Bronson Lipsky has broad experience litigating cases arising out of retaliation under New York, New Jersey and Federal law. This includes protecting employees against being discharged, demoted, suspended, threatened, harassed or otherwise retaliated against for engaging in certain protected activity, including objecting to or complaining about discrimination, harassment or believing your company is engaging in other unlawful conduct.
Taking formal legal action should be the last recourse taken to address injustice in the workplace. The process takes enormous time, energy and expense and can be stressful. This is exactly why we carefully consider each step: whether to take a case, reach an out-of-court settlement, or go to trial. In making each of these decisions, we have one goal: what is best for our client.
Case Screening and Evaluation
After you contact us, the first step is to arrange a telephone screening with an attorney. After you have spoken with an attorney over the phone, we may recommend meeting with you for an in person case evaluation. At that meeting, we will ask questions to determine your goals, your needs and the merits of your case. An evaluation does not guarantee that we will take the case, or that we will decide to litigate. No matter what course of action is decided, the consultation will provide you with expert advice on your next steps.
After the case evaluation, you will know whether you have a case, whether it is worth spending time and money pursuing what your rights are and what your employers’ rights are.