Employment Case Assessment: Phase Five
Phase Five
At this point, you have your second attorney meeting scheduled. You can expect that at this meeting they will provide their advice about the risks and benefits of moving forward, the strengths or weaknesses of your potential legal claims, and your options moving forward.
If the decision made between you and your attorney is not to take any further action at this time, then our engagement is complete and you have no further obligation to us, financial or otherwise.
If both you and your attorney believe the best course of action is to pursue a remedy, then we will walk you through what the next steps are with our firm.
In many cases, this involves a private demand letter and attempt to negotiate a settlement or severance privately, without filing a claim in court. Sometimes there is a need to proceed directly to legal action- examples include if you are close to a statute of limitations or your employer has already indicated an unwillingness to discuss the situation reasonably. Other times it makes the most sense in your situation to engage us to provide ongoing advice and support on an hourly basis, or for you to wait to decide whether to move forward pending some other action by your employer.
Either way, the options, and terms of the second phase of our engagement, will be discussed with your attorney at this meeting.
If the decision made between you and your attorney is not to take any further action at this time, then our engagement is complete and you have no further obligation to us, financial or otherwise.
If both you and your attorney believe the best course of action is to pursue a remedy, then we will walk you through what the next steps are with our firm.
In many cases, this involves a private demand letter and attempt to negotiate a settlement or severance privately, without filing a claim in court. Sometimes there is a need to proceed directly to legal action- examples include if you are close to a statute of limitations or your employer has already indicated an unwillingness to discuss the situation reasonably. Other times it makes the most sense in your situation to engage us to provide ongoing advice and support on an hourly basis, or for you to wait to decide whether to move forward pending some other action by your employer.
Either way, the options, and terms of the second phase of our engagement, will be discussed with your attorney at this meeting.
|
 |
|
