Employment issues including discrimination, harassment, unfair dismissal or no pay discrimination can be an incredibly trying process. Such problems do not only interfear with your career; they may also create concerns in the area of financial status, emotional health, and well-being. Lewing you feeling quite vulnerable and unsure of your course of action all the while having to grapple with stressful employment law issues. We know how these challenges can affect their lives and businesses, at Horowitz & Rubinoff, we will help you navigate through these issues with the professionalism and compassion that they deserve. Our process starts with compassion and accuracy. As soon as you get in touch we encourage a friendly and informal first appointment where every detail of your story is patiently listened to in order to capture any finer elements that may be important in an individual case. As you will understand, there is no identical environment and we adapt to your objectives, ambitions and needs. Whether you want to sue for money damages, an equitable remedy and or re-establishment of your position, we strive to offer simple solutions that favor your end. In our evaluation we take a critical look at all the facts and circumstances of your case. We also assess employment history, messages or even legal rights observed under either state or federal law. It also eliminates cases where later aspects conflict with early ones, making your case stronger and this will improve your chances of winning a case. To that end, in this article, we will take you through how we conduct your case, and provide information on strategies that are used to ensure the best outcome is procured. At Horowitz & Rubinoff, we are not only your lawyers, rather we stand beside you during a challenging phase of life. When you are backed up by such experienced team , you will go to work with confidence and determination to fight any form of injustice in the workplace.
Learning the Specifics of Case Assessment
Disputes at the workplace make challenges seem like tremendous barriers to deal with that affects so many areas of life. Emotional torts involve rights that have been violated with regard to things like discrimination, harassment, egregious discharge or pay discrepancies – these are not only distressing; they can lose you income and jeopardize your career. These challenges may make you wonder which course of action you should take legal issues associated with it. At Horowitz & Rubinoff, we know how important these problems are and do all we can to help you by making the process of checking your case as comfortable as possible. As a team, our staff has spent many years in the industry, and we understand that each case is different and requires its analysis. Hence, we seek to analyze facts, context, and legal provisions with the aim of presenting them most effectively, and then giving relevant advice. Therefore, our focus is to make you understand every aspect we have discussed above and be in a position to take the right move. In this article, I plan to provide the readers more details on our structured case assessment process. Let’s go through the basic understanding of how lawyers help you, starting from the first meeting and proceeding to the development of the legal strategy and the things to do and not to do after trial.
Step 1: The Initial Consultation
Preparing the Ground for Your Battle
The first session is more than just an appointment— it’s the foundation for your whole case. This forms the basis of our strategy since we shall be in a position to understand more about your workplace issue in order to design the right approach to solving the problem.
We Listen Carefully
Listening is our core value at Horowitz & Rubinoff. During the consultation, we offer you a completely unbiased environment to discuss with us what is happening in your life. It matters not whether it is harassment, wage, or termination issues we strive at detailing the emotional and practical side of your case. I believe that my way of thinking is in tune with a client-oriented stakeholder approach because your inputs are being incorporated into devising an approach that addresses your needs and aspirations.