Working with an Employment Lawyer: Your Questions Answered

Thinking about working with an employment attorney but have questions? You're not alone. These are the most common questions I hear from people experiencing workplace abuse - along with the honest answers you need to make informed decisions about your situation.

Can we jump on a quick call to discuss my case?  

There's actually no such thing as a "quick call" when it comes to workplace abuse cases.

Your situation is complex. The abuse you've endured, your timeline, your goals - none of this can be properly assessed in 15 minutes.

I conduct thorough initial consultations because I need to truly understand what you've been through to give you meaningful guidance. Rushing through your story does you a disservice.

Real solutions require real understanding. And real understanding takes time.

I'm not located in California - can you still help me?

Absolutely. Workplace abuse tactics are universal - gaslighting in New York looks the same as gaslighting in London. Narcissistic bosses use the same playbook worldwide.

For California employees, I can represent you fully as your attorney, including remote workers for California employers.

For employees elsewhere, I serve as your strategic workplace advisor to help you:

• Understand your rights under federal/local laws

• Navigate toxic workplace dynamics

• Develop protective exit strategies

• Document abuse and build your case

• Negotiate severance (behind the scenes)

• Connect with qualified local attorneys when needed

My personal experience with workplace trauma gives me insight into these dynamics that transcends borders. Location doesn't limit your right to expert guidance from someone who truly understands what you're going through.

Don't let geography stop you from getting the support you deserve.

When is the right time to reach out to an attorney?

Sooner than you think if you are experiencing workplace abuse. Much sooner. I see the same pattern over and over: people wait until it's too late, then wonder why their options are so limited. The biggest mistakes I see:

1) Quitting without a plan. Once you storm out or submit that resignation letter, an attorney can rarely help you. Your leverage? Gone. Your ability to negotiate? Eliminated.

2) Getting fired and losing access. They cut off your email, revoke your access, and suddenly you can't save the evidence you need. Those screenshots of abusive messages? The documentation of discriminatory behavior? All locked away, probably already deleted.

3) Making assumptions. "I don't have a case" - how do you know? Are you a lawyer?

Or "I can't afford an attorney" - many offer free consultations. You might be walking away from significant compensation based on a guess.

As a workplace advocate, I help clients avoid these costly errors by planning strategically. The best time to call an attorney? While you still have: access to your work systems; time to document what's happening; and leverage to negotiate your exit.

Don't wait until you're powerless. Reach out while you still have choices to make.

How am I different from other employment lawyers?

I've survived what you're going through. Most employment lawyers understand the law. I understand the trauma. I experienced severe workplace abuse myself, including a smear campaign that resulted in everything I'd built getting hijacked from me.

So, I know firsthand what it feels like to be gaslit, isolated, betrayed, and manipulated. That personal experience shapes everything about how I practice.

Here's what makes me different:

• I specialize in covert workplace abuse and smear campaigns: the psychological manipulation, gaslighting, and mobbing that other lawyers often miss or minimize.

• I offer "escape planning" - strategic exits while you still have leverage, not just representing you after you've been fired.

• I help workplace abuse victims no matter where you are, because the tactics (and often solutions) are universal.

• I actually listen - really listen - because I remember what it felt like when no one believed what I was experiencing.

• Most employment lawyers wait until you're terminated to help you. I help you exit safely on your terms, with your reputation and finances intact.

The difference? I don't just know employment law. I know workplace trauma. More about me here.

What are your fees / typical attorney fees?

I charge a reasonable hourly rate because I don't want to take any of your severance money - that belongs to you. Unlike contingency lawyers who can take 33-50% of your settlement, my approach keeps more money in your pocket.

Most employment lawyers are very selective, rejecting 90% of cases because they only want "slam dunk" litigation. I don't care how "good" your case is - I care about getting you to your goal quickly and safely, whether that's severance negotiation, strategic exit planning, or workplace coaching.

I also often charge a nominal fee for initial consultations because I provide real advice, not just case assessments. Many lawyers offer "free" consultations but give no guidance - they're just deciding if your case is profitable enough for them.

Bottom line: If you want to file a lawsuit, contingency might work. But if you want help negotiating severance, documenting abuse, or planning your exit, hourly gives you better value and keeps your settlement money where it belongs - with you. I will sometimes help folks for free, depending on the situation, so please don’t hesitate to reach out.

For more information on attorneys fees.

Ready to discuss your situation? Don't wait until your options are limited. Contact me here to start planning your strategic exit from workplace abuse.