Contingency Attorneys In Employment Law In California -Split the Award

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The major thing you need to know is that if you want your lawyer of choice to work for you and get a settlement, you have to have a good and valid and provable case. They don’t run charities and will only take cases that have a good chance of winning and are based on a point of law of some worth. Again, living in California and searching for a good lawyer with experience in employment law with take some finesse on your part.

Searching online for contingency attorneys in employment law in California is a good place to start, and will actually return you some solid results. Many of the contingency attorneys in employment law in California have many years of experience in their chosen area of expertise and would serve you well.

What you would want to do is check out their sites, as most contingency attorneys in employment law in California do post right on their web sites examples of the kinds of settlements they have been instrumental in obtaining. They also list the awards they garnered by taking cases to court. Now keep in mind that the figures you see on the sites are the total awards granted by the courts. Contingency attorneys in employment law in California will of course take their percentage off the top of the settlement. What you have to do is discuss with your legal representative the percentage he/she would take from your potential settlement.

Percentages taken on a contingency basis will vary according to the complexity of the case, how long it takes and several other variables. However, if your case if sufficiently noteworthy, and does address a point of law worth pursuing, then you likely won’t have too much trouble finding out about contingency attorneys in employment law in California.

Now here is some interesting information you will want to know before you go looking for a lawyer if you have been fired. California is an “at will” state. That means an employee works at the will of the employer. Subject to certain exceptions, you can terminate an employee for no reason, without notice.

You can terminate a woman, a person over forty years of age, an Asian, an African-American, a disabled person, etc. But you CANNOT terminate an employee because they are a woman, over forty years of age, Asian, an African-American, or a disabled person. So make sure you have your ducks in a row, and all the information you need before calling a lawyer.

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