Employment Law
Our employment law litigation practice is with few exceptions limited to the representation of employee plaintiffs. We recognize that employment discrimination, wage & hour violations, retaliation, wrongful discharge, contract dispute or other employment law related lawsuits can be an extraordinary burden on both the employee and the employer. These cases can be extremely expensive and stressful no matter what side you are on.
We believe it is in the interest of both the employee and employer to avoid the illegal employment practices that lead to employment litigation. Though the employee has very little if any control over these practices, the employer does. Education and training of the employer and its workforce can go a long way toward avoiding what can be financially devastating litigation. To this strongly encouraged end, Collins & Collins, P.C. provides employment law compliance training along employment practices review for the preparation of legally sound employment policies and procedures. The goal in our employer based services is to avoid litigation to begin with which is best for all concerned.
Of course, there are occasions where litigation cannot be avoided. We pride ourselves on the thorough investigation and evaluation of claims prior to pursuing claims against employers. With this in mind, we have a fairly strict and intensive evaluation process. The evaluation process takes into consideration the difficulty, complexity, time and expense associated with pursuing employment claims.
Our case evaluation process has several stages. The first step is to collect some fairly basic information from the employee for the free initial case review. Once we have the basic information, the attorneys will review it to determine if it is something that we should evaluate further. Frankly, most inquiries do not get past the initial review. Those that do merit further investigation will fall into two categories.
The first category includes those rare cases that are so clear and obvious that no further evaluation is required for us to take the case on for representation. Far more often, the cases must undergo a much more thorough employment case investigation and evaluation process to determine if in fact there is a viable claim. Due to the great complexity and often voluminous documentations associated with these claims, we with rare exception require that the employee pay for a more in-depth investigation and evaluation.
We are very sympathetic to employees that feel that they have been treated unfairly by their employers. Unfortunately, we are limited in the number of cases that we can take on straight contingency due to the extraordinary time and expense associated with these claims. In cases that have some merit, we offer the employee the option of moving forward on a normal hourly and costs basis. The simple fact is that most employees in this situation lack the financial resources to proceed on this basis so we must turn down the great majority of these cases.
The fact that we cannot take your case due to our strict criteria does not mean that you do not have a claim. In fact, we strongly advise that all those that we cannot represent seek the opinion of other attorneys. It is often the case that another attorney will see the case differently. In any event, it is always worthwhile to seek a second opinion.
We believe it is in the interest of both the employee and employer to avoid the illegal employment practices that lead to employment litigation. Though the employee has very little if any control over these practices, the employer does. Education and training of the employer and its workforce can go a long way toward avoiding what can be financially devastating litigation. To this strongly encouraged end, Collins & Collins, P.C. provides employment law compliance training along employment practices review for the preparation of legally sound employment policies and procedures. The goal in our employer based services is to avoid litigation to begin with which is best for all concerned.
Of course, there are occasions where litigation cannot be avoided. We pride ourselves on the thorough investigation and evaluation of claims prior to pursuing claims against employers. With this in mind, we have a fairly strict and intensive evaluation process. The evaluation process takes into consideration the difficulty, complexity, time and expense associated with pursuing employment claims.
Our case evaluation process has several stages. The first step is to collect some fairly basic information from the employee for the free initial case review. Once we have the basic information, the attorneys will review it to determine if it is something that we should evaluate further. Frankly, most inquiries do not get past the initial review. Those that do merit further investigation will fall into two categories.
The first category includes those rare cases that are so clear and obvious that no further evaluation is required for us to take the case on for representation. Far more often, the cases must undergo a much more thorough employment case investigation and evaluation process to determine if in fact there is a viable claim. Due to the great complexity and often voluminous documentations associated with these claims, we with rare exception require that the employee pay for a more in-depth investigation and evaluation.
We are very sympathetic to employees that feel that they have been treated unfairly by their employers. Unfortunately, we are limited in the number of cases that we can take on straight contingency due to the extraordinary time and expense associated with these claims. In cases that have some merit, we offer the employee the option of moving forward on a normal hourly and costs basis. The simple fact is that most employees in this situation lack the financial resources to proceed on this basis so we must turn down the great majority of these cases.
The fact that we cannot take your case due to our strict criteria does not mean that you do not have a claim. In fact, we strongly advise that all those that we cannot represent seek the opinion of other attorneys. It is often the case that another attorney will see the case differently. In any event, it is always worthwhile to seek a second opinion.
