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Our services
Process
Our technical procedure begins with a confidential case assessment, where we analyze employment contracts, pay stubs, and communications against applicable statutes like the FLSA (29 U.S.C. § 201) and the ADA. We then develop a litigation strategy, which may include filing administrative charges with the EEOC or state agencies—a required step in over 95% of discrimination cases before proceeding to court. Our team employs rigorous discovery processes, including depositions and electronic data review, to build evidence. We pursue claims for back pay, front pay, liquidated damages (which can double owed wages under the FLSA), and compensatory or punitive damages where statutes permit, aiming for maximum client recovery.
At a Glance
| Parameter | Reference Value |
|---|---|
| Typical EEOC Charge Filing Deadline | 180-300 days from violation |
| Common Case Resolution Timeline | 6-18 months |
| FLSA Liquidated Damages Potential | Up to 100% of back wages |
| Standard Contingency Fee Range | 33-40% of recovery |
Local Considerations — USA
Workplace law practice varies significantly across U.S. regions, requiring adaptation to local statutes and judicial precedents. In tech hubs like San Francisco and New York, cases often involve complex equity compensation, misclassification of gig workers, and sophisticated harassment claims within structured corporate environments. In contrast, regions with strong manufacturing or agricultural bases may see more FLSA collective actions for unpaid overtime or unsafe working conditions. Each listed firm tailors its approach to these regional nuances, whether navigating the California Private Attorneys General Act (PAGA) or pursuing claims under the New York City Human Rights Law. We provide consistent, high-caliber representation from our hub, effectively serving clients in key markets like Los Angeles where specific workplace harassment patterns are prevalent.
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Standards & Compliance
- Fair Labor Standards Act (FLSA, 29 U.S.C. § 201 et seq.)
- Title VII of the Civil Rights Act of 1964
- Americans with Disabilities Act (ADA)
- State-Specific Wage and Hour Laws
Frequently Asked Questions
What is the first legal step for a discrimination claim?
For most federal discrimination claims, you must first file a charge with the Equal Employment Opportunity Commission (EEOC) or an equivalent state agency. This is a mandatory administrative prerequisite, typically required within 180-300 days of the alleged violation, before you can proceed with a lawsuit in court.
How does your firm prove a case of wrongful termination?
We build wrongful termination cases by gathering evidence that contradicts the employer's stated reason for dismissal, such as performance reviews, witness statements, and timing relative to protected activities (like whistleblowing). We establish violations of public policy, breach of contract, or retaliation under statutes like the FMLA or OSHA.
What remedies are available in a successful wage theft case?
Successful claims under the FLSA can recover unpaid wages, overtime, and an equal amount as liquidated damages, effectively doubling the owed sum. We also pursue attorney's fees and costs. State laws may provide additional penalties, such as waiting time penalties in California for wages not paid upon termination.
How much does pursuing a workplace rights case cost?
Each listed firm typically works on a contingency fee basis for discrimination, harassment, and wage claims, meaning we only collect a percentage of the financial recovery we secure for you, with no upfront fees. For other matters, such as contract review or advisory work, we offer competitive hourly rates. The specific financial arrangement is detailed in a clear engagement agreement after our initial case evaluation.