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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 as we help navigate your stressful employment situation. We are serious about the love we have for our clients who, in the aggregate, comprise some of the top minds in the Boston area in the fields of medicine, biotechnology, technology, pharma, law, and others.
Yes, we are equipped to handle employment law issues on both employer and employee sides. Our employer clients hire us to litigate claims, investigate issues arising in the workplace, draft employment documents (i.e., non-competes, NDAs, severance agreements, termination letters) and navigate compliance with applicable laws. Our employee clients need help understanding their legal options, advancing legal claims, and reviewing and negotiating employment documents (i.e., non-competes, NDAs, severance agreements).
Please contact our offer to arrange a Quick Consult, which costs $275 for 30-minutes. During your confidential consultation, you will receive feedback from one of our attorneys on your employment issue(s) that will provide you with a better understanding of what you need to do to achieve your goals.
Lawyers are obligated to keep attorney-client communications confidential. This rule applies to everyone at Rodman Employment Law, not just the lawyers.
There is no one answer to this question, in part because of the many variables involved: you, the other side, your lawyers, the other side’s 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.
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.
It’s not too late to hire an employment lawyer. Sometimes it’s not possible to recognize why 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.
Excellent question, and one that requires an understanding of the circumstances surrounding your exit from the company, what the company is offering, and what your continuing obligations are. Typically, before signing a severance agreement, you should speak with an employment lawyer.
No. We’ve found that potential clients want actual legal advice during our first call, which is not something we can provide without, at minimum, a limited engagement.
In exceptional cases, 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.
There are too many to list! Employees in Massachusetts are protected by many state and federal laws.
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.
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.
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.
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.
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.