What we look for when deciding whether or not we can assist with your employment case is fairly basic information.
We receive many emails, phone calls, and web contacts regarding potential employment claims ranging from injuries on the job to wrongful termination. At Johnson & Bennett, we represent employees who have been victims of discrimination, harassment, retaliation, denied medical leave, or who may not have received all their pay by or from their employer. While we may look at other claims, typically, we represent employees asserting violations of Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADAAA), the Family Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA), and related federal laws protecting employees against discrimination and harassment in the workplace. As times have changed this past year, how we receive and process potential cases has also changed, multiple times. Hopefully, if you are reading this post, you will find following these basic instructions and answering the questions below will result in a much timelier decision on your case.
Please save the document GOOD - NEW Intake Email Reply Fill In Template.docx and email it with your answers to firstname.lastname@example.org.
If you are unable to use the form, please email answers to the questions below to email@example.com.
- Where do/did you work? (State and city)
- Was someone of a different race, sex, age, national origin, disability, or religion treated better in relation to the job action taken against you?
- Do you have a disability or medical condition that could be protected under law?
- Does your matter involve denial of wages or request for medical leave?
- Please provide a short description of the actions that you believe were discriminatory, harassment, retaliation, denial of leave, or related matter.
- When did the actions described above occur?
- What is the name of your employer?
- How long have you/were you employed?
- Does the employer have more than 15 employees?
- How much money do/did you make?
- Why do you believe that it was discrimination, harassment, or retaliation that occurred?
- Did you report discrimination, retaliation, or harassment to your manager, HR, a hotline/designated complaint line, or anyone else at your job?
- When did you make the complaint? Did you make a written complaint? How was your complaint addressed by the company?
- After you complained, did anyone retaliate against you?
- Was the individual who received the complaint the same individual who took the adverse action against you?
- Have you been terminated, and if so, what reason were you given for your termination?
- What do you believe to be the real reason for your termination and what evidence do you have of that reason?
- Have you contacted the EEOC? If so, when? What is the status? Did you receive an inquiry number?
- If you filed an EEOC charge, have you received a Right to Sue (Dismissal)? What is the date on the Right to Sue?
Please submit a copy of any documentation you may have to support your claims. Also please include any information related to the EEOC if you have already begun are in that process.
Nothing in this email should be construed as any indication of our agreement to represent you. We simply need this additional information to make that determination. We may be in contact with more questions before making a final decision on your matter.
Thank you for contacting us,
Johnson & Bennett, PLLC