"I thought reporting it would end my career. Filing the claim gave me my career back."
Identity withheld at client request. Case details verified by Counsel. This is one of 94 resolved matters since 2018.
The firm that stands between you and every institution that would rather you stay quiet.
We draft demand letters at midnight, file EEOC charges before deadlines expire, and depose the supervisors who looked the other way. Below is exactly what that process looks like — step by step.
94
Matters resolved
$0
Upfront cost — contingency only
48h
Response to initial inquiry
100%
Plaintiff-side only
What we handle.
Plaintiff-side employment law only. We don't represent employers, HR departments, or insurance carriers.
Sexual Harassment
Quid pro quo demands, hostile work environment, unwanted physical contact, and supervisor misconduct.
Retaliation
Schedule manipulation, case reassignment, performance review changes, and termination following a complaint.
EEOC Representation
Full representation through the agency process — charge drafting, mediation, and right-to-sue requests.
Constructive Discharge
When conditions were made intolerable enough that leaving was the only option — your resignation may be a termination.
Employer Policy Violations
When HR failed to investigate, ignored complaints, or allowed known harassers to continue in supervisory roles.
Third-Party Harassment
Harassment by clients, vendors, or contractors that your employer failed to address after being informed.
Retaliation Warning Signs
If any of these happened after you reported or refused — that's a second legal claim.
Performance review downgraded within 90 days of complaint
Schedule changed to less desirable shifts or hours
Excluded from meetings you previously attended
Reassigned to lower-visibility projects or accounts
Passed over for promotion you were on track for
Increased scrutiny of work that wasn't scrutinized before
Colleagues told to limit contact with you
Sudden documentation of alleged performance issues
HR "lost" your complaint or delayed investigation
Threatened with consequences for pursuing legal options
Your complaint was "investigated" by the harasser's ally
You were told to "keep this between us"
What actually happens after you call.
Every step below is what we do, what we ask of you, and what you should expect to feel. The unknown becomes a sequence of manageable, human-scaled steps.
Initial Consultation
The door closes. The notepad opens. No judgment, no commitment — just the first honest conversation you've had since it happened.
What we do
Listen to a full account of the incidents without interruption
Identify which legal theories apply — Title VII, state FEHA, hostile work environment, quid pro quo
Assess the strength of your documentation and corroborating evidence
Explain your statute of limitations window with specific dates
Answer every question you've been afraid to ask HR
What you provide
A timeline of incidents as you remember them — imprecise is fine
Any texts, emails, or notes you've saved (even in a Notes app)
The name(s) of anyone who witnessed or was told about the conduct
Your current employment status and relationship to the harasser
What to expect to feel
Heard, possibly for the first time. The consultation is confidential under attorney-client privilege from the moment it begins. You will not be asked to decide anything.
Investigation & Documentation
We build the record that turns your account into evidence. What you've saved matters. What you haven't saved, we help you reconstruct.
What we do
Draft a formal preservation letter to your employer demanding retention of all relevant communications
Identify and secure third-party witnesses before they become unavailable
Review your personnel file for any retaliatory paper trail
Build a chronological incident log formatted for agency submission
Assess your employer's written harassment policy against their actual conduct
What you provide
All saved communications — forward to a personal account if still employed
Names and contact information of potential witnesses
Performance reviews from before and after incidents began
Any written responses you received from HR or management
What to expect to feel
The anxiety of "I don't have enough" begins to lift. Most clients discover they have more documentation than they realized. We identify what's missing and explain how to fill those gaps without risk.
Agency Filing
The EEOC charge is the first formal act. It starts the clock, preserves your rights, and puts your employer on notice that this is real.
What we do
Draft and file your EEOC charge or state agency equivalent (DFEH, NYSDHR, etc.)
Respond to any employer position statements on your behalf
Request a Notice of Right to Sue if federal court litigation is the stronger path
Monitor agency proceedings and mediation offers with a clear-eyed assessment of each
File retaliation charges immediately if your employer responds with adverse action
What you provide
Review and approval of the charge draft before submission
Notification if your employer changes your role, schedule, or treatment after filing
Continued documentation of any new incidents or retaliatory conduct
What to expect to feel
The uncertainty of "what if I never do anything" is gone. The charge is filed. Your employer knows. Whatever happens next, you are no longer silent.
Negotiation or Litigation
Most cases resolve before trial. When they don't, we're built for the courtroom. Either way, you don't negotiate alone.
What we do
Present a formal demand with documented damages — lost wages, emotional distress, attorney's fees
Conduct depositions of the harasser, supervisors who ignored reports, and HR personnel
Issue discovery requests for all internal communications about you and your complaints
Evaluate every settlement offer against your realistic trial outcome
Take cases to verdict when the offer doesn't reflect what happened to you
What you provide
Honest input on what resolution looks like to you — financial, professional, or both
Availability for deposition preparation sessions
Continued documentation through the litigation period
What to expect to feel
The power imbalance shifts. Your employer's attorneys are responding to our discovery. Their executives are being deposed. You are no longer the person managing this alone.
Resolution
Settlement, verdict, or reinstatement — what resolution looks like is yours to define. We explain every option before you decide.
What we do
Review settlement agreement terms line by line with you — no rushed signatures
Negotiate non-disparagement clauses, reference letter terms, and severance structures
Ensure tax treatment of settlement components is clearly understood
File satisfaction of judgment or enforce settlement terms if violated
Advise on any post-resolution obligations that affect your next employment
What you provide
Your priorities — what matters most in how this ends
Signed authorization for any final agreements
What to expect to feel
What happened to you has a documented record. Your employer has faced a consequence. You have a path forward that you chose — not one that was chosen for you.
Workplace Harassment Action Guide
Before you call anyone — including us — this guide gives you the tools to protect yourself right now. No obligation, no sales call.
Documentation best practices — what to save, how to save it, where
Statute of limitations by state — your deadline may be closer than you think
Retaliation warning signs checklist — 12 behaviors that signal your employer knows they're exposed
What HR is actually required to do (and what they're not)
Download the guide
We'll email it immediately. No follow-up calls unless you ask.
Request a Confidential Case Review
This form asks three questions. That's it. We don't need your story yet — we need enough to schedule the right conversation. Everything you submit is protected by attorney-client privilege.
Attorney-Client Privilege
This communication is protected from the moment you submit. Your employer cannot subpoena it. HR cannot access it. It is yours.
What happens after you submit
An attorney reviews your submission within 48 hours
We reach out through your preferred contact method only
You choose whether to schedule a full consultation
No pressure, no follow-up if you don't respond
No upfront cost. Counsel works on contingency — we are paid when you are paid. If your case doesn't resolve, you owe nothing.