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12 Sep, 2022 by Ts
Jon Green is a consummate high integrity legal professional who not only knows New Jersey employment law but knows how it works and how to work it. He is relentless and tenacious in his pursuit of justice for his client. He’s fearless and will consistently fight to get a fair settlement for you. He doesn’t back down. He’s a client-oriented attorney who listens carefully to his client so that he fully understands the case details and what your objectives are. If he doesn’t know or understand something you’ve said, he’ll ask you to explain further. He doesn’t assume anything. He’s very detail oriented. Jon will be fully engaged in your case and is best described as “all in” once the wheels of justice begin to turn. Jon also will tell you what you need to know not what you want to hear. He’ll give you the good news and the bad news. As the case twists and turns, Jon takes the time to explain it to you so you understand it and what ramifications it has for your case. Jon works with the client collaborating on strategies and next steps. I was referred to Jon by a corporate labor attorney who recommended Jon because “Jon has a game plan”. Once Jon knows all the details of your case he definitely will have a game plan. That said, he is open to the client’s opinions and is willing to take a different path that the client suggests if it makes sense and is beneficial to the case. Jon was always accessible and his staff and other partners were very helpful. After three and a half years the case was settled out of court and it was a very positive outcome. In my opinion, you couldn’t have a better employee rights attorney fighting for you than Jon Green.
TS
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25 Jul, 2022 by Anonymous
Jon represented me as a whistleblower against a former employer. He worked with me for over three years and negotiated a settlement that I am happy with. Jon’s knowledge of employment law, coupled with his many years of experience never ceased to amaze me. He always took my calls and answered my questions, patiently educating me on how the law works. What you want from your case and what you can realistically achieve with the evidence you have is something that Jon understands well. Jon is open-minded, he will listen to your suggestions and will work with you to give you the best chance of success. Jon has seen it, done it and he draws on his own experiences over his long career to provide the “battle plan” for your case. The proof is in the results and I can truly say that Jon delivered for me. We spent a long time together working on my case. If you hire Jon, you will gain the benefit of his experience, a brilliant legal advocate and also a friend. I will miss him. Thank you again, Jon.
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24 Jul, 2022 by Lisa
Jon came highly recommended to me through one of his colleagues.
As soon as we started talking he knew exactly what the main crux of my case should be and how it should be handled.
He and his staff were in constant communication throughout the whole process. They never left a question unanswered.
They worked patiently to make sure that I received a just and fair end to my case.
His empathy for my situation was more than I could have asked for. Workplace situations are very delicate and emotional. Jon struck the great balance between being firm with me, keeping me focused and having the right sense of humor!
There is no doubt that he is the leader in his field, his expertise is exceptional.
I would, without any hesitation recommend Jon and his firm.
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27 Mar, 2011 by Anonymous
Brigette Eagan may be described as a hidden gem. She may not be as well known yet, but once she represents you in a case, you quickly realize how fortunate you are to have her on your team.
Brigette represented my company in several employment discrimination matters. We faced significant liability if the plaintiffs were successful in establishing their cases. She showed excellent leadership and judgment by developing a defensive strategy and guiding her team of lawyers and paralegals throughout the course of the litigation. Ultimately we were successful thanks in large part to her persistent dedication.
Brigette is always professional and treats everyone, clients, co-workers and adversaries, with dignity and respect. She is extremely responsive, returning phone calls and emails in a timely manner. I came to trust her advice and relied on her extensively. A few things really impressed me about her. First, she has a profound understanding of employment law. Although she has only been practicing for about 10 years, to listen to her talk you would think she has been doing this for decades. Second, she cares deeply for her clients. Client service is a top priority for her as evidenced by all of the tireless work she put into our cases. Third, the quality of her work is unparalled. Whether it be writing a brief, arguing a motion before a judge or taking a deposition, she is very, very competent.
Brigette does not get enough credit. I hope her firm realizes what a valuable attorney they have and I look forward to continuing to work with her..
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What a Wrongful Termination Lawyer Can Do for You
A wrongful termination lawyer specializes in representing employees who have been illegally fired or laid off from their jobs. Wrongful termination occurs when an employer violates federal or state laws, employment agreements, or public policy when dismissing an employee. These lawyers help clients understand their rights, evaluate the legality of their termination, and pursue legal action to recover damages such as lost wages, benefits, and emotional distress.
If you believe you have been wrongfully terminated, a lawyer can guide you through the complex legal process, negotiate with your former employer, and advocate on your behalf to achieve a fair resolution.
When Should I Hire a Wrongful Termination Lawyer?
You should consider hiring a wrongful termination lawyer if you have been fired under circumstances that may violate the law. Common reasons include:
- Discrimination: If you were terminated based on your race, color, religion, sex, national origin, age (40 or older), disability, or genetic information, this may constitute illegal discrimination under federal laws like Title VII of the Civil Rights Act or the Americans with Disabilities Act (ADA).
- Retaliation: If you were fired for reporting illegal activities, discrimination, harassment, or for participating in an investigation or lawsuit against your employer, this may be illegal retaliation.
