Financial Backing - Allowing for No Fees Paid Unless We are Successful With Your Case and We Front all the Costs of Litigation
Litigation is costly. You need to properly fund a lawsuit to fully in order to achieve the best results. At Phillips & Associates, we have the financial backing to stand up to your employer and get you the settlement you deserve. If your law firm doesn’t have financial backing, how are they going to represent you? Will they cut corners or not litigate to the fullest extent? We will upfront the litigation costs and spend the amount of money necessary to properly litigate our clients’ cases. We take every deposition, pay for all discovery and expert reposts if necessary. We will also front the cost of paid mediation which is very successful in settling cases. Mediation is often a way to avoid the uncertainty of court and obtain a fair and private settlement People need to take a close look at the lawyer they want to hire and determine if they have the funds and resources necessary to go up against the high-powered law firm their employer will hire.
It is common for those who have been discriminated against to feel they have been placed in an economically precarious state. Some firms charge a hefty retainer and hourly rate regardless of the outcome of your employment law matter. Knowing how difficult it is to be terminated, our firm does not feel comfortable charging workers a retainer and hourly fee that must be paid even if the case is not successful. However, at Phillips and Associates, you will not need to pay fees unless we are successful with your case. Our firm has a record of success that allows us to financially back the cases we take. We front all the costs of litigation. If you believe you’ve been treated adversely due to your membership in a protected class, you should call the seasoned New York City employment discrimination lawyers of Phillips and Associates. We provide free consultations to prospective clients, during which we carefully assess cases in order to determine the likelihood of success in litigation.Financial Backing for Employment Discrimination Suits
The situation will determine what laws provide adequate protection. It may be appropriate to pursue relief under federal laws such as Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act (ADA), as well as the New York State Human Rights Law and the New York City Human Rights Law. Depending on the circumstances, lawsuits may be filed in federal or state court, and often our attorneys must file suit in both venues.
In general, Title VII and other antidiscrimination laws enforced by the Equal Employment Opportunity Commission (EEOC) apply only to companies that are mid-size or large. The New York City Human Rights Law (NYCHRL), in contrast, applies to much smaller companies — those that have at least 4 employees. Widely considered one of the most liberal antidiscrimination laws in the country, the NYCHRL protects a wide range of characteristics.Contingency Fee Basis
Regardless of which law provides the greatest relief, litigation requires a considerable outlay of time on the part of employment lawyers. Unlike many other employment law firms, our firm represents clients on a contingency fee basis. This means we only recover our fees if we secure an award or settlement on your behalf. We will not recover our fees if we cannot achieve this conclusion. In this way, our goals are completely aligned with our clients’. It behooves us to look at your case carefully. With a contingency fee arrangement, we are as motivated as you are to make sure you receive the largest possible settlement. While no law firm can guarantee an outcome, our firm is deeply dedicated to achieving the best possible resolution for our clients and stamping out workplace discrimination.Costs of Litigation
Many don’t realize how expensive litigation is. Employment lawsuits can take varying lengths of time. When they proceed through trial, they can cost into the tens of thousands of dollars. In some cases, employment lawsuits settle in mediation short of trial. However, in other cases, they must move forward to trial after more than a year, and after that, the trial can take weeks, during which time costs mount. Unfortunately, many companies and their attorneys are interested in evading liability and protecting profits. Often, employers hold much of the evidence of discrimination or harassment in personnel records, correspondence, and other files, and they may be willing to spend thousands of dollars on delay tactics. There are he-said, she-said situations in which an employer protects a star performer within the company, even when that performer harasses and bullies others based on their protected characteristics. You must retain an experienced employment law firm with aggressive, knowledgeable trial attorneys.
In addition to attorneys’ fees, there are expert fees, court costs, the costs of taking depositions, copying and mailing costs, and court costs. Often employers have substantially more resources than do individual workers. When we take your case, we front all those costs. We are only able to do that because we’ve helped many workers achieve favorable settlements and verdicts in the past.Hire a Premiere New York City Discrimination Law Firm
If you’re wondering what actions are considered employment discrimination in New York City workplaces, you should give our lawyers a call. At Phillips & Associates, we have a strong understanding of how courts are likely to evaluate a plaintiff’s claims. We maintain a database of our many past settlements and verdicts that allow us to maintain insights into the way courts are likely to interpret your case. Moreover, once we take a worker’s case, our attorneys work up the lawsuit thoroughly to make sure our clients get the best shot. We want to see you get justice. We represent clients in Manhattan, Brooklyn, Queens, Staten Island, the Bronx, Nassau County, or Suffolk County. Complete our online form or call us at (833) 529-3476 for a free consultation.