Uplift Law specializes in employment law. Discrimination, harassment, and wage and hour disputes are just a few of the areas in which we represent clients. We pride ourselves in helping employees facing any of the issues listed above and offer this informational video to help you understand some of the most frequently asked questions we get at our firm from new and potential clients.

FREQUENTLY ASKED QUESTIONS

https://youtu.be/oPBbuFkER6o
  1. What should I expect from an employment lawyer?

Employment lawyers help workers who have been mistreated, discriminated against, or wrongfully fired. An employment lawyer will also ensure that if you’ve been wronged by an employer who broke the law, we will make them pay. 

  1. What does “contingency” mean? Do I have to pay to hire a lawyer to fight on my behalf?

Employment cases are done on a contingency basis. Contingency means that you don’t pay out of pocket for any legal fees. This also means we only get paid if we win your case. If we don’t, then you don’t pay a dime. Don’t trust a lawyer that wants to charge you as an employee any upfront fees.

  1. What types of cases can you help with?

We have helped plaintiffs with all kinds of employment cases. Typically, employment cases fall into one of a few categories: Sexual Misconduct/Sexual Harassment, Wage Theft, Wrongful Termination, and Discrimination based on any of the following: age, gender, race, religion, sexual orientation, disability, or any other protected class. Although we recognize that every situation is unique. If you’re facing a situation that is not listed here, don’t be discouraged. We pride ourselves in the amount of time we devote to client, and won’t simply dismiss any concerns you have. We’ll work through every issue with you, and promise to leave no stone unturned.

  1. What do I need to prove my case?

In order to prove allegations of misconduct by an employer, we will need any and all evidence that you can produce. This means any paper or digital documents, contracts, memos, email correspondence, screenshots of text messages, voicemails, videos, and social media posts. Yes, social media posts are admissible in a court of law as evidence. Anything that is posted online is fair game in court.

The questions above are just a few of many. We will be publishing more videos and writing about employment law in our blog and posting on social media. If you have a an employment law case or simply have a question please contact us here:

650 N. Rose Dr.
Ste. 620
Placentia,CA

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