About Ben Earwicker
Ben Earwicker, J.D., Ph.D., is an Idaho attorney whose career has brought together employment law, civil-rights enforcement, negotiation, dispute resolution, and education.
As former Director and Administrator of the Idaho Human Rights Commission, Ben has extensive experience with the state and federal laws governing workplace discrimination and retaliation—and with the administrative processes through which those claims are investigated, evaluated, mediated, and resolved.
At Workplace Remedy Law, he brings that experience to representing Idaho employees facing difficult workplace problems and uncertain decisions about what comes next.
A career focused on fair workplaces and meaningful resolution.
Ben’s path to employment law has not been limited to one side of a courtroom. His work has included investigating discrimination claims, administering a civil-rights enforcement agency, interpreting and applying state and federal employment laws, mediating complex disputes, training employers and professionals, teaching negotiation and dispute resolution, and helping people navigate difficult conflicts.
That breadth of experience shapes the way Ben approaches legal representation today.
At the Idaho Human Rights Commission, Ben began as a civil-rights investigator and later served as Director and Administrator of the statewide agency responsible for enforcing Idaho’s anti-discrimination laws. His work involved employment discrimination matters arising under the Idaho Human Rights Act and federal laws enforced in partnership with the U.S. Equal Employment Opportunity Commission.
Through that experience, Ben saw employment disputes from many perspectives: employees trying to understand what had happened to them, employers responding to allegations, investigators evaluating evidence, mediators looking for opportunities for resolution, and decision-makers applying the law to complicated workplace facts.
That perspective now informs his work on behalf of employees.
Understand the problem.
Know your options.
Find the right remedy.
LEGAL ADVOCACY
Employment law and civil rights
Ben’s legal practice focuses on representing employees facing workplace discrimination, harassment, retaliation, disability and accommodation issues, discriminatory or retaliatory termination, and related employment concerns.
His experience with administrative enforcement provides particular insight into matters before the Idaho Human Rights Commission and U.S. Equal Employment Opportunity Commission, including the investigation, mediation, and resolution of discrimination charges.
ENFORCEMENT
Experience inside the administrative process
Before founding Workplace Remedy Law, Ben served as Director and Administrator of the Idaho Human Rights Commission after first joining the agency as a civil-rights investigator. He has investigated and overseen the investigation of more than 5,000 discrimination complaints and worked extensively with state and federal anti-discrimination laws.
That experience provides a practical understanding of how administrative claims develop—from the initial allegations and evidence through investigation, agency proceedings, negotiation, and potential resolution.
NEGOTIATION
Dispute resolution as part of effective advocacy
Ben is also an experienced mediator and negotiation professional. His private mediation work has involved complex employment, business, organizational, family, and other disputes across the United States and internationally.
That experience influences his approach to advocacy. Not every workplace dispute requires the same strategy, and effective representation means understanding when to negotiate, when to pursue administrative remedies, when resolution is possible, and when stronger advocacy is required.
EDUCATION
Making complicated issues understandable
Before entering civil-rights enforcement, Ben spent more than a decade as a university professor and academic administrator. He continues to teach negotiation and dispute resolution and has provided professional training on civil rights, employment law, conflict resolution, and related subjects.
Teaching remains central to his approach as an attorney: clients should understand the law, their options, the risks they face, and the decisions they are being asked to make.
THE WORKPLACE REMEDY APPROACH
Advocacy. Negotiation. Resolution.
Workplace problems rarely fit neatly into a single category. A strong legal strategy begins with understanding what happened, identifying the applicable law, evaluating the available evidence, and determining what the client actually hopes to accomplish.
Sometimes the appropriate remedy involves negotiation or mediation. Sometimes it means pursuing a charge through the EEOC or Idaho Human Rights Commission. And sometimes effective representation requires preparing for the possibility of litigation.
The objective is not simply to identify a legal violation. It is to help the client understand the options and pursue the right remedy.
Education & Professional Background
Juris Doctor (J.D.)
University of Idaho College of Law
Doctor of Philosophy (Ph.D.)
University of Otago, New Zealand
Master of International Studies (M.Int.St.)
University of Otago, New Zealand
Undergraduate Studies
Psychology, Social Work, International Studies & Spanish
Northwest Nazarene University
Selected Professional Experience
Former Director & Administrator — Idaho Human Rights Commission
Civil Rights Investigator — Idaho Human Rights Commission
University Professor & Academic Administrator
Mediator & Dispute Resolution Professional
Instructor in Negotiation & Dispute Resolution
Bar Admissions
Idaho State Bar License #12588
Beyond the Office
Ben’s connection to Idaho stretches from his education and early professional work to his years of public service and university teaching. Outside of his legal, mediation, and teaching work, he enjoys traveling and spending time outdoors—particularly backpacking, running along the Boise River Greenbelt, and skiing throughout the Pacific Northwest.
WHEN SOMETHING HAS GONE WRONG AT WORK
You don't have to know the answer before you ask the question.
If you believe you’ve experienced discrimination, harassment, retaliation, a disability or accommodation problem, or another serious workplace concern, you don’t need to determine on your own whether you have a legal claim.
Tell us what happened. We’ll start there.
Workplace Remedy Law
Advocacy. Negotiation. Resolution.