You’re not sure if you need an employment litigation attorney. The idea of legal action, of any confrontation, is highly stressful.
Work has become unbearable - and the stress is seeping into every aspect of your life. Maybe there’s been a tipping point. Sick of this, you (may) be ready to take action.
Why Consider an Employment Litigation Lawyer
Perhaps you shared your situation with a friend, who recommended you speak with an employment litigation lawyer. Or perhaps an incident happened that went way too far over the line.
Is all the commotion worth going to an employment litigation attorney?
We’ll be candid. After the process is over, most clients feel like they can finally breathe again. It was not the intense TV court drama they imagined, Finally, able to have their voice heard, they feel so thankful they took action.
Do You Have a Case?
You may have grounds for needing a discrimination or sexual harassment lawyer. (Discrimination = wrongful treatment usually based on gender, race or sexual orientation).
First, to confirm, if there’s a case and you move forward:
- Most cases have no upfront, out-of-pocket costs for you. Typically, in these cases, lawyers are paid on settlement
- Most cases don’t go public.
As some of the best discrimination lawyers in San Diego, we honor your wishes and do everything we can to move the case in the direction that’s comfortable for you.
We focus on your outcomes and only proceed with what makes you feel comfortable.
Let’s boil down the jargon and share the basics. Then, reach out to see if you have a case.
As a Workplace DiscriminationLawyer, We Advocate for You
It is common to be in one of these situations and have a fear of rocking the boat. But here’s the thing. The wrongdoers’ actions are the waves that started the rock. And you deserve to find safety.
What You Should Do Immediately
First, no matter what you do or if you hire a workplace discrimination lawyer, start a journal.
- Document each incident that happens. Write down the date, time and exactly what happened/was said.
- Consider going to HR. Document the date of any visit and how the conversation went. We know talking to HR can feel uncomfortable, but it matters. Later, if action could be taken, it can help show you tried to work things out - but the company did not try to make changes.