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23 Aug, 2024 by Jason fisher
I had the pleasure of working with Brett Kaplan to negotiate a severance agreement with my former employer. From our initial consultation to the final signing of the agreement, Brett was friendly, approachable, and always available to answer my questions. His negotiation skills and knowledge of employment law resulted in a significantly better severance package than I was originally offered. I'm grateful for his guidance and advocacy during a challenging time. Thank you, Brett!
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17 Aug, 2024 by Ola dyani
I reached out to Attorney Kaplan when I needed my severance package to be negotiated. He’s very detailed and was willing to take on the case. Meticulous in his approach and had all angles covered. Negotiated with my employer’s lawyers and was able to get a favorable settlement at the end of it. Will recommend!
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17 Aug, 2024 by Daniel barbosa
I recently had the pleasure of needing the services of Kaplan Employment Law. His in depth konwledge was evident. He provided clear and actionable advice and anticipated issues before they rose. I very much much recomend him.
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03 Mar, 2019 by Jeff
Ware has now represented/advised me on 4 different legal matters, and two of them were not a formal engagement, but just reflective of his hidden compassion, whereas he never asked for a penny for his attentive help to educate my engaged attorney’s that only focused on billing!
Ware has responded to messages during the early hours to quell my fears!
Or his generosity of his off hours, by taking time on a Sunday, or while vacationing in the keys with limited cell service to address my concerns, that no attorney of his caliber would ever do, especially after 40+ years of private practice!
He will try to and states that he keeps the emotions out of his process, and that he cant take an emotional stake in my cases, and he adamantly sticks to the rule of law, but his generosity of his time and help in cases that he has no financial interest in suggests otherwise. I have unfortunately had to engage 8 lawyers over the last 6 years, and his professionalism and his understated genuine hidden nature to protect and nurture his clients is a quality that reveals itself over the years. He genuinely cares to the accuracy and legal adherence to the rule of law and is beyond generous with his time! His assistant “Brittne” is so sweet, compassionate and reflects Wares’s core values.. in my opinion” integrity, honesty, caring compassionate advocate of my rights” I have not been 100% successful in all the matters that was represented for me. But if you want to have an attorney that is so brilliant and detailed and attentive, then Mr Cornell is the only lawyer you should consider. His is unlike any attorney I have ever engaged and if you want representation by the “shark” whereas all other attorneys swim in his pond!
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17 Dec, 2017 by Rebeka
We met regarding a labor case involving my employer and an ongoing Disablity discrimination and retaliatory harassment case. Even though we have not formally filed any charges because of special reasons, he already knows what he has to do to reduce expenses and get the end result we would like to see. He has measured the cons against the pros and gave his opinion based on what he knows about my employer and the type of courts we have here in Florida. My impression is that He is very knowledgeable and a matter of fact which I value in a lawyer. I appreciated his honesty even if it was not information I wants to hear. He offered his expertise opinion on how to deal with the case which was a wait and see after I am fired. Even though I’m not happy with having to continue to be harassed and the hostile working conditions I am being subjected to, I know that he will be the best to represent me because he has a plan in place. Immediately after my consultation, I provided over 700 pages of my evidence to him and with a small consultant fee he reviewed it over several weeks. He then scheduled me a few weeks later to discuss the plan and the pros and cons of my case. He did not charge a second consult fee and advised me of the approximate amount it would cost me to hire him for arbitration. He already knows the direction my case will have and what he needs to do. Based on this I feel he is competent and trustworthy. I am confident that he will deliver when the time comes. If you want to consult with an expert labor attorney please do not hesitate to meet with him and get the opinion of a true specialty attorney.
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30 Dec, 2016 by S. elizabeth
I met with Ware when he was recommended by a friend. I liked him right away, and I hired him. It was my first time hiring an attorney, and I should have asked him more questions to understand his work style. But I liked him and trusted my friend's recommendation.
I would have been happier working with an organized, strategic planner. If I had received a phone call or email every couple of months with an update on my case, that would have been better. Had Ware spelled out the specifics of my financial obligations to him up front instead of sending me seemingly random and sporadic invoices, I would have trusted him more.
But what really bothered me is that Ware took away ownership of my case. I told him I wanted to be at all the depositions for my case, but instead he held them without my knowledge. He did not consult with me to learn details that these depositions could have brought to light. I never heard from him after depositions with a summary of what took place. As I see it, this was my case, and Ware was there to help me, but he seemed to think I had little role in it.
In the end, the real value of my case was over 200K less than his original estimate. When did he break this news to me? On the morning before the final mediation.
