The best way to find out is to submit a case evaluation form at the top of the page. Generally, an employer may not discriminate against an employee based on their race, gender, age, national origin, disability, or any other protected category. Taking employment actions – hiring, firing, promotion, compensation – based on a protected characteristic is unlawful. Employees also have the right to be free from sexual harassment in the workplace and must be paid a minimum wage and, potentially, overtime. Employers are also prohibited from permitting a hostile work environment, in which slurs, offensive “jokes,” and stereotypes are prevalent. However, North Carolina is an “employment at will” state, which means that an employee can be fired for any reason that is not discriminatory or otherwise unlawful.
It depends on your individual situation. There are many types of damages that may be available to you, including back pay, front pay, emotional distress, compensatory, statutory, liquidated and punitive. Once we have had an opportunity to review your situation, we can give you a better assessment of what your case is worth. Rest assured that, if we decide to litigate against your employer, we will pursue every dollar that you are entitled to receive.
This also depends on your individual situation. While we do take some cases on a contingency basis, we cannot always offer a contingent fee arrangement. We will discuss the fee arrangement during the initial consultation.
Due to the number of inquiries we receive, we are not able to respond to every inquiry. If you do not hear back from us within 3 business days, we are unfortunately unable to assist you with your matter.
Let’s talk about what you can expect from an initial consultation. We will have already reviewed your case evaluation form and used it to prepare an outline of questions for our meeting. We will also likely have done some preliminary research on your employer. You will meet with an attorney, not an intake clerk or paralegal, for an hour to discuss your situation. It is our goal that, whether or not we decide to go forward together, you will leave the initial consultation with a solid understanding of your rights. Because of the amount of time we spend preparing for each initial consultation, we charge a fee for them.
We look for employees who were treated unlawfully by their employers and who have strong employment claims. We are particularly likely to take cases involving sexual harassment, manager or executive level employees, or multi-plaintiff cases (cases where more than one employee has been harmed by the same employer).
You should check out our timeline of an employment case page, which we have prepared to explain the litigation process. We understand that litigation is stressful and unfamiliar, and we will be there every step of the way to explain things and help you feel comfortable.
There are retaliation laws that protect employees who are in that exact situation. While your employer could break those laws and take action against you, that would be most unwise on their part. Judges and juries have been known to react very unfavorably to employers who retaliate.
Every case is different, but that is usually a good idea. Our view is that it never hurts to make or listen to an offer or a proposal. We always strive to maintain a courteous relationship with the other side and to approach employers in a firm, but open-minded, way. Sophisticated employers know that employment discrimination and harassment is bad for everyone, including them. Discrimination and harassment hurt both employee morale and profitability, and time spent on discrimination and harassment can be better spent elsewhere. And, when employment decisions are made based on unlawful discrimination, high performing employees are lost for reasons that have nothing to do with the company’s interests. Given that, and the costs and expenses involved in litigation, employers are often willing to negotiate settlements.
Yes! There are stringent timelines in which an employee must act if he or she wishes to bring a claim. If you have been the victim of discrimination or harassment, the sooner you contact us the better. We never want to see an employee who has been treated unlawfully lose their opportunity to take action because they delayed in contacting legal counsel.
We represent both employees and employers in non-competition, non-solicitation, and trade secret cases. Occasionally, we represent employers in discrimination and harassment cases, and any employer who is interested in representation is welcome to call us.
