About The Initial legal assessment and consultation

We represent both employees and employers in various legal matters. Our expertise covers employment law, discrimination, executive employment, business law, entertainment and sports law, contracts, and more.

It would be helpful to bring any relevant documents related to your legal matter. Additionally, if you have any questions or concerns, it would be beneficial to write those down beforehand so that you don't forget to ask them during your meeting.

The cost of our legal services varies depending on the complexity of your legal matter. We offer transparent and fair pricing, and will provide you with an estimate of our fees before we begin working on your case.

Our attorneys carefully assess the merits of your case. We consider evidence, legal precedents, and potential outcomes.

We aim for efficient resolutions, avoiding lengthy litigation. Our expertise streamlines legal processes, benefiting clients.

Discrimination in the workplace occurs when an employer treats an employee unfairly or unequally due to specific characteristics. These protected characteristics include race, ethnicity, gender identity, age (if over 40), disability, sexual orientation, gender, religious beliefs, or national origin. Examples of workplace discrimination include biased hiring, unequal promotions, disparate treatment, termination based on discriminatory reasons, and various forms of harassment. 

Federal and state laws protect employees from unfair and unwelcome treatment at work. The Equal Employment Opportunity Commission (EEOC) enforces discrimination and harassment laws, although its coverage doesn’t extend to all employers—it often depends on the number of employees. Discrimination occurs when an employer treats an employee unfairly based on a protected status such as  race, color, religion, sex, national origin, age (40 or older), disability, or genetic information. 

Harassment, which includes offensive conduct related to protected characteristics, is unlawful when it creates an intimidating, hostile, or abusive work environment. Sexual harassment, specifically unwelcome sexual advances or offensive comments, is also prohibited.

In general, a hostile work environment occurs when an employee faces discrimination, harassment, or retaliation based on their protected status (i.e., race, sex, religion, etc.). For a workplace to be legally considered “hostile,” the behavior must meet the following criteria:

1. Discriminatory Basis:
   • The conduct must target an employee due to their protected status.
   • It cannot be a one-time event or an offhand comment; it must be persistent and long-lasting.

1. Severity and Impact:
   • The behavior must be severe enough that a reasonable person would find the work environment intimidating, hostile, or abusive.
   • It should affect the terms and conditions of your employment.

It may involve racial slurs, inappropriate jokes, or offensive graphics/pictures. Please note this is a short and quick answer but will require a thorough examination of your specific situation to ascertain the validity of a hostile work environment.

Wrongful termination happens when an employer fires an employee for reasons that violate federal or state labor laws. Examples include discrimination, retaliation, unsafe work practices, or refusing to participate in illegal activities.  Termination may also be wrongful if your employer did not follow proper termination policies.

Without a Lawyer:

• Pros: You can file the charge independently, saving legal fees.
• Cons: Navigating the process alone may be challenging. Legal expertise can help strengthen your case.

With a Lawyer:

• Pros: An attorney understands the intricacies of EEOC procedures and can guide you.
• Cons: Legal representation involves costs, but it may improve your chances of a favorable outcome.

Ultimately, the decision depends on your comfort level, the complexity of your case, and your resources. Consulting an attorney for advice is advisable.

Private mediation in employment law cases involves bringing parties together for a confidential and voluntary dispute resolution process. Here are key points about private mediation.

Process Control: Parties control the mediation process, allowing flexibility in crafting solutions that meet their needs. The result is more likely to be beneficial than one determined by a court or jury.

Confidentiality: Mediation is private, ensuring sensitive employment matters remain confidential. Discussions occur outside a public court setting.

Expert Mediators: Mediators with expertise in employment law facilitate discussions. Their experience in handling these matters is crucial.

Cost-Effective and Timely Resolution: Costs less than a lawsuit and avoids the uncertainty of a judicial outcome. Mediation helps avoid lingering animosity between parties.

Cooperation and Problem-Solving: Fosters cooperation and encourages a problem-solving approach where the parties can openly discuss their views in a neutral, private setting.

In summary, mediation provides a constructive, efficient, and collaborative approach to resolving employment disputes.

To report workplace discrimination, individuals should follow the employer's reporting policy if an established procedure is in place for ethics and/or misconduct complaints. Employees can also submit a complaint to the EEOC, or their state-specific administrative agency’s equal employment office that handles such complaints. It is best to partner with an experienced employment lawyer when submitting these complaints.

The journey begins when you file a charge of discrimination, harassment, or retaliation with the EEOC. This charge must be filed within 180 days of the alleged incident. Our attorneys can assist you in preparing and submitting this charge, ensuring that all necessary details are included.

Once your charge is filed, the EEOC will review it and notify the employer. The employer will be given an opportunity to respond to the allegations. During this time, our team will help you gather any additional evidence and prepare for the next steps.

The EEOC may offer mediation as an option to resolve the dispute early. Mediation is a voluntary process where both parties attempt to reach a settlement with the help of a neutral mediator. Our firm has extensive experience in advocating for clients during these pre-settlement negotiations, aiming to achieve a favorable outcome without the need for prolonged litigation.

If mediation is not successful or not pursued, the EEOC will conduct a thorough investigation into your claims. This process can take several months and may involve interviews, document reviews, and site visits. Our attorneys will work closely with the EEOC investigator, providing necessary information and advocating on your behalf throughout the investigation.

After completing the investigation, the EEOC will issue a determination. If the EEOC finds reasonable cause to believe discrimination occurred, they will attempt to resolve the issue through conciliation. If conciliation fails, or if the EEOC does not find reasonable cause, they will issue a Right to Sue letter.

The Right to Sue letter grants you the legal right to file a lawsuit in federal court. This letter is a crucial step in your journey towards seeking justice. Our team will review the letter with you, explain its implications, and discuss the next steps.

Once you receive a Right to Sue letter from the EEOC, it means that you have the legal right to file a lawsuit in federal court. This letter is typically issued after the EEOC has completed its investigation into your complaint of discrimination, harassment, or retaliation. You must file your lawsuit within 90 days from receipt.

Our team will conduct a thorough evaluation of your case, gathering all necessary documentation and evidence. We will develop a strategic plan tailored to your specific circumstances, aimed at achieving the best possible outcome.

Before filing a lawsuit, we will attempt to resolve the matter through pre-settlement negotiations. This may involve mediation or direct discussions with the employer’s legal representatives. Our firm has a strong track record of successfully negotiating favorable settlements for our clients, saving them time and stress.

If pre-settlement negotiations do not result in a satisfactory resolution, we will proceed with filing a lawsuit in federal court. This involves drafting and submitting a complaint that outlines the legal basis for your claims and the relief you are seeking.

Once the lawsuit is filed, both parties will engage in the discovery process. This phase involves the exchange of information, documents, and evidence relevant to the case. Our attorneys are skilled in managing discovery efficiently and effectively, ensuring that we build a strong case on your behalf.

Throughout the litigation process, there may be various pre-trial motions and hearings. These can include motions to dismiss, motions for summary judgment, and other procedural matters. Our experienced litigators will advocate for your interests at every stage.

If your case proceeds to trial, our team will meticulously prepare, ensuring that all evidence and arguments are presented compellingly. We have extensive experience representing clients in federal court and are dedicated to achieving justice for you.

After the trial, there may be additional steps such as appeals or enforcement of the judgment. We will continue to support you through any post-trial actions to ensure that the final resolution is in your favor.