A: Most cases are taken on contingency basis, meaning that you do not have to pay anything until the attorney gets a judgment or a settlement on your behalf. After the settlement/judgment is obtained, the attorney’s fees are paid on a percentage basis. For other cases, attorney bills the client by the hour. We provide free case evaluation.
A: Most employers are reluctant to fire an employee who has legal representation. If you are fired from employment after you write a complaint or get attorney involved – this might be grounds for employment retaliation. In most cases, however, attorney involvement helps employees resolve their issues with the employer.
A: It depends on the facts of your case. Sometimes it is possible to negotiate a higher severance payment. In many cases, attorney Freeze has been able to get higher severance payments for her clients.
A: At-will employment means that your employer can fire you for any reason or no reason. While employers generally have broad discretion when it comes to terminations, an employer cannot fire an employee for an illegal reason! Usually, employees are let go for business reasons, most popular are: poor performance or “bad economy.” However, in reality, an employer might be simply covering up an illegal reason (called “pretext”). An experienced attorney will be able to determine whether your termination was legal or illegal.
A: Only if the boss is mistreating you for illegal reasons: e.g. gender/race/national origin/ religious/disability discrimination, for complaining about your wages or harassment to the company human resources, for getting pregnant or developing a serious illness, to name a few. An attorney will need to review your case in detail to see if your boss is mistreating you for illegal reasons. However, it is not illegal to be a “jerk boss.”
The comments contained in this website are not to be considered legal advice nor should they be construed to apply in all claims. Your claim should be reviewed on an individual basis. For legal advice or opinion, please consult an attorney to determine if the information in this section applies to your claim