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22 Oct, 2024 by Stefan bahamondez
07 Oct, 2024 by Shaun preacher
Ms. Plata is an exceptionally fine attorney who represented our son in a juvenile matter which had serious consequences. Ms. Plata's dedication to our son's case we consider above and beyond our expectations with an outcome much better than anticipated. If you wish to have an attorney that has compassion for their client and truly cares I would highly recommend her firm for any of your legal matters.
Shaun
Neptune Beach
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07 Oct, 2024 by Tamia gowins
Working with Ms. Plata was THE best experience I have had. This was my first time needing an attorney so I was a bit nervous but she made the experience easy and quick. She started working on my case the next day and communicated with me every step of the way so I wasn't confused on anything. I would definitely use Ms. Plata again and recommend her to everyone! If I could give more stars I would, 5 is just not enough!
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18 May, 2022 by Chris
Mr. Poindexter, and the rest of the Delegal & Poindexter firm, were outstanding. They were open and honest about the potential outcome of my case; there were no surprises. I would like to point out that I was contacted by Mr. Poindexter late on a Saturday night regarding specifics about my case. I truly appreciated the fact that he was working on my case during those late hours, which is a testament to their dedication toward their client(s). Mr. Poindexter's negotiation skills are extraordinary; you won't be disappointed. I am truly grateful for the Delegal & Poindexter firm taking on my case and fighting for a positive outcome.
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06 Apr, 2020 by Anonymous
I had reviewed a few employment and labor attorneys/firms online and consulted a couple before being referred to his firm. His firm was recommended by another attorney and having that endorsement made it an easy choice for me. When I am looking for a specialist in a field, I expect that professional to know his/her trade like the back of their hand.
James is very knowledgeable and diligent, and meticulous in his approach. He was very quick to grasp the nitty-gritty of my situation. I would have to say that my case was probably a little unusual and it turned out to be more complicated than I had initially foreseen but that did not faze James. He outlined the probable outcomes and developed a course of action. He gave good advice and patiently answered my numerous questions. His negotiation skills are par excellence and I believe that clinched the matter in my favor in the end.
I would strongly recommend Attorney James Poindexter to anyone looking for legal counsel or representation in the area of employment related issues. He will meet or exceed your expectations.
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19 Apr, 2018 by Jason
James and staff stayed on top of everything. They were able to get everything I asked for. They really went to bat for me.
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18 Jul, 2021 by Robert
David Sacks is a great attorney! David handled my case that took a few years and handed some of the top corporate attorneys in the industry quite a fight! David is smart and fearless he will not be bullied! I have been involved with illegal termination defense multiple years. David stands up fights and will not be pushed around. You cannot win all of them but the otherside will know they are in a fight when you hire David to defend your rights! You want him on your team!
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15 Aug, 2018 by John from jacksonville, fl
I hired Mr Sacks back in 2016 to represent me in a lawsuit against my former employer. If I could go back in time and do it all over again would I hire Mr Sacks? Absolutely not. The first time I spoke with Mr Sacks over the phone I obviously did not answer his question properly. About 2 minutes into the conversation when he asked me a question and I answered it he immediately started yelling at me. He told me that a judge and jury would never accept my answer. This struck me as very odd. I had been talking with Mr Sacks for the very first time for a total of maybe 2 minutes and already he was yelling at me as if I were supposed to know exactly what to say, what to do and how to act ? Wow.
