Our process
We start by learning what happened and checking whether we can help. If we offer representation, you will see the proposed work and fees before deciding whether to hire the firm.
Tell us what happened, where you work, and whether a deadline is approaching. We use that information to check for conflicts and decide whether the matter fits our practice.
An attorney reviews the important events and documents. We may ask follow-up questions before deciding whether we can offer representation.
If we offer representation, the written engagement agreement explains the work we would perform and the fees. You can review it before deciding whether to hire the firm.
We organize the facts and evidence, then take the action that fits the case. That may include a workplace complaint, accommodation request, demand letter, agency charge, negotiation, or lawsuit.
We explain important developments, ask for your input, and advise you before major decisions. Some matters resolve through negotiation; others proceed through an agency or court.
Preparing for intake
You do not need to reconstruct the entire employment relationship before contacting us. Start with the events and documents closest to the problem.
List the main events in date order. Include the complaint, request, discipline, leave, pay decision, or termination at the center of the matter.
Bring the records already available to you lawfully. Do not access accounts without permission or remove privileged, proprietary, or confidential material.
Bring any response date, severance deadline, return-to-work date, agency notice, or other event that may require prompt attention.
Start the conversation
Contacting the firm does not create an attorney-client relationship. Representation begins only through a written engagement agreement.
