Intake & Free Consult

Amanda L. Thompson provides a free 1-hr consultation to each potential client.  This consultation may be done by phone, Zoom video conferencing, or in person.  Determining whether you have a case for wrongful termination, discrimination, harassment or other employment law claims can be a complicated process.  Ms. Thompson will evaluate the unique facts of your situation to determine whether she believes you have an actionable case.  To do so, Ms. Thompson requests potential clients to complete a detailed intake questionnaire to provide contact information as well as background information and details regarding their potential claims.  Completing the intake form ahead of time generally helps potential clients organize their thoughts and information regarding potential claims while allowing Ms. Thompson to seek more detailed information or to ask more pointed questions during the consultation.   

PLEASE COMPLETE THE INTAKE FORM, SEND A MESSAGE, OR CALL FOR A CONSULTATION APPOINTMENT

In addition to completing the detailed intake form, please start gathering documentation that helps to explain or support your claim(s).  A list of documents that are usually relevant to employment claims is below; otherwise, here is an (optional) form you may use to organize your documents, which will also be extremely helpful if we proceed to litigating your claims.  

PLEASE START GATHERING DOCUMENTS (PREFERABLY IN DIGITAL FORM):

  • job application and/or employment contract or offer letter (if any)
  • salary and benefit information during employment including bonuses and awards
  • letter or other notice re: termination/adverse treatment
  • performance evaluations, any documentation of discipline, warnings, etc
  • any documents you have from your personnel file
  • employee manual/handbook
  • workers’ compensation records (if applicable)
  • written notice to employer of discrimination, harassment, or retaliation you experienced
  • written notice to employer of your disability / medical condition / requests for accommodations, etc.
  • other written documentation re: your disability / medical condition (ie. medical records)
  • severance agreement
  • separate arbitration agreement (if any)
  • Emails or texts with coworkers, supervisors, etc during or after employment (save PDFs, do not forward)

There may be other documents related to your claims that you may be asked to preserve and provide.  In general, when in doubt, keep any/every document that is remotely related to your employment and potential claims.  Obviously, do NOT keep documents that are subject to any kind of Confidentiality Agreement with your employer or may otherwise subject you to liability.  Please be sure to ask Ms. Thompson if you have any questions about this!   You may provide documents to Ms. Thompson via e-mail, fax, or upload via the intake form link or request a shared folder via Dropbox or Clio client portal. 

JOB SEARCH EFFORTS
If your claims involve a termination or constructive discharge (you resigned because you felt you had no other option due to discrimination, harassment, retaliation, failure to accommodate, etc), then it will be important for you to have a record of your job search efforts after your termination or resignation.  Thus, please keep copies of documents that demonstrate your job search efforts and related post-termination income, including:

  • job searches after termination (ie. job applications or submissions through job-search websites, emails with attachments, and related responses)
  • employment contracts or offer letters for any positions held after termination
  • salary and benefit information (including bonuses) for any positions held after termination 

You may find it helpful to keep a log of your job search efforts.  Here is an optional job search log to track your job search efforts or you may create your own.  Either way, it is important to have a record of your job search efforts after any wrongful termination or constructive discharge claim.

TIMELINE OF EVENTS
You will be asked to provide a timeline of important dates and events that may pertain to your claim(s).  Usually, it is helpful to start from the date your employment began and include other significant dates such as dates of notice of disability, dates you requested reasonable accommodations and dates of responses, any discipline or other retaliation you experienced, as well as any complaints you have made.  Here is a form you may use (optional) to prepare such a timeline or you may create your own.  Either way, it is important to have a good understanding of the chronology of events that relate to your claims.

PLEASE PREPARE A LIST OF POTENTIAL WITNESSES
You will also be asked to provide a list of potential witnesses — the good, the bad, and the in between.  Please prepare a list of all witnesses related to your claims as well as a description of what it is that each person would be able to testify about, ie. harasser, supervisor, manager, HR Director, your healthcare provider, etc.  Please gather whatever contact information you have on each person or note if you do not have someone’s contact information.  Here is a form you may use (optional) to prepare a list of witnesses or you may create your own.  Either way, it is important to have a good understanding of the various people who would be able to support your claims as well as those people who may negatively affect your claims.  It will be important that you disclose these potential difficult witnesses so that Ms. Thompson can prepare how to handle those witnesses also. 

SUMMARY OF RESOURCES TO HELP YOU ORGANIZE YOUR CASE!
     Timeline
     Case-Related Documents
     Witness List
     Healthcare Providers List
     Records Release Authorization
     Job Search Log
     How to Convert to PDF and Organize your Documents!  Explains how to convert to PDF and tips on naming documents to help keep them organized.  

PLEASE BE WILLING AND ABLE TO COMMUNICATE ELECTRONICALLY
The Law Office of Amanda L. Thompson makes every effort to BE GREEN so please provide documents electronically whenever possible.  We also institute the following policies whenever possible in order to make only the smallest footprint on our environment:

  • Electronic File Storage
  • Paper Recycling and Use of Recycled Paper
  • Internet Fax Service
  • Electronic Communications (e.g. emails)
  • Invoicing via E-mail
  • Electronic Court Filing (please be advised the court charges a small fee for electronic filing)

Comments are closed.