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03 Jul, 2017 by Chrissy
I was referred to Virginia after being terminated from a position of over 5 years with no notice. Friends had told me that Virginia had experience with this same employer in a different case, and there was a positive outcome. This job meant the world to me. I was a dedicated employee with national awards to back up my performance. However, I was experiencing sexist remarks for almost the entire duration of my tenure there. After a particularly loud and hostile confrontation, I finally told my supervisor that I was going to go against the advice of HR and final a formal grievance. I was fired 4 days later.
When I first met with Virginia I was a total wreck. I sobbed almost our entire meeting, and I wasn’t even sure myself of what I was looking for out of our initial meeting. She listened patiently, and at the end of my story she gave me a very honest account of what it would look like to pursue a lawsuit. She didn’t paint a rosy version of events, and she didn’t even commit to taking on the case. Instead, she told me what I would need to do to prepare, and gave me a choice.
Throughout the case I felt confident that I was in good hands. Virginia was always open to questions, trustworthy, and diligent in her preparation of evidence. I truly believe that her reputation of ironclad groundwork played an emotional role in the final decision of my past employer.
Virginia understood my needs from this endeavor where greater than the financial outcome. We have many healing (albeit concise) conversations about how these types of cases influence organizational behavior. In the end, I felt like I got to experience justice thanks to Virginia. I would recommend her to anyone.
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17 Apr, 2017 by Margaret
It is never a good way to start the New Year being terminated from your current position. Not only was I taken by surprise when the HR Director asked to speak with me early morning of Jan 10, 2017, she was the only person besides myself in the the meeting. I was given termination paperwork and told that I had 21 days to return it if I was going to receive any type of additional severance from the company. I was also told that I should be able to collect unemployment. Considering it was only myself and the HR Director in the meeting - it would come down to my word against hers if I was unable to collect unemployment or if there was an issue with the termination/severance paperwork. Virginia was able do an initial phone consult with me which put my mind at ease during this stressful time. She let me know what information and paperwork she needed from me to review my case and a fair estimate of the cost involved in the review. I put together all the necessary documentation and met with her at her Downtown Tacoma office. Meeting Virginia in person was one of the best things to come out of my employment being terminated from my previous employer in Fife. Virginia reviewed the paperwork and settlement agreement and set up a phone consult to let me know what she found. I was able to ask questions of her on the phone and was given step by step changes to the wording of the settlement agreement that she recommended. She explained some of the legal wording that was listed so that I would be able to understand what my previous employer was trying to impose on me. Talking to Virginia gave me the confidence to stand up to my previous employer and to ask for changes to be made to the settlement agreement that was mutually beneficial to both parties involved. If I had not contacted Virginia, I probably would have just signed the paperwork and took my chances. I am so glad that my previous employer made the necessary changes to the paperwork that Virginia recommended. I felt like I left the company on my terms, rather than theirs. I was able to collect unemployment as well. I have gone to work for another company and am grateful that Virginia was able to help out during the transition from unemployed to employed. I would recommend her to anyone looking for guidance/legal advise as a result of an employment termination. I will use Virginia's Legal services in the future if I find myself unemployed again or in a motor vehicle accident. She takes the time to communicate with you and follows-up in a timely manner. So many legal issues now a days are so time sensitive. I received e-mails from her over the weekend as well as in the evening. She genuinely cares about her clients.
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07 Apr, 2017 by Cynthia
After working in the workforce for decades and having numerous encounters with discrimination, I had never sought the advice of a lawyer. Rationale was that it was too hard to relive the incidents over and even harder to try to prove that the actions of your employer were discriminatory. The behavior of my current employer became so egregious and unprofessional I had to seek consultation on either to sue or plan an exit strategy. I called and left a message and Virginia called me back while in training out-of-state. She spoke to me multiple times and instructed me on what she needed to get started while still away from the office. I was impressed right away with her efficiency!
As instructed, I provided her with input. She reviewed my input and we setup a date to meet. Prior to meeting, she was honest and informed me right away that she was not inclined to take my case on. When we met she asked some pointed questions and allowed me to talk, while she attentively listened. She observed my body language and passion. She then assessed my current situation and cared enough to tell me about what she could see in me as an individual being that she had been in employment law for 28 years. She offered me alternatives (i.e., a referral for potential employment elsewhere and/or encouraged me to do more with my small business). In addition, she clarified that even though she was not willing to take on my potential case another lawyer may view my current situation differently. She informed me of the statutory limitations, if I wanted to pursue further.
Based on her feedback, it validated what I already knew, removing all emotions. Her neutral, but caring, review brought me peace that I had not experienced since my encounter with my employer two months prior and it resolved issues I had internally NOT dealt with for decades. I will always be thankful for her efficient, honest and forthright consultation. The universe gives you what your heart desires. For me, it was meeting and consulting with Virginia DeCosta.
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15 Sep, 2024 by Ray blumhoff
We are extremely satisfied with the work our attorney, John Ladenburg,Jr. did in recovering damages for us from a national insurance company. He was highly recommended to us and we, in turn, recommend him to anyone having difficulty with big insurance companies. Great job! Excellent outcome!!
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04 Sep, 2024 by Victoria hill
Ladenburg law helped me solve my auto claim quickly and professionally. They took great care to ensure my needs were met, and that I was getting the proper care for my injuries. For responsive, caring and thoughtful service, Ladenburg Law is the way to go!
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21 Aug, 2024 by Marianne b.
If you’ve ever had the frustrating experience of trying to deal with an insurance company that refused to negotiate, you’ll know what a relief it was to turn everything over to John Ladenburg at Ladenburg Law Offices. Mr. Landenburg did an awesome job of winning a very satisfactory settlement from a company that had ignored our concerns. Mr. Ladenburg’s experience, expertise, and determination to win a fair settlement was evident. We are so grateful to him and his very supportive staff for such a positive outcome.
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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:
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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.
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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:
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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.
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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:
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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.
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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:
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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.
