How to engage a Law Firm
How to engage a Law Firm
These video resources highlight some of the legal implications of employment practices and workplace disputes. They are aimed at giving executives and employees a general understanding of employment law. For specific legal advice regarding your particular situation, you may want to consult an employment attorney. We hope you find these resources helpful.
Here is some practical insider advice on what to look for when you are choosing an employment law firm. (Spoiler Alert: we may not be the best law firm for you and your particular situation. If we know someone who would be a better fit for you, we will be more than happy to refer your case to another law firm.)
You can expect a thorough legal review of your particular employment situation and suggested strategies for moving forward. We ask everyone seeking a consultation to prepare a timeline of major events and a list of key actors to get the most out of the consultation. We also suggest that you prepare a list of key questions in advance of the consultation so that when we get into the details of your matter, we can make sure that you have covered all of the topics that are important to you.
We are not going to tell you not to be anxious. Given what many of our clients are facing, that is not realistic advice. We will suggest that your preparation in advance of meeting with an attorney will ease some of your anxiety. We like to think that we are approachable, but you will have to decide that for yourselves. We can tell you that we wouldn’t dedicate our entire firm to exclusively practicing employment law and solving workplace disputes if we didn’t take the responsibility seriously.
Way too long. Unfortunately, the Constitution only provides for a speedy trial in criminal cases – civil cases are rarely speedy. However, some of our employment matters settle two to six months after your initial consultation. Cases that go to court can take an additional 12 to 18 months to resolve. We have had some cases in litigation that have taken more than 3 years to come to resolution. Our goal is to resolve your matter favorably as quickly as possible, but that is not necessarily what your former employer’s goal is.
A professional, neutral, third-party mediator will facilitate productive discussion, promote each party’s interest and work towards an agreement that can end the dispute.
Mediation can accelerate the resolution of a dispute and bring the matter to a close without the expensive cost of litigation in the court system. While mediation is often a productive, viable option in resolving conflict, there are pros and cons to the process that need to be well understood given each party’s specific circumstances.
Disclaimer
The information provided within these videos does not constitute legal advice. Employment law is complicated and appropriate legal assessment and advice can only be given during a thorough, confidential consultation of your specific facts.