Strength of Evidence

The main factor in making any case is the evidence that will be presented. Substantive evidence includes, contracts which show agreement violations, emails and memos, witness statements, and recordings. We also dissect this evidence to tell a story that supports the arguments made if not advocating the narrative. Well-supported evidence goes even further not only to buttress your argument, but also to help your case the next time you engage in negotiations or legal battles.

Legal Deadlines

Equal to many other types of claims, employment law cases come under statutes of limitation that outline the time frame that is permissible. Failure to meet these deadlines will lead to the dismissal of your case irrespective of the strength of the case filed. By checking timelines of the events we ensure that your claim falls within the legal provisions before processing hence giving you the confidence that your case is being tended to as soon as possible.

Employer’s Liability

Before your case can go forward, your employer has to meet legal obligations for liability. This is followed by the step of evaluating whether or not they transgressed relevant employment laws through affirmative action or inactions. In this aspect, we consider the company standards, managerial positions, decisions made (or omitted) concerning your issues. This helps us in being in a position to explain the employer and set forth his/her roles in the dispute.

Jurisdiction

Employment issues frequently cover questions of both state and federal legislation, which may cause confusion. Finding the right jurisdiction is very important so that the case may be filed in the right court as governed by the right laws. We also review the jurisdictional issues and in so doing understand the laws that will apply to your case and increase your chances of winning.

Honest opinions and suggestions

It is a fact that we give importance to be transparent in our practices as for us it is one of the values. However, if in our assessment we find that the ingredients of your case are not strong enough legally to pursue, we shall be frank and advise you on what legal remedy is available.
-Mediation: It is possible for a third party to mediate for you and your employer, both of you seeking a common solution.
-Arbitration: This is an individual procedure of reaching a decision whereby you explain your side to an arbitrator; however, this could be either mandatory or nonmandatory, depending on the contract in place.
-Regulatory Complaints: A complaint can be made with agencies such as the EEOC or a state labor board, and, at times, the complaint results in resolutions without going through the legal system.