We got a call from a potential client a few weeks back. Without going into the specifics of the case, there was clear discrimination that lead to a wrongful termination. As our employment discrimination lawyers do with ever potential client, we spend a lot of time analyzing the facts and potential claims as part of our free initial consultation. But, then the potential client dropped this bit of information, “Judge [so and so] dismissed my claim based on my complaint the first time.” The dismissal was about two months ago.
It is no secret that in today’s world, people turn to the internet for do-it-yourself help. Find an article here, a YouTube video there, and you are all set. While this is generally a good strategy for planning your next vacation, be wary of trying to sue your employer without the assistance of an experienced employment law attorney. Unlike trying to fix a clogged drain on your own, you cannot call in an attorney to fix the mess caused by the legal equivalent of a busted pipe.
The thing is, win or lose, trying to do it yourself can have serious implications for your case. The law does not allow “do-overs.” Under the law, once an issue or a claim has been decided, it is decided. Other than appealing the decision, you are stuck with it. If you lose your discrimination or wage and hour case, you can’t decide that now is the time to hire an employment lawyer and try again. This is true even if you win, but don’t get what you deserve for a judgment.
While anybody can read about the law by searching online, it takes the experience, skill, and training of a lawyer to figure out what the law means, and how it applies to the facts of your case. Statutes aren’t always clear on what they mean, and sometimes the law doesn’t work quite the way you might think it does.
Take for example the various employment laws the Attorneys at Spitz, The Employee’s Law Firm work with on a regular basis. Many times are clients call us about one kind of claim- say race discrimination– only to find out that they also have several other claims, such as wage and hour violations and unlawful retaliation, to name a few. Then, there are strategy considerations. Which court do you sue in? Should you ask for money damages, an injunction, or both? What about reinstatement? Punitive damages? Should you include your supervisor in the lawsuit? What about a co-worker? Should you sue under Title VII of the Civil Rights Act of 1964 or Ohio law? What facts are relevant to your claim, and which facts are irrelevant, under the legal standards of these laws? For these questions, Google is not going to help you. You need the help of an experienced employment law attorney.
If you have been fired, discriminated against, denied wages, or even think that you might need an employment lawyer, then it would be best to call the right attorney to schedule a free and confidential consultation at 866-797-6040. Spitz, The Employee’s Law Firm and its attorneys are experienced and dedicated to protecting employees’ rights and solving employment disputes.
The materials available at this employment law website are for informational purposes only and not for the purpose of providing legal advice. It would be best for to contact an Ohio attorney to obtain advice with respect to any particular employment law issue or problem. Use and access to this employment law website or any of the links contained within the site do not create an attorney-client relationship. The legal opinions expressed at or through this site are the opinions of the individual lawyer and may not reflect the opinions of Spitz, The Employee’s Law Firm, Brian Spitz or any individual attorney.
Because we know that many clients are not able to afford the costs of litigation up front, we take on more cases on a contingency fee basis than most firms. Contingency fee agreements mean that the client need not pay any fee for legal services unless and until our employment attorneys recover money and/or results on your claim.