Does This Sound Like Your Situation?

You don't need to be sure you have a case. That's what the call is for. But if any of these are familiar, it's worth asking:

• You complained, and then your job changed. A write-up that appeared out of nowhere. Hours cut. A schedule that suddenly doesn't work. A performance review that contradicts the last three.
• You reported something unsafe or unlawful, and got pushed out for it. Especially if you work for a city, county, or public agency.
• HR knows and nothing has changed. You documented it. They documented it. The conduct continued.
• You were handed a severance agreement and told to sign quickly. The pressure to decide fast is usually about their interests, not yours.
• You're salaried, titled "manager," and working sixty hours doing the same work as the people getting overtime.
• Your tips are going somewhere. A percentage off credit card tips, a manager in the pool, "house" fees.
• You're working through breaks, or off the clock — pre-shift setup, closing, answering texts after you've clocked out.
• You were injured and the insurance company is already making offers. Early offers exist for a reason.
• You were harmed by someone who had authority over you. A supervisor, an institution, someone in a position of trust.
  
  

What It Costs, and What Happens Next

The call is free. Fifteen minutes, no obligation, and you'll never be asked for money on a first call.

No fee unless we win. Employment and injury cases are typically handled on contingency.

Your employer doesn't find out. A consultation is confidential. Calling a lawyer doesn't notify anyone, and what you do next stays your decision.

You'll get a straight answer. Including when the answer is that you don't have a claim worth pursuing. I'd rather tell you that in fifteen minutes than six months in.

Book a free 15-minute case review · Call or text 805-630-3245

What Actually Happens on the Call

You tell me what happened, in whatever order it comes out.

I'll ask about dates — when you started, when things changed, when you spoke up, what happened after. In employment cases the timeline usually is the case, so it helps if you jot down rough dates beforehand. If you have pay stubs, texts with your manager, or a termination or severance document, have them nearby.

Then I tell you what I think. Whether there's a claim, what it's likely worth pursuing, what the deadlines look like, and what I'd do first if it were me. If it's outside what I handle, I'll tell you who does handle it.

That's the whole call. No pitch, no pressure, no paperwork.