- Violation of Employment Contract: If you have an employment contract that outlines specific terms for termination and your employer breaches these terms, you may have a claim for wrongful termination.
- Public Policy Violations: If you were terminated for reasons that violate public policy, such as refusing to engage in illegal activities, taking time off for jury duty, or exercising your legal rights (e.g., taking family medical leave), a lawyer can help.
- Whistleblower Protection: If you were fired after reporting your employer's illegal activities to a government agency (whistleblowing), you may be protected under specific laws.
Hiring a lawyer promptly is crucial, as there are strict deadlines (statutes of limitations) for filing wrongful termination claims.
What Does a Wrongful Termination Lawyer Do?
A wrongful termination lawyer provides various services to help you pursue a claim against your former employer:
- Case Evaluation: Assess the facts of your termination to determine if your employer violated any laws or breached your employment contract.
- Legal Advice: Explain your rights under federal and state laws and advise on the best course of action.
- Filing Claims: Assist in filing a complaint with appropriate government agencies, such as the Equal Employment Opportunity Commission (EEOC) or state labor departments, if required before suing.
- Negotiation: Engage in settlement discussions with your former employer to seek compensation without going to court.
- Litigation: Represent you in court if a lawsuit is necessary, presenting evidence, questioning witnesses, and making legal arguments to support your case.
- Documentation and Evidence Gathering: Help collect and organize necessary documents, such as employment contracts, company policies, performance reviews, emails, and witness statements.
- Protecting Against Retaliation: Advise you on how to handle any retaliation or further adverse actions from your former employer.
How Are Wrongful Termination Lawyers Paid?
Wrongful termination lawyers typically charge for their services in one of the following ways:
- Contingency Fee: Many work on a contingency basis, meaning they only get paid if you win or settle your case. Their fee is a percentage of the compensation you receive, usually ranging from 25% to 40%.
- Hourly Rate: Some lawyers charge an hourly rate, which can range from $200 to $600 or more, depending on experience and location.
- Retainer Fee: A retainer is an upfront payment against which the lawyer bills their hourly rate. Once the retainer is exhausted, you may need to replenish it.
- Flat Fee: For specific services, such as reviewing a severance agreement, a lawyer might charge a flat fee.
It's important to discuss payment arrangements during your initial consultation to understand how fees and expenses will be handled.
How Much Does a Wrongful Termination Lawyer Cost?
The cost varies based on the complexity of your case, the lawyer's experience, and the fee arrangement:
- Contingency Fees: If you win or settle, the lawyer's fee will be a percentage of the award. For example, if you settle for $100,000 and the contingency fee is 30%, the lawyer receives $30,000.
- Hourly Rates: Total costs depend on the number of hours worked. A straightforward case might require 20 hours ($4,000 to $12,000), while complex cases can exceed 100 hours.
- Additional Expenses: Be aware of other costs such as court filing fees, costs for depositions, expert witness fees, and administrative expenses, which may be billed separately.
Always request a written fee agreement detailing all potential costs.
Top Questions to Ask a Wrongful Termination Lawyer
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What is your experience with wrongful termination cases similar to mine?
Ensure the lawyer has relevant experience and a successful track record. -
How do you charge for your services?
Understand the fee structure and any additional costs. -
What is the likely outcome of my case?
Get an honest assessment of your chances of success and potential compensation. -
What is the estimated timeline for resolving my case?
Know how long the process may take, from filing to settlement or trial. -
What steps will you take to build my case?
Understand the strategy and what will be required from you. -
Will my case go to trial, or can it be settled out of court?
Discuss the possibilities and implications of each option. -
How will you keep me informed about my case?
Ensure there will be regular updates and open communication.
How to Check the Credibility of a Wrongful Termination Lawyer
- Verify Their License: Check your state's bar association website to confirm the lawyer is licensed and in good standing.
- Review Their Experience: Look for lawyers who specialize in employment law and have specific experience with wrongful termination cases.
- Read Client Reviews: Websites like Avvo, Martindale-Hubbell, or Google Reviews can provide insights into the lawyer's reputation.
- Ask for References: Reputable lawyers should be willing to provide references from past clients.
- Professional Memberships: Membership in organizations like the National Employment Lawyers Association (NELA) indicates a focus on employment law.
- Disciplinary Record: Ensure the lawyer has no history of disciplinary actions or complaints.
What Should I Prepare for My First Consultation?
To make the most of your initial meeting:
- Employment Documents: Bring your employment contract, employee handbook, offer letters, termination letter, and any severance agreements.
- Performance Records: Include performance reviews, commendations, or any disciplinary actions.
- Correspondence: Provide emails, texts, or memos related to your termination or any incidents leading up to it.
- Witness Information: List names and contact information of colleagues who can support your claims.
- Timeline of Events: Prepare a detailed account of events, including dates and descriptions of incidents.
- Previous Complaints: If you filed complaints with HR or external agencies, bring copies.
- Questions: Write down any questions you have about your case or the legal process.
Being well-prepared helps the lawyer assess your situation effectively and advise you on the best course of action.
