Fighting Workplace Injustice for Over 20 Years. Owed Overtime?Wages? Fired? Discrimination?
|TX||Eligible To Practice In Texas||1991||02/26/2017|
|Award name||Grantor||Date granted|
|Superb Rating 10 -Highest Available||Avvo||2011|
|Ultimate Fire Teamer- Anthony Robbins Fire-walker Fire Team||Robbins Research International||2007|
|Board Certified - Labor and Employment Law||Texas Board of Legal Specialization||1997|
|Executive Legal Officer and Producer||Aristar Entertainment||2010 - Present|
|Attorney at Law||The Law Office of Glenn D. Levy||2003 - Present|
|Attorney (Head of Labor Law Section San Antonio)||Strasburger & Price||2000 - 2003|
|Attorney (Head of Labor Law Section)||Person, Whitworth, Borchers, Ramos & Morales, L.L.P.||1997 - 2000|
|Attorney||Akin Gump Strauss Hauer & Feld, L.L.P.||1992 - 1997|
|Briefing Attorney||United States District Court Southern District of Texas||1991 - 1992|
|Association name||Position name||Duration|
|State Bar of Texas||Member||1991 - Present|
|National Employment Lawyers Association||Member||N/A|
|State Bar of Texas, Labor and Employment Law Section||Member||N/A|
|San Antonio Bar Association||Member||N/A|
|San Antoinio Trial Lawyers Association||Member||N/A|
|San Antonio Federal Bar Association||Board Member||1995 - 1997|
|JOSEPH W. STAPLES, Plaintiff, v. CAREMARK, L.L.C. d/b/a CVS CAREMARK f/k/a CAREMARK RX, INC., Defendant.||Settled. Confidential terms|
|GILMARTIN, Appellant v. KVTV--Channel 13, Corpus Christi Broadcasting Co., Inc., et al Appellees.||The court affirmed the award of summary judgment in favor of appellees (Glenn Levy's Client)|
|See all legal cases|
|St. Mary's Law Journal||Caslaw Comment||1991|
|Saint Mary's University of Law||Law||JD - Juris Doctor||1991|
|University of Texas||Finance||BBA||1987|
|The International Association of Textile Manufacturers||New Develop[ments in the Americans with Disabilities Act||2010|
|Latest developments in EEO Law, Americans with Disabilities Act and Sexual Harassment in the Workplace||Legal Update, EEOC Investigations and Charge Procedures||1997|
|The Laredo Economic Development Foundation||Tips On Hiring and Firing||1994|
Posted by Michael
Yesterday I sent a VERY detailed (1500 word) request for consultation to Mr. Levy asking for an honest legal evaluation of potential ADA, EEOC and wrongful termination allegations I have against my former "big corporation" employer. Later the same day Mr. Levy personally contacted me twice. I was unavailable to pick up the phone when he called, so the onus is on me. I called him back this morning and spoke about my case in detail. Mr. Levy clearly has experience fighting this specific employer regarding EEOC-related claims of alleged employer ADA violations and wrongful termination. He gave me a no bull case evaluation with pros and cons and always allowed me to speak. He asked pertinent questions about the facts and events of my case, some of which I had not even thought about. After 30 minutes of conversation, he offered to represent me. I have not yet signed representation documents so this review is listed as a Consult. Thus far I am 100% pleased with Mr. Levy's legal knowledge, willingness to help, honesty, and informing me of any flaws of my case.
The advice below is based on my experience and what I was able to do based on my own particular physical and/or mental disability, education, and a lot of trial-by-fire failures before finally obtaining success. Use, modify, adjust, or don't talk my advice at all adjusted to your unique situation. I am a layman & did the best I could:
****Heed my advice: prior to contacting an attorney, make sure you fully educate yourself on the merits (pros) and cons of your case. Remove your emotions and feelings from the situation and be as objective as possible about your case as it pertains to the reseat you've done, in my case TX Employment Labor Law, the Americans with Disabilities Act, the EEOC, and the adept of Labor. Be honest with yourself and document everything. Once you've researched whether or not you may have a case, write the key events, times, people, and places down and back up your allegations with the research you've done.
***Once you've written down the essential details of your case backed by research you believe proves your case has merit, practice telling your story objectively (not subjectively) in 5 to 7 minutes. The goal should be that anyone you tell your case story to should be able to clearly understand the when, where, why, who, and how's of your case. So when those 5 - 7 minutes are up, the listener (Attorney) has a full and complete idea of what you are claiming, who you're claiming against, why you believe you have a case, , what objective evidence/law/documentation supports your case and how you intend to argue your case and what realistic outcome you want the attorney's representation to help you achieve.
If you can do this, your chances of having your case taken seriously improve.
When requesting help from an attorney, be prepared and present your case with the seriousness it deserves.
If you desire the best chance of an attorney accepting your case, invest time and effort to research the merits of your case and be able to support your case with objective evidence including applicable law.
An example of what not to write when requesting assistance from an attorney: "I was fired and my boss hates me and im crying I want my job back." This example does not give the attorney any helpful information on why he/she should contact you back except for the fact that you've been fired and you want your job back. Great: but WHAT happened resulting in your termination? WHEN and WHERE did this happen and WHO was involved? HOW were you terminated? WHAT reason were you given by your employer and WHY do you object? WHY do you think you have a valid legal case against your employer? WHAT law did they allegedly violate applicable to your case? WHAT objective evidence do you have to prove your allegations? And, most importantly HOW can the attorney help you and WHAT realistic outcome do you want?
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Laredo, TX, 78041