To most people, and particularly people who are handling a legal matter in practice by themselves, the employment claim process can be daunting. Nevertheless, having a good law firm is an asset to you; every process thereof is easier to cope with, more calculated, and meaningful. It does not matter whether it is wrongful termination, discrimination, wage theft, or retaliation the understanding of the legal roadmap can make you better aware of the decisions one may make. On the following pages, we divide the main steps of the legal process, starting with the filing, and going through representation in a courtroom.

Claim Filing

Most maters of employment law start with the first legal step of filing a complaint with a regulatory agency depending on what your issue may be. In case of discrimination, harassment or retaliation, you probably will start with California Civil Rights Department (CRD) or federal Equal Employment Opportunity Commission (EEOC). These agencies govern the cases of breaking such laws as Title VII of the Civil Rights Act, the California Fair Employment and Housing Act (FEHA) etc. A skilled company such as Horowitz & Rubinoff will assist in determining what agency fits you in relation to your situation and whether it is ideal to request a right-to-sue letter at once or just wait to the investigation. It is important to pay attention to timelines, otherwise, your case may be lost because of tight statutes of limitation. As concerns wage claims or work violations, one may file claims in the California Labor Commissioner Office or in the civil court-it all depends on the strategy you and your attorney will choose.

 Settlement Negotiations

After a claim is made, a number of cases are usually settled out of court by making a settlement. Such process may include straightforward negotiations between lawyers or more structured means such as mediation, where a third party plays a role to resolve a situation. Team at Horowitz and Rubinoff has a reputation of implementing imaginative and aggressive negotiation techniques that favor the interests of employee; this may include financial awards, rehiring, or an admission of fault. The benefit of settling is that in most of the cases, it results into quicker results, less expensive, and less emotionally draining. Some cases cannot be settled, and experienced attorney will know how to use appropriate leverage agency or publicity or trial preparation to advantage your bargaining position.

Going to Trial or Appeal

In cases where there is no settlement, or where the case deals with greater legal principles or employer acts of improper conduct then it can face litigation. This involves a pre-trial complaint to state or federal court, discovery (distribution and pointing out proof), depositions, pre-opening proceedings and lastly the trial itself. Horowitz & Rubinoff offers more than forty years of litigation experience, which gives the clients an extensive advantage in litigation strategy. The attorneys of the firm are recognized to be well prepared, aggressive in their arguments and astute in pleading the case of the workers before the judges and the jury. In other cases, when one trial fails to give a fair judgment, one is allowed to appeal to the Court of Appeal. Appeals are complicated legal work that demands both familiarity with the law concerning precedents and procedure, and Horowitz & Rubinoff have been able to bring appeals of workers, so that even the most elusive cases still had the prospect of justice. Whether your case settles at the bargaining table or all the way through to jury trial, the most important thing is the experience of those skilled and knowledgeable representatives. Unlike the justice system that you find yourself in, with Horowitz & Rubinoff you are not in it alone you are supported in every aspect by a legal team that will do what it takes to ensure that your rights are honored along the way.