Summary
Facts are the most important part of any employment law matter. Regardless of whether you are an employee or a small employer, employment issues are all about the facts. Your potential claim or defense depends on them.Some of my best clients are those who I never personally met. I represent several physicians who I have never personally met. And I have counseled them for years. And they keep asking for my help. I think that speaks volumes.The number of degrees that you have or where you attended school mean very little to me. I want to know about your facts. I will ask you very detailed questions. One of my current clients recently commented that I ask very specific questions and this client knew I cared about the client's potential claim by the types of questions I asked and how I asked those questions.I represent college professors, educators at all levels, construction workers, mechanics, healthcare professionals, financial industry executives, chemists, sales professionals and everyone in between. To me what matters is whether you have facts which support a potential claim.You don't need recordings, witnesses, contracts, comprehensive personnel files, or anything elaborate. But you do need to tell me about your facts. What was said, who said it, and about when the statements were made. Or you need to describe who touched you, where, when, and the circumstances of the unwanted touching.I can never tell which potential client might have the best facts without speaking with them. I don't know who has kept all of their text messages with their supervisor. I don't know who will tell me some facts which are even better than all of their texts or emails while we speak. At times, I might spend a few hours with a potential client because I get a sense that they might lose their job and that I might be able to help.If a potential client calls me early, before they lose their job, I respect that. I like potential clients who are not afraid to reach out early.
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