Initial Client Meeting Tips (Employment Law)
To make the most of your initial meeting with us to discuss your workplace situation or recently imposed discipline or termination, please consider the following tips:
* Make a list of questions that you have to the attorney and bring them with you to the meeting so that you can address all your concerns during that meeting. We are more than happy to answer any questions in the future by e-mail or otherwise, but to bring the most value to you, it would helpful if we could address your questions during the meeting.
* Prepare a brief and factual chronology of events relevant to your consultation. It can be as simple as a table with dates and significant events. When describing these relevant events, please avoid using generic adjectives such as "hostile", "abusive", "harassment", "inappropriate" etc., and instead describe specific words that were said and by whom and specific actions that you believe were wrong or illegal. For instance, "he through a stapler at me which hit my head and almost made me lose consciousness" is much more useful than "he assaulted me".
* Bring copies of any documents that you believe are relevant to your consultation. This may include any recent warnings, reprimands or accusations against you, your medical paperwork or documents reflecting your diagnosis and medical restrictions, any complaints you made and any responses you have received to your complaints, any grievances filed by your union, if you are a union member, and any e-mails that are relevant to your present employment related concerns that you would like to discuss.
* Bring your employee handbook if available and relevant and your contract of employment, if you are not an at-will employee, and if your terms of employment are governed by the agreement between you and your employer.
* Make a list of questions that you have to the attorney and bring them with you to the meeting so that you can address all your concerns during that meeting. We are more than happy to answer any questions in the future by e-mail or otherwise, but to bring the most value to you, it would helpful if we could address your questions during the meeting.
* Prepare a brief and factual chronology of events relevant to your consultation. It can be as simple as a table with dates and significant events. When describing these relevant events, please avoid using generic adjectives such as "hostile", "abusive", "harassment", "inappropriate" etc., and instead describe specific words that were said and by whom and specific actions that you believe were wrong or illegal. For instance, "he through a stapler at me which hit my head and almost made me lose consciousness" is much more useful than "he assaulted me".
* Bring copies of any documents that you believe are relevant to your consultation. This may include any recent warnings, reprimands or accusations against you, your medical paperwork or documents reflecting your diagnosis and medical restrictions, any complaints you made and any responses you have received to your complaints, any grievances filed by your union, if you are a union member, and any e-mails that are relevant to your present employment related concerns that you would like to discuss.
* Bring your employee handbook if available and relevant and your contract of employment, if you are not an at-will employee, and if your terms of employment are governed by the agreement between you and your employer.