If you don’t win, we don’t get paid: 509-567-3465
Legal cases can be lengthy, complicated, and confusing, but you don’t have to take on the system all by yourself. If you believe someone has violated your individual rights, or the rights of a large group of people in your community, we can help you find the right course of action.
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We do not charge for an initial consultation.
We do not charge hourly attorney fees for the employment cases we accept on a contingency basis. Instead, our attorney fee is generally based on a percentage of the recovery if your case is successfully resolved. The specific fee arrangement and any potential case costs will be explained before representation begins.
Information you provide during a consultation is generally subject to confidentiality protections applicable to prospective clients. We take your privacy seriously and handle information you share with us in accordance with our professional obligations and applicable law.
Yes, potential new cases are evaluated by our legal team, including our attorneys, to determine whether we may be able to assist.
Washington law protects employees from certain forms of retaliation for exercising legally protected workplace rights. Depending on the circumstances, this may include reporting discrimination or harassment, raising concerns about unpaid wages or overtime, using protected leave, reporting certain workplace safety concerns, or filing or participating in certain employment-related complaints or proceedings.
We cannot guarantee how a particular employer will respond, and retaliation protections depend on the law involved and the circumstances. If you believe your employer has retaliated against you for exercising a protected right, you may have legal options.
It depends on the circumstances of the case. Some employment disputes may be resolved in a matter of months, while others can take considerably longer if they involve extensive discovery, motions, trial, or appeals. Your attorney can provide more information about the potential timeline as your case develops.
Not necessarily. Many employment disputes are resolved without a trial. Depending on how your case proceeds, however, you may need to participate in a deposition, mediation, hearing, or court proceeding. Your attorney can explain what to expect at each stage of your case.
Washington is generally an at-will employment state, which means an employer usually does not need to establish cause before terminating an employee. However, an employer cannot fire an employee for certain reasons prohibited by law.
A termination may raise legal concerns if you were fired because of unlawful discrimination, retaliation for reporting discrimination or harassment, exercising certain wage and hour rights, using protected leave, reporting certain workplace safety concerns, or exercising another legally protected workplace right. Employment agreements, collective bargaining agreements, and other circumstances may also affect your rights.
If your employer gave you a reason for your termination, preserve that explanation along with relevant performance reviews, disciplinary records, emails, text messages, and other workplace communications. You can discuss both the employer's stated reason and the reason you believe you were terminated with an employment attorney to determine whether you may have a potential claim. Read more about wrongful termination.
The cost of an employment lawyer depends on the attorney, the type of case, and the fee arrangement. Some employment lawyers charge hourly fees, while others handle certain employee cases on a contingency basis, meaning the attorney fee is based on a percentage of the recovery if the case is successfully resolved. Some firms also offer free initial consultations. Ask about attorney fees and potential case costs before entering into a representation agreement.
An employment attorney is a lawyer who handles legal issues involving the workplace and the relationship between employers and employees. Employment attorneys may advise workers about rights under Washington and federal law and handle matters involving discrimination, harassment, retaliation, wrongful termination, unpaid wages, protected leave, reasonable accommodations, employment agreements, and other workplace disputes.
An employment lawyer advises clients about workplace rights and obligations and may negotiate disputes, review employment agreements, file administrative complaints or lawsuits, and represent clients in mediation, arbitration, depositions, hearings, or court proceedings. Employee-side employment lawyers may handle matters involving discrimination, harassment, retaliation, wrongful termination, unpaid wages and overtime, protected leave, reasonable accommodations, and other employment-law violations.
An employee may want to speak with an employment lawyer when facing a workplace issue or potential violation of Washington or federal employment law, including:
An employment lawyer can review the circumstances, explain which laws may apply, discuss available options, and, when appropriate, pursue an administrative complaint, negotiated resolution, or lawsuit.
Having an employment lawyer review an agreement before you sign it can help you understand your rights and obligations. An attorney may identify important provisions involving compensation, bonuses, termination, severance, confidentiality, non-solicitation, dispute resolution, or other employment terms and explain how those provisions may affect you. Whether legal review is necessary depends on the agreement and your circumstances.
Some employment attorneys handle certain cases on a contingency basis. Under a contingency arrangement, the attorney fee is generally based on an agreed percentage of the amount recovered if the case is successfully resolved. Other attorneys or types of employment matters may use hourly, flat-fee, or other fee arrangements, so it is important to discuss attorney fees and potential case costs before representation begins.