It's been two years since my case concluded, and I waited to write this review because I wanted to see if time would soften my perspective. In the past two years, I've gotten to know dozens of attorneys through my current job, and have a clearer picture of attorneys can potentially operate. They can be organized. They can be transparent communicators. They can keep their clients in the loop. But Ware doesn't.
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FAQs
Questions? We have answers
What a Discrimination Lawyer Can Do for You
A discrimination lawyer specializes in handling cases where individuals or groups face unfair treatment based on protected characteristics, such as race, gender, age, religion, national origin, disability, or sexual orientation. These lawyers assist clients in filing discrimination claims, representing them in legal proceedings, and ensuring that their rights under federal, state, and local laws are upheld. Discrimination cases may arise in employment, housing, education, public accommodations, or other settings.
Whether you’ve been discriminated against at work, denied housing, or treated unfairly in other areas of life, a discrimination lawyer can help you navigate the legal process and seek compensation or corrective action.
When Should I Hire a Discrimination Lawyer?
You should consider hiring a discrimination lawyer in several situations where unfair treatment occurs based on protected characteristics. Common scenarios include:
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Employment Discrimination:
- Workplace discrimination: If you’ve been treated unfairly at work because of your race, gender, disability, religion, age, sexual orientation, or another protected status, a lawyer can help you file a claim with the Equal Employment Opportunity Commission (EEOC) or a similar state agency.
- Wrongful termination: If you were fired due to discrimination or retaliation for reporting discriminatory behavior, a lawyer can assist with filing a lawsuit and seeking compensation for lost wages, emotional distress, and other damages.
- Failure to promote: If you’ve been denied a promotion or opportunities due to discriminatory practices, a lawyer can investigate the claim and represent you in legal actions against your employer.
- Harassment: If you’ve experienced workplace harassment, such as sexual harassment or a hostile work environment based on your race, gender, or other characteristics, a lawyer can help you pursue legal remedies.
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Housing Discrimination:
- Denial of housing: If you’ve been denied housing due to your race, disability, family status, or other protected factors, a lawyer can help you file a complaint with the Department of Housing and Urban Development (HUD) or sue the landlord or property manager for violating the Fair Housing Act.
- Unfair rental practices: If a landlord or property manager treats you unfairly based on discriminatory factors (e.g., refusing reasonable accommodations for a disability), a lawyer can help you enforce your rights.
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Education Discrimination:
- Discrimination in schools: If you or your child has faced discrimination in an educational setting based on race, disability, gender, or religion, a lawyer can help you file complaints under laws like Title VI, Title IX, or the Individuals with Disabilities Education Act (IDEA).
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Public Accommodations:
- Denial of services: If a business or public service has discriminated against you based on race, gender, disability, or other protected characteristics, a lawyer can assist you in filing a complaint or lawsuit under the Americans with Disabilities Act (ADA) or other anti-discrimination laws.
Hiring a discrimination lawyer early can help protect your rights and ensure that your claim is filed within legal deadlines.
What Does a Discrimination Lawyer Do?
A discrimination lawyer provides a range of legal services to help individuals and groups fight against discriminatory practices. Their responsibilities often include:
- Filing discrimination claims: A lawyer can help you file a complaint with government agencies, such as the EEOC, HUD, or your state’s human rights commission. They ensure that your claim is properly documented and filed within required time limits.
- Investigating discrimination claims: Discrimination lawyers gather evidence, interview witnesses, and review documents to build a strong case for proving discriminatory practices.
- Negotiating settlements: In many cases, a lawyer can negotiate a settlement with the employer, landlord, or other party involved in the discrimination case, seeking compensation or corrective action without going to trial.
- Representing clients in court: If your case goes to court, a lawyer will represent you during hearings, present evidence, and argue your case before a judge or jury.
- Handling retaliation claims: If you face retaliation for filing a discrimination complaint or reporting discriminatory practices, a lawyer can help you pursue a retaliation claim.
- Advising on legal rights: A discrimination lawyer explains your legal rights under federal and state anti-discrimination laws, such as Title VII of the Civil Rights Act, the ADA, the Fair Housing Act, and others.
How Are Discrimination Lawyers Paid?
Discrimination lawyers typically charge for their services based on the complexity of the case and the expected duration of the legal process. Common payment structures include:
- Contingency fee: Many discrimination lawyers work on a contingency fee basis, meaning they only get paid if they win or settle the case. Their fee is usually a percentage of the settlement or court award, typically ranging from 25% to 40%.
- Hourly rate: For cases that don’t involve a contingency fee arrangement, some lawyers charge by the hour. Hourly rates for discrimination lawyers generally range from $200 to $600 or more, depending on the lawyer’s experience and the case’s complexity.
- Flat fee: For simpler legal tasks, such as drafting a discrimination complaint or providing legal advice, some lawyers may charge a flat fee.
