Your employer knew exactly
what they were doing.
So do we.
We represent engineers passed over after pregnancy announcements. Supervisors terminated days after EEOC filings. Directors whose accent became a "culture fit" problem. If your employer acted illegally, we will build the case — and we collect nothing unless you win.
94%
Cases Resolved Before Trial
$0
Upfront Cost to You
18+
Years Representing Workers
Prefer to talk?
"Call now: (212) 555-0193"Get Your Free Case Review
Three questions. No commitment. A real attorney reviews every submission.
What we listen for in the first conversation.
"The facts that feel small to you are often the facts that matter most in court."
The first call is never a sales call. It is an attorney listening for the legal architecture beneath your story — the timeline, the paper trail, the protected characteristic, and the adverse action.
We are specifically listening for: the proximity between a protected event (a pregnancy announcement, a disability disclosure, an EEOC complaint) and the employer's adverse action. Federal law recognizes that suspicious timing is evidence.
We ask about witnesses, HR communications, performance reviews issued before and after the incident, and whether you received a separation agreement. Each answer tells us whether you have a viable claim.
At This Stage
- Duration
- 30–45 minutes
- Format
- Phone or video call
- Cost
- Free, no obligation
- Who attends
- Attorney, not a paralegal
Evidence doesn't disappear — but it does require knowing where to look.
"Discrimination rarely announces itself. It hides in performance reviews, in Slack threads, in who got promoted instead of you."
We begin by requesting your complete personnel file under applicable state law. Most employees have never seen what their employer wrote about them — and what we find is often dispositive.
We analyze email chains and messaging records for shifts in tone following protected events. We identify comparators — employees who were treated more favorably in similar situations — and document the disparate treatment with specificity.
If a separation agreement was presented, we examine whether it complies with the Older Workers Benefit Protection Act, whether the waiver is valid, and whether signing it would extinguish claims you should preserve.
At This Stage
- Key documents
- Personnel file, performance reviews, emails
- Comparator analysis
- Identifying similarly situated employees
- WARN Act check
- Mass layoff notification compliance
- Timeline
- 2–4 weeks initial review
The EEOC charge is the opening move, not the end of the game.
"Filing with the EEOC is not admitting weakness. It is the procedural prerequisite that unlocks the federal courthouse."
For federal claims under Title VII, the ADA, or the ADEA, you must file a charge with the EEOC before bringing a lawsuit. We draft the charge with the precision of a legal complaint — because employers read it that way.
Once the EEOC issues a Right to Sue letter, we send a demand letter to the employer. The demand is calculated: it accounts for lost wages, future earning capacity, emotional distress, and where applicable, punitive damages.
Most cases settle at this stage. Employers weigh the cost of litigation, the risk of an adverse jury verdict, and the reputational exposure of a public trial. Our demand letters are written to make that calculus clear.
At This Stage
- EEOC charge deadline
- 180–300 days from incident
- EEOC process
- 6–18 months average
- Right to Sue
- Required before federal lawsuit
- Settlement rate
- Majority resolve before litigation
When an employer refuses to settle, we are prepared to try the case.
"Discovery is where employers learn that the emails they thought were deleted still exist on backup servers."
If the employer refuses a reasonable resolution, we file in federal or state court. The discovery process is where our preparation from months earlier becomes decisive: the documents, the comparators, the timeline we built — all of it becomes the foundation of depositions and motions.
We depose the decision-makers. We subpoena the communications they hoped you'd never see. We retain expert witnesses to testify about industry compensation standards and the economic value of your lost career trajectory.
Our fee is contingent. We advance the litigation costs. You pay nothing — not for filing fees, not for expert witnesses, not for depositions — until and unless we recover on your behalf.
At This Stage
- Discovery phase
- 6–12 months
- Trial timeline
- 18–36 months from filing
- Expert witnesses
- Economic, vocational, industry
- Our fee structure
- Contingency — zero upfront
The consultation
costs nothing.
Silence does.
Employment discrimination claims have strict filing deadlines — some as short as 180 days from the incident. The longer you wait, the more evidence disappears and the fewer options remain.
What happens next
An attorney — not a paralegal — reviews your submission
We contact you within one business day
If we take your case, you sign a contingency agreement
We advance all costs. You pay nothing unless we win
Free Case Review
Confidential. No fee unless we win your case.