Murray Law LLC

Focus and practice areas

Murray Law works one side of employment law: the employee side, plus small employers. The Denver firm handles wrongful discharge, discrimination, harassment, hostile work environment claims, and retaliation. Family and medical leave disputes sit in the same practice, along with non-competition and trade secret matters.

Wage claims round out the private sector list. The firm takes unpaid wages and overtime cases, which are the bread and butter of employment litigation and often the ones with the clearest arithmetic behind them.

The discrimination work covers a long list of protected categories. Race, color, sex, sexual harassment, pregnancy, national origin, age, disability, religion, and LGBTQ+ discrimination all appear on the firm's practice areas page. In my opinion, publishing that list in full tells a prospective client something useful before the first phone call.

Government employees

A second track runs alongside the private sector work. Murray Law represents federal, state, and local government employees in adverse agency actions, disciplinary cases, and performance-based cases. Equal Employment Opportunity proceedings fall here too.

Public sector employment law has its own procedural machinery. Agency deadlines, internal appeal steps, and administrative forums all behave differently from a straight civil suit. A firm that lists this work separately is signalling it knows the difference.

The attorney behind the firm

Steven L. Murray leads Murray Law. His background lines up closely with the cases the firm takes, which is worth spelling out.

Murray served as a Senior Trial Attorney with the Equal Employment Opportunity Commission, working in Denver and in Birmingham, Alabama. That is the agency on the other side of many of the discrimination and EEO matters the firm now handles for individuals. Time inside an agency teaches you how its files move, how its investigators think, and what a charge looks like from the receiving end.

Before the EEOC, he worked as an attorney for the International Brotherhood of Teamsters and for the Colorado Education Association. Union-side and association work puts an attorney close to grievance procedures, collective agreements, and the day-to-day friction of workplaces.

Credentials and admissions

Murray holds a Master of Laws in Employment and Labor Law from Georgetown University Law Center. The underlying degree is a Juris Doctor from Saint Louis University School of Law.

An LLM in the same field the firm practices is a real signal. It is a year of graduate study aimed at one body of law, and it is not a credential most employment attorneys carry.

He is admitted in Colorado and in the District of Columbia, and before several federal district and appellate courts. The federal admissions matter in this area of law, since Title VII, the ADA, the ADEA, and the FMLA are federal statutes and those cases land in federal court.

Where the work happens

The firm appears before federal and state trial courts and appellate courts. It also works in front of government agencies, arbitrators, and mediators.

That spread reflects how employment disputes actually resolve. Many end at an agency or in mediation. Some go to arbitration under a clause the employee signed on their first day. A smaller number reach a courtroom, and appellate work follows only a fraction of those.

Geographically, Murray Law serves clients throughout Colorado. It also takes matters in other locations where it is retained, at times working with local counsel in that jurisdiction. The District of Columbia admission gives that reach a concrete anchor.

What the site tells a prospective client

Murray Law LLC is the legal name; the firm goes by Murray Law. The website is smurraylaw.com, and the practice sits in Denver.

The site does not list a founding year, and it names one attorney. What it does publish is specific: the exact claims handled, the exact protected categories, the schools, the agency history, and the courts of admission. As a reviewer, I put weight on that kind of detail, because it can be checked against public records and bar admissions.

Who this profile fits

The pairing of private sector and government employee work is the distinguishing feature here. An employee facing a federal agency disciplinary process and an employee suing a private employer for unpaid overtime are looking for different procedural knowledge. Murray Law lists both.

Someone weighing a discrimination claim in Colorado will find the practice area detail on the firm's site unusually granular. Someone with a non-compete problem or a trade secrets accusation will find those listed too, which broadens the picture beyond the classic discrimination file.

How the record reads

Murray Law is a small Denver employment and civil rights practice with one named attorney whose career has been spent in this field. The EEOC years, the union work, and the Georgetown LLM all point the same direction.

The site publishes no case results, no settlement figures, and no rankings. It publishes credentials and a claim list. For a directory built on checkable evidence, credentials and admissions are the sturdier material, since a state bar record either confirms them or it doesn't.

Employment law rewards familiarity with procedure. Charge filing windows, right-to-sue letters, exhaustion requirements, and agency appeal steps all carry deadlines that end cases before the merits are heard. An attorney who spent years as a Senior Trial Attorney inside the EEOC has handled that procedural layer from the government's side, in two different field offices.

Steven L. Murray is admitted in Colorado and the District of Columbia and before several federal district and appellate courts, and the firm takes cases throughout Colorado and beyond it with local counsel.