- Pro bono or reduced fees: Some discrimination lawyers offer pro bono (free) or reduced-fee services, especially in cases involving low-income clients or significant civil rights issues.
It’s important to discuss fee arrangements during your initial consultation to ensure that you understand the total cost of legal services and how payment will be handled.
How Much Does a Discrimination Lawyer Cost?
The cost of hiring a discrimination lawyer depends on factors like the complexity of the case, the lawyer’s experience, and the potential for a settlement or trial. General cost estimates include:
- Contingency fees: If the lawyer works on a contingency basis, their fee will typically range from 25% to 40% of any settlement or court award. For example, if you win a settlement of $50,000 and the lawyer’s fee is 30%, they would receive $15,000, and you would keep the remaining $35,000.
- Hourly rates: Discrimination lawyers who charge by the hour typically bill between $200 and $600 per hour. For example, a case that takes 20 hours of legal work at $300 per hour would cost $6,000 in legal fees.
- Flat fees: Some legal services, such as filing a discrimination complaint or providing a legal consultation, may be available for a flat fee ranging from $500 to $2,500, depending on the complexity of the task.
- Pro bono or sliding scale fees: In some cases, particularly for low-income individuals, lawyers may offer reduced fees or work pro bono.
Always ask for a detailed estimate of costs during your consultation, and clarify whether the lawyer offers flexible payment options.
Top Questions to Ask a Discrimination Lawyer
Before hiring a discrimination lawyer, it’s important to ask key questions to ensure they have the experience and qualifications to handle your case. Key questions to ask include:
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What experience do you have with discrimination cases?
Ensure that the lawyer has handled discrimination cases similar to yours, whether it involves employment, housing, or public accommodation discrimination. -
How do you charge for your services?
Clarify whether the lawyer charges a contingency fee, hourly rate, or flat fee, and ask for a detailed breakdown of costs. -
What are my chances of success?
Ask the lawyer for an honest assessment of your case, including potential challenges and the likelihood of success. -
How long will the process take?
Discrimination cases can take time to resolve, so ask the lawyer how long they expect the process to take, from filing a complaint to reaching a settlement or going to trial. -
Will I need to go to court?
Ask whether your case is likely to settle out of court or if a trial may be necessary. If a trial is possible, ask what steps the lawyer will take to prepare. -
What damages or remedies can I seek?
Ask about the types of compensation or corrective action you can pursue, such as back pay, emotional distress damages, job reinstatement, or policy changes. -
What steps should I take to protect my rights?
Ask for advice on how to document evidence, handle workplace or housing interactions, and avoid retaliation while your case is pending.
How to Check the Credibility of a Discrimination Lawyer
To ensure you are hiring a reputable discrimination lawyer, take the following steps to verify their credentials and track record:
- Check their bar status: Verify that the lawyer is licensed to practice law and in good standing with the state bar association. You can check this on your state bar’s website.
- Look for discrimination case experience: Review the lawyer’s website or profile to ensure they specialize in employment law, civil rights, or discrimination cases and have successfully handled similar cases in the past.
- Read client reviews and testimonials: Look for client reviews on platforms like Avvo, Martindale-Hubbell, or Google to see what previous clients have said about their experience with the lawyer.
- Ask for references: A reputable lawyer should be able to provide references from past clients who have worked with them on discrimination matters.
- Check for certifications or memberships: Look for certifications or memberships in civil rights organizations or employment law associations, such as the National Employment Lawyers Association (NELA).
What Should I Prepare for My First Consultation?
To get the most out of your first consultation with a discrimination lawyer, it’s important to come prepared with relevant documents and information. Here’s what you should bring:
- Detailed account of the discrimination: Provide a clear description of the discriminatory actions, including dates, locations, and individuals involved. Document specific incidents and any witnesses who can support your claim.
- Workplace or housing records: Bring copies of relevant employment or housing documents, such as job performance evaluations, rental agreements, emails, or written correspondence related to the discrimination.
- Company or organization policies: If the discrimination occurred in the workplace or housing, bring copies of company policies, employee handbooks, or housing agreements that outline anti-discrimination policies.
- Evidence of damages: Provide evidence of any financial losses, such as lost wages, job termination, or increased rent, as well as emotional or psychological distress caused by the discrimination.
- Previous complaints or actions: If you’ve filed previous complaints or taken any action related to the discrimination, such as reporting the issue to HR or filing a complaint with a government agency, bring copies of those documents.
- Questions about the process: Prepare a list of questions about your legal options, potential outcomes, and the lawyer’s approach to handling your case.
By preparing thoroughly for your consultation, you can help the lawyer assess your situation more effectively and provide the best possible legal advice for pursuing your discrimination claim.
