Questions?

We handle employment and civil rights cases on behalf of those whose rights have been violated. We’ve handled cases against large and small companies as well as public and private entities. We’ve represented individuals and groups of individuals in many different kinds of employment and civil rights cases.

When you call our office, you’ll first speak to our intake specialist who will ask you some basic questions about your dispute. If we believe this is a matter our office may be able to assist you with, you’ll have a consultation with an attorney from our office. The attorney will discuss your dispute with you and ask questions to determine whether or not you may have a claim. It is often helpful for a potential client to have a brief written timeline of the events. The attorney will advise you if any further documentation will assist in assessing your case.

We prefer that you do not send, fax, or e-mail any paperwork until after an attorney from our office has spoken to you over the phone and has requested that you do so.

The attorney-client privilege applies to both clients who have a retainer with their attorney and individuals who are providing information in the course of seeking legal representation.

Generally, no. We do not charge a fee for your initial phone consultation, and if we are evaluating a case for possible litigation, we do not typically charge for our initial face-to-face meeting. From time to time, we will consult with individuals on a pre-arranged, hourly basis, at an hourly rate. (Usually these hourly consultations relate to situations where litigation is not necessarily contemplated).  

If you are a non-union employee in Michigan, with no written employment contract, your employment is most likely “at-will.” This means that your employer does not have to have a good reason, or any reason, to terminate you. This also means that even if you have been treated unfairly by your employer, you may not necessarily have been treated illegally. In order to have a lawsuit for wrongful termination, the employer’s action in terminating you must violate state or federal law. Illegal reasons for terminating employees fall into a limited number of categories, which are explained in other pages on this website. When you call us for an initial phone consultation, you should be ready to discuss what you believe the employer’s motives were in terminating you so that we can assess whether or not legal action might be warranted.

Whether on-the-job harassment is illegal depends on the underlying motive(s) for the harassment. Illegal reasons for harassing an employee fall into a limited number of categories, such as harassment based on sex or race.

When you call us for an initial phone consultation, you should be ready to discuss why you believe you are being targeted with harassing behavior (in addition to how you have been harassed), so that we can assess whether or not legal action might be warranted.