listen to your story and evaluate your case, reviewing employment records and other evidence to see whether the employer's actions may have been unlawful.
• Gather and analyze evidence, including emails, performance reviews, witness statements and other documentation.
• Identify all potential legal claims, such as discrimination, retaliation, hostile work environment, breach of contract, constructive discharge and related issues.
• Handle administrative filings, including preparing and submitting charges to the EEOC (Equal Employment Opportunity Commission) and the Arizona Civil Rights Division (ACRD) within the required deadlines.
• Negotiate settlements, seeking fair compensation where appropriate without necessarily going to trial.
• Litigate in court when negotiation or mediation does not resolve the dispute.
• Manage communications with the employer once the firm is formally retained, helping to reduce stress for the client.

Deadlines and statutes of limitations (as described on the website)

The wrongful termination page highlights important time limits, including:

• EEOC charge deadlines – generally 180 days from the discriminatory act, extended to 300 days in some situations where a state or local agency also enforces a similar law.
• Arizona Civil Rights Division (ACRD) deadlines – generally 180 days from the act for certain wrongful termination and discrimination claims under Arizona law.
• After an agency investigation, a "right to sue" letter may issue, often giving 90 days to file a lawsuit.

The exact deadlines and procedures depend on the specific claims involved. Missing a filing deadline can result in losing the right to pursue certain claims, so prompt legal advice is important.

Types of wrongful termination scenarios discussed

The firm's materials describe common scenarios that may overlap with wrongful termination, including:

• Firing someone as a result of discrimination based on a protected characteristic
• Retaliation after complaints about harassment, discrimination or safety
• Termination tied to taking protected leave (such as family and medical leave)
• Termination for serving on a jury, voting, joining or not joining a union, or military service
• Termination in violation of federal laws such as Title VII, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the National Labor Relations Act, and the Uniformed Services Employment and Reemployment Rights Act
• Termination in violation of applicable Arizona employment and civil rights laws

When to contact the firm

If you believe you were wrongfully terminated or forced to resign, the firm encourages you to:

• Contact Shields Petitti and Zoldan, PLC as soon as possible to preserve deadlines and evidence.
• Schedule a paid consultation so an attorney can review your situation, explain your legal options and discuss possible strategies.

For details on how to reach the firm and how consultations work, see the Contact details and office information and Consultations, fees and billing documents.

Ask anyway — the agent will say plainly that it is not published rather than guess.