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I'm going to do this pro se and I'm not obtaining counsel for any reason. My employer wants to settle, so I'm not going to retain an attorney period. No exceptions. I don't need exact figures just potential ranges of numbers. What's on the origina...
A major factor in determining such a range is the amount of discovery that is likely to take place, especially when there is a lot of electronic discovery. It is not unusual for tens of thousands of emails to be produced by an employer, which have to be reviewed before production. There could be many discovery issues that would need briefing. So, the short answer is that it is extremely difficult to determine what the employer may spend in defending your suit. I will say one thing, you are making a huge mistake suing the employer pro se when you could easily obtain an ecperienced employment attorney on a contingent fee basis - if you ave a decent case, of course.See question
Quit my job but gave at least 3