Q: Do employment attorneys work on a contingency basis? Should I contact a lawyer? Just a few examples below.
A 46-year-old female with a disability, I believe my rights have been violated, and I am seeking justice for the mistreatment I have endured. I am on a team of 6; same job different territories. Issues: Bullied by my boss and it is always done in front of an audience. Favoritism is shown to male team members. There is a wage gap. and Responsibilities and travel are not equal. My pay decreased without my knowledge. I am required to do things that others do not have to do; send my schedule out, when traveling for work I have to stay w/family others stay in hotels. Employees travel for work between 8 -5:30 - I am required to travel before 8 am and after 5:30 pm. Forced into an uncomfortable employee conversation by my manager. Result - employee retaliated against me. My manager is a pathological liar. I was warned by other managers to tread lightly or I will regret it. Should I continue documenting & contact an attorney or spend my time looking for a new job? I am in hell.
A: Certainly document everything and contact a Plaintiff's employment lawyer, sooner than later because there are statutes of limitations on your claims, and if you do not pursue them timely you may lose them forever. Some employment lawyers offer free consultations, I always offer free consultations, but others do not. You may also want to consider looking for a new job, but that likely will not prejudice you as to what has already happened. If your wages were decreased without giving you 7 days written notice, that is in violation of the SC Payment of Wages Act. If you are discriminated against because of your sex or age, that could be a violation of Title VII of the Civil Rights Act of 1964. If you are required to work out side of normal hours and are not paid, so long as your are not an exempt employee, you may be entitled to pay/overtime wages for hours worked beyond 40 in any single workweek.
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