Floyd & Pflueger, P.S. was established in 1991 to provide aggressive, responsive, and cost- effective litigation services to our clients. We have built an enviable record of success representing a wide variety of clients in trial and appellate courts throughout the Northwest and have attorneys licensed to practice in Washington, Alaska, and Oregon. At the same time, we have demonstrated an ability to control costs and avoid the administrative inefficiencies often associated with larger general practice firms.

Floyd & Pflueger, P.S. serves the litigation needs of self-insured corporations, insurance companies, and professionals. We strive to maintain long term client relationships by meeting the individual needs of each client as to case evaluation, reporting, and billing.

The firm has a proven litigation track record with successful results in diverse areas including:

• Broker and Agent Liability
• Construction Defect
• Complex Multi-State Litigation
• Disability/Reasonable Accommodation
• Dram Shop Liability
• Employee Benefits
• Employment Discrimination
• Environmental Liability
• Hostile Work Environment
• Indemnity and Risk Transfer
• Insurance Coverage
• Personal Injury Defense
• Pharmaceutical Liability
• Premises Liability
• Product Liability
• Professional Malpractice Defense
• Property Damage
• Toxic Tort
• Wrongful Death
• Wrongful Termination

The firm's Employment Law Group specializes in defending claims specific to employer-employee relations, including:

• Employment Discrimination (based on race, national origin, religion, sex, age, disability, marital status, sexual orientation, pregnancy, or families with children)
• Hostile Work Environment
• Wrongful Termination
• Employee Benefits
• Disability/Reasonable Accommodation
• Family and Medical Leave Act Compliance
• “Disparate impact” class action lawsuits
• Invasion of Privacy

Employment Law Group attorneys also offer strategic counseling for employers who wish to create policies and structures that avoid common legal traps in the employment context (especially regarding hiring/firing, compensation, employee handbooks, performance reviews, and employee discipline).”