Rodman Employment Law FAQ

Why should I hire Rodman Employment Law?

Rodman Employment Law provides inspired advocacy anchored by the client’s objectives.  We are unapologetically relentless in our pursuit of our clients’ goals.  In addition to being aggressive advocates for our clients, we are also compassionate coaches for them as they navigate varying degrees of distress within their professional lives.  We are serious about the love we have for our clients who, in the aggregate, comprise some of the top executive minds in the Boston area in the fields of medicine, bio-technology, technology, pharma, law, and others.

 

I haven’t been fired yet, is it too early to hire Rodman Employment Law?

No!  In fact, we encourage you to hire us as soon as a workplace issue presents itself. Engaging us before termination can be very helpful in your effort to avoid getting fired or to negotiate a resolution while you are still employed.

 

 I just got fired. Is it too late to hire an employment lawyer? What are my options?

It’s not too late to hire an employment lawyer.  Sometimes you don’t realize that something went wrong until after you are terminated.  An employment lawyer can look at the facts, and determine whether you have a case.  Also keep in mind that if your employer offers you severance, you should consult a lawyer before signing it.

Does the initial consultation cost anything?

At Rodman Employment Law, initial consultations are free.  There is typically no charge for hearing your story, learning the facts, and determining if you have a case.

 

Will I be speaking with an actual employment attorney during the initial consultation?

Every potential case is vetted by a Rodman Employment Law attorney.  You may interact with other members of our team at times.

 

Is everything confidential?

Lawyers are obligated to keep attorney-client communications confidential.  This rule applies to everyone at Rodman Employment Law, not just the lawyers.

 

What are some successes Rodman Employment Law had representing employees in Boston?

Rodman Employment Law is proud of our many successes representing employees in Boston.  We invite you to have a look at our Successes page on our site that details some of them.

 

If you take me on as a client, what is the typical time frame until of resolving a claim?

There is no one answer to this question, in part because of the many variables involved: you, your (former) employer, your lawyers, your employers’ lawyers, perhaps most importantly, the Court.  Some cases are resolved prior to litigation in a matter of months.  A case that goes all the way to trial is more likely to last 2-3 years.

 

Does your firm take cases on a contingency fee basis?

Yes, we do take cases on a contingency fee basis.  This means that our fee is a pre-determined percentage of the amount of money we recover for you.  It also means that if we are unsuccessful, we don’t get paid.  While we don’t take every case on a contingency fee, we recognize the value in offering flexible fee arrangements.

 

What laws in Massachusetts protect employees from unlawful conduct?

There are too many to list! Employees in Massachusetts are protected by many state and federal laws.

 

What proof do I need to support my case?

It is nearly impossible to prove your case without evidence. Examples of evidence are: your offer letter, the employee handbook, emails between you and your company regarding your employment or the issues you’ve raised, your termination letter, a severance agreement, pay stubs, or other documents that support your position.

 

Do employment law cases typically go to trial or a private settlement?

The trend today is that cases are more likely to settle than be tried.  That doesn’t mean that cases are not fought in court, but cases do not typically proceed all the way through trial.  Consider these statistics published by the Massachusetts Trial Court: in 2017, approximately 18,000 civil cases were filed in the Superior Court; only about 800 were tried.  You can check out more statistics by visiting this link and find Trial Court metrics here.

 

I do not have a written contract and have been told I am an “At-Will Employee”. What does “At-Will” mean? Am I still protected under Massachusetts law?

Being an at-will employee means that you can be fired at any time for any reason, unless there is an unlawful basis for doing so.  Likewise, you can quit at any time for any reason.  You are most certainly still protected by state and federal employment laws.

 

Is there a statute of limitation of when I can file a claim against my employer?

Yes, every claim has a statute of limitation, meaning that it must be filed within a certain amount of time after the claim arose.  There are many different statutes and interpretations at play, so you should consult an attorney if you are concerned about that.

 

What types of damages can I recover in an unlawful employment claim against my employer?

You may be entitled to back pay (pay you did not receive because of your former employer’s unlawful conduct), front pay (pay you would have earned had your employer not behaved unlawfully), emotional distress damages, punitive damages, and other non-monetary damages.