Taking the First Step: A Guide to Contacting an Employment Lawyer
Believing you’ve been treated unfairly at work because of your race, gender, age, or religion is a deeply stressful and isolating experience. You may feel angry, confused, and unsure of what to do next. The idea of contacting a law firm can feel intimidating, like a huge, irreversible step. But it’s not. It’s simply a conversation to learn about your rights.
You don't need to have a perfect "case" or all the answers to make that first call. The purpose of a consultation is to get clarity. At our firm, we talk to people in your exact situation every day. This guide will walk you through how to prepare for that first call, what to expect, and what to ask so you can feel confident and in control.
Step 1: Gather Your "Evidence" (Don't Worry, It's Just Paperwork)
You don't need a "smoking gun" to call a lawyer. But the more organized you are, the more productive your first conversation will be. An attorney will be able to give you a much clearer "yes" or "no" if you have your facts straight. Before you call, try to gather the following:
Your Document File
Put everything related to your employment in one folder. This is your evidence. It could include:
- Your Employment Contract / Offer Letter: Any documents you signed when you were hired.
- The Employee Handbook: This is very important, as it contains the company's official policies on discrimination and harassment.
- Performance Reviews: Especially any positive reviews you received before the negative incidents began.
- Disciplinary Write-Ups: Any warnings, performance improvement plans (PIPs), or termination letters.
- Pay Stubs: These can be used to prove your wages or a difference in pay between you and other employees.
- Communications: This is your most powerful evidence. Print out any relevant emails, text messages, or saved voicemails between you and your boss or HR.
Your Timeline of Events
This is the most helpful thing you can do. Open a simple document and write down what happened in order. This is your story. Try to include:
- Dates: When did the discrimination start? When did you complain? When were you fired or demoted?
- Names: Who was involved? Note the full names and titles of managers, supervisors, or co-workers.
- What Was Said: Write down specific quotes if you remember them. "My boss told me I was 'too old' for the new project" is much stronger than "my boss was ageist."
- Witnesses: Did anyone else see or hear what happened? Write down their names.
Again, this doesn't need to be perfect. But having this timeline ready will save you time and help the attorney understand your situation immediately.
Step 2: Making the Call & What to Expect (It's Confidential)
When you call a law firm, you will likely first speak to an intake specialist. This is a trained professional whose job is to gather the basic facts of your case. They are not a lawyer, but they are a critical part of the team. Be prepared to briefly explain what happened (your timeline will help!).
Everything you say in this call is 100% confidential. Even if you don't end up hiring the firm, they cannot share your story. This is a safe and privileged conversation.
After the intake, the firm will review your information. If they believe you might have a case, they will schedule a "consultation" with an attorney. Many reputable employment law firms, like ours, offer free consultations. This is your chance to tell your story in detail and get a professional legal opinion.
Step 3: Key Questions to Ask the Lawyer During Your Consultation
A consultation is a two-way interview. You are interviewing the lawyer just as much as they are evaluating your case. You deserve to feel comfortable and confident in the team you choose. Here are the most important questions you should ask:
- Do you have experience with cases like mine? (Ask about their experience with the Elliott-Larsen Civil Rights Act or your specific type of claim, like race, gender, or age discrimination).
- Based on what I've told you, do I have a strong case? (An honest lawyer will not make big promises, but they should be able to tell you the strengths and weaknesses of your claim.)
- What are the time limits for my case? (In Michigan, you may only have 180 days to file with the MDCR, or 3 years to file a lawsuit under ELCRA. This is a critical question.)
- What is your fee structure? (Most employment discrimination lawyers work on a "contingency fee" basis. This means you pay *nothing* up front. The lawyer only gets paid if they win your case, taking a percentage of the settlement or award. You should confirm this.)
- Who will be my main point of contact at the firm?
- What is the next step if I hire you?
Remember: You Have Rights in Michigan
It’s important to know that Michigan’s Elliott-Larsen Civil Rights Act (ELCRA) provides some of the strongest anti-discrimination protections in the country. In many cases, it is much stronger than federal law.
For example, unlike federal law (which requires you to file with the EEOC first), ELCRA allows your attorney to file a lawsuit directly in state court, giving you more control. It also protects you based on characteristics like height, weight, and marital status, which federal law does not. You have powerful rights as a Michigan worker.
Taking the first step is always the hardest. But you don't have to live with the uncertainty. At Shiraz Law Firm, we believe in this work. We're here to listen, to give you a clear and honest assessment of your options, and to stand with you if you choose to fight back. You are not alone in this.
