So, you believe you have a case of job discrimination or wrongful termination and need to engage an attorney. The lawyer must review your legal claims to determine whether they should represent you, just as you must evaluate the lawyer to see whether they are suitable for you. After you’ve completed the basic consultation and conflict check, the lawyer will most likely schedule a face-to-face or Zoom appointment to go through your claims in further detail.
The more information you have on hand, the easier it will be for your lawyer to evaluate your claims. Of course, this does not imply that you should share every piece of paper. I’ve outlined what information and documents you should provide to assist the consultant lawyer in evaluating your case below.
A written timeline
Ideally, this would lay out the facts of the case that you have prepared. Tell your tale in a logical, chronological order so the attorney can comprehend what transpired. Make certain you include the following:
- When did you first begin working for the company?
- To whom did you submit your report?
- What were your evaluation ratings and how did you perform?
- What transpired that you feel was a violation of the law?
- What exactly was said or done?
- Are you able to demonstrate that others were handled differently?
- Were any sexist remarks made?
- What did your witnesses see/hear, and who are your witnesses?
- Did you make a complaint?
- What occurred after that?
- What proof do you have to back up your claim?
- What financial impact has the illicit activity had on you?
- What emotional impact has it had on you?
A list of witnesses
Make a list of all witnesses with information relevant to your legal claims, including their names and contact information, as well as what you believe they can testify to.
Your most current résumé
This gives the lawyer a better idea of your job history and what you do.
All of the paperwork you got from your employment when you first started
This includes any job offer letter you received, any documentation you signed, and any employee handbook or policies you were given. This enables the attorney to have a better knowledge of your employment conditions as well as government norms and expectations.
All of the paperwork you have from your workplace that represent their policies
Any employer handbook, policy manuals, and individual policy documents fall under this category.
All job descriptions for roles you’ve had with the company, in writing
This, too, aids the attorney in comprehending the nature of your work and the required skills/abilities. In a handicap discrimination complaint, written descriptions are very valuable.
All of your paperwork that represent your work performance
Performance reviews, write-ups, and letters concerning your work performance are all examples of this. Emails that you’ve exchanged with anyone from your employment about your claims (your supervisor, coworkers, management, anyone). All texts you’ve exchanged with anyone from your employer.
All of your pay stubs
And other documentation that demonstrate how much you were paid. Because your salary and perks are typically taken into account when establishing the worth of your lawsuit, it is critical for the lawyer to calculate your compensation.
Copies of any letters or other documents sent to the employer by you or someone on your behalf
Have you ever filed a complaint concerning discrimination, harassment, retaliation, or unlawful behavior? Have you requested a reasonable accommodation and/or provided any medical documentation? These, as well as the other documents you give the employer, are important to evaluate.
This is by no means an entire list, but it is a good place to start. Other papers may be required depending on your claims. If you have a lot of documents and information to evaluate, make sure to arrange them ahead of time.
Whether any of these papers are on a corporate device, computer, or network, do not print them off unless you’ve checked with an attorney to see if you’re permitted to. It should also go without saying that you should never remove or destroy any documents related to your claims. To get help today, contact PLBH at (800) 435-7542.