I will not tell you what you want to hear about Mr Sacks. I will tell you what you NEED to hear about Mr Sacks. I firmly believe that Mr Sacks had determined the outcome of my case long before the final day of mediation. Many of my questions went unanswered and Mr Sacks would simply say to me "trust me". BIG MISTAKE on my part when I did. The final day of mediation is when I realized that I was intentionally left in the dark by Mr Sacks as far as certain specific details of my case were concerned. The mediator was shocked at certain things that did or did not occur during the entire process and duration of my case. So was I. I feel as if the primary objective of Mr Sacks is to keep his client in the dark and to reveal as little information about important details of the case as possible. This will keep his client uninformed to a certain extent and will also allow Mr Sacks to have full control of the outcome of the case. Not to mention, this will also allow him to do so with little or no resistance from his client at all. If Mr Sacks sends his client to a gun fight armed with a butter knife then usually his client will be backed into a corner and forced to submit with little or no resistance at all. I also feel as if this was not Mr Sacks' first rodeo. The day before mediation Mr Sacks refused to answer specific and very important questions of mine as far as how mediation would actually take place and totally blew me off. Mr Sacks told me that " he had many other clients to deal with that day and would just see me in the morning at mediation." Unbelievable !! It seemed as if both Mr Sacks and opposing counsel were doing nothing more than trying to put on a show for everyone the entire time. Many times during depositions Mr Sacks would try to appear to be angry and would get loud and raise his voice at the opposing attorney that represented my former employer. It also seemed as if opposing counsel would "object to form" or object to many other irrelevant aspects of a question simply to disrupt the flow of the questioning that took place during depositions. As far as I was concerned it was nothing more than "posturing on steroids" that was mixed with nonstop blathering by opposing counsel with the objections that were being made every 20 seconds. Sometimes I felt as if I were watching a low budget reality tv show. It was ridiculous at times as far I was concerned and also a very weak attempt to mislead clients that were involved in the case as well as the mediator. The mediator also seemed to be aggravated with certain aspects of the case along with pertinent details that were conveniently left out or not addressed at all. I learned much more about my case from the mediator during the few unnecessary hours spent during mediation than I did the entire time I spent with Mr Sacks on my case. As I mentioned before, I feel as if the final outcome of my case had been decided behind closed doors and long before mediation even took place. During mediation is when I realized what might have actually taken place the entire time and also determined the final outcome of my case, or left me with an ultimatum as far as I was concerned.
Due diligence is golden. Food for thought.
John from Jacksonville, Fl
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29 Apr, 2017 by Daniel
This lawyer took the time to speak to me over the phone about my situation and gave me some helpful advice without having to schedule a consultation. I will keep him in mind for the future.
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18 Feb, 2024 by Anonymous
Mr. Kanupp handled my case of wrongful termination with a concern of a just outcome. It was a time-consuming process, kept me informed, listened to my concerns, which resulted in a satisfactory outcome.
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14 Feb, 2024 by Alma
Alma Roberts
8107 Moritz Court
Orlando, FL 32825
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29 Jan, 2024 by Anonymous
Samuel Kanupp represented me in a difficult Whistleblower, FMLA retaliation case, unlawful termination. He is passionate about his work and advocating for those who are unlawfully wronged by current or previous employers. I could not have asked for better representation, Mr. Kanupp quickly understood my situation and the facts of my case. He is extraordinarily well versed in Employment Law, and is passionate about helping people who have suffered unlawful retaliation in his or her employment. Mr. Kanupp is a tireless and compassionate advocate for his client. He submitted all court documents timely and thoroughly, he kept me updated on the process, prepped me for depositions, mediation and counseled me in all aspects of my case. I am most impressed by his ability to direct examine witnesses in deposition. He came well prepared and did a great job. I felt vindicated by the proceedings. It was a healing experience for me to sit-in on the depositions of my former employer with Mr. Kanupp
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16 Mar, 2021 by Connie
Mr. Thomas worked very diligently and professionally to get results that exceeded my expectations. I could not have asked for a better attorney. He was very thorough in all the submissions, and extremely knowledgeable and helpful of every aspect of navigating the legal system.
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30 Apr, 2017 by Thomas
As a senior paralegal, I have worked with many, many lawyers over the past 30 years. Mr. Thomas is one of the greater advocates I have ever had the pleasure of working with. I am very grateful to have had him in my corner for this critical legal action. He was very knowledgeable of the legal issues of my case and ferreted out the relevant facts to address and apply towards those issues. I could not have asked for a better advocate working on my behalf. When it came to my hearing, he went in with a "let's get to work" attitude. He was easy to work with and kept me informed at every decision point. I cannot thank Mr. Thomas enough for the time and attention in placed toward my case. I would highly recommend Mr. Thomas and his team for any action requiring a labor law attorney.
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08 Jun, 2016 by Gail
Attorney Thomas has a great reputation for being a strong arm protector of employee civil rights. Especially with all the obstacles he faces with Florida laws in favor of the employer. He has his work cut out for him because of the horrific laws. However, he is a great attorney and will work very hard to protect his clients no matter what obstacles in his way. Thank you Attorney Archibald (and his Paralrgal Daniella) for taking on my case and protecting my civil rights!
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Questions? We have answers
What a Sexual Harassment Lawyer Can Do for You
A sexual harassment lawyer specializes in representing individuals who have experienced unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature that affects their employment or creates a hostile work environment. These lawyers help victims understand their rights under federal and state laws, such as Title VII of the Civil Rights Act, and guide them through the process of filing complaints, negotiating settlements, or pursuing litigation. They also assist employers in implementing anti-harassment policies, conducting investigations, and defending against claims.
Whether you're an employee facing harassment or an employer seeking to address or prevent harassment claims, a sexual harassment lawyer can provide the legal expertise needed to navigate these sensitive issues.
When Should I Hire a Sexual Harassment Lawyer?
You should consider hiring a sexual harassment lawyer in the following situations:
-
For Employees:
- Experiencing workplace harassment: If you are subjected to unwelcome sexual advances, comments, or behavior that creates a hostile or offensive work environment, a lawyer can help you understand your rights and the steps to take.
- Retaliation for reporting harassment: If you've reported harassment to your employer and are facing retaliation such as demotion, termination, or other adverse actions, a lawyer can help protect your rights.
- Failure of employer to address complaints: If your employer does not take appropriate action after you've reported harassment, a lawyer can advise on how to escalate the matter legally.
- Constructive dismissal: If the harassment is so severe that you feel forced to resign, a lawyer can help you pursue a claim for constructive dismissal.
- Negotiating settlements: If you're considering a settlement with your employer, a lawyer can negotiate on your behalf to ensure you receive fair compensation.
-
For Employers:
- Receiving a harassment complaint: If an employee has filed a harassment complaint, a lawyer can guide you through the legal obligations for investigating and addressing the complaint.
- Implementing anti-harassment policies: A lawyer can help you develop and implement policies and training programs to prevent harassment and protect your organization legally.
- Defending against claims: If your organization is facing a harassment lawsuit, a lawyer can represent you in court or during settlement negotiations.
Hiring a lawyer early can help ensure that your rights are protected and that you take the appropriate legal steps.
What Does a Sexual Harassment Lawyer Do?
A sexual harassment lawyer provides various legal services depending on whether they represent the employee or the employer. Their responsibilities often include:
-
For Employees:
- Legal consultation: Provide advice on your rights and the merits of your case, helping you understand the legal definitions of harassment and applicable laws.
- Filing complaints: Assist in filing a complaint with the Equal Employment Opportunity Commission (EEOC) or state agencies, ensuring that all procedural requirements are met.
- Negotiating settlements: Engage in negotiations with the employer to secure compensation for damages such as lost wages, emotional distress, or punitive damages.
- Litigation: Represent you in court if a lawsuit is filed, presenting evidence, questioning witnesses, and making legal arguments to support your case.
- Protection against retaliation: Advise on how to handle retaliation from your employer and take legal action if necessary.
-
For Employers:
- Policy development: Help create comprehensive anti-harassment policies and training programs to prevent harassment in the workplace.
- Internal investigations: Guide the investigation process when a complaint is made, ensuring it is thorough, impartial, and compliant with legal standards.
- Legal defense: Represent the company in responding to EEOC complaints or lawsuits, aiming to resolve the matter efficiently and protect the organization's interests.
- Compliance advice: Keep the company informed about changes in employment laws related to harassment and recommend best practices to maintain compliance.
How Are Sexual Harassment Lawyers Paid?
Sexual harassment lawyers typically charge for their services in various ways, depending on the nature of the case and representation:
-
For Employees:
- Contingency fee: Many lawyers represent employees on a contingency fee basis, meaning they only get paid if they win or settle the case. The fee is usually a percentage of the recovered amount, typically ranging from 25% to 40%.
- Hourly rate: Some lawyers may charge an hourly rate, especially if the case is unlikely to result in monetary compensation but still requires legal assistance.
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For Employers:
- Hourly rate: Lawyers representing employers usually charge by the hour, with rates ranging from $200 to $600 or more, depending on their experience and the case complexity.
- Retainer: Employers may pay a retainer fee for ongoing legal services, especially if they require regular legal counsel on employment matters.
It's important to discuss fees during the initial consultation to understand the cost structure and any additional expenses.
How Much Does a Sexual Harassment Lawyer Cost?
The cost of hiring a sexual harassment lawyer varies based on several factors:
-
For Employees:
- Contingency fees: If working on a contingency basis, you typically won't pay any upfront fees. If you win or settle, the lawyer's fee will be a percentage of the compensation. For example, if you settle for $50,000 with a 30% contingency fee, the lawyer would receive $15,000.
- Hourly rates: If charged hourly, fees can range from $200 to $600 per hour. Total costs depend on the number of hours worked.
-
For Employers:
- Hourly rates: Legal fees can range from $200 to $600 per hour. A straightforward case might cost between $5,000 and $20,000, while more complex litigation could exceed $50,000.
- Retainer fees: Ongoing legal services may require a retainer ranging from $5,000 to $25,000 or more, depending on the anticipated legal work.
Always request a detailed fee agreement to understand all potential costs.
Top Questions to Ask a Sexual Harassment Lawyer
Before hiring a sexual harassment lawyer, consider asking the following questions:
-
What experience do you have with sexual harassment cases?
Ensure the lawyer has a strong background in handling cases similar to yours. -
How do you charge for your services?
Understand the fee structure, including contingency fees, hourly rates, and any additional costs. -
What are the strengths and weaknesses of my case?
Get an honest assessment to set realistic expectations. -
What is the likely timeline for my case?
Ask how long the process might take, from filing a complaint to resolution. -
Will my case go to trial?
Discuss the likelihood of settling versus going to court. -
How involved will I need to be?
Understand what will be required of you throughout the process. -
What outcomes can I expect?
Discuss potential remedies, such as compensation, policy changes, or reinstatement.
How to Check the Credibility of a Sexual Harassment Lawyer
To ensure you're hiring a reputable lawyer:
- Verify their license: Check with your state bar association to confirm they are licensed and in good standing.
- Review their experience: Look for lawyers who specialize in employment law, particularly sexual harassment cases.
- Read client reviews: Check online reviews and testimonials on platforms like Avvo or Martindale-Hubbell.
- Ask for references: A credible lawyer should provide references from past clients.
- Professional memberships: Membership in organizations like the National Employment Lawyers Association (NELA) can indicate a focus on employment law.
What Should I Prepare for My First Consultation?
To make the most of your initial meeting:
- Detailed account: Prepare a written timeline of incidents, including dates, locations, and individuals involved.
- Documentation: Bring any relevant documents, such as emails, text messages, voicemails, photographs, or witness statements.
- Employment records: Provide your employment contract, employee handbook, performance reviews, and any prior complaints filed.
- Questions: Write down any questions you have about your case, the legal process, or the lawyer's experience.
- List of witnesses: Note any colleagues or individuals who may have witnessed the harassment or can support your claims.
Being well-prepared will help the lawyer assess your case effectively and provide accurate legal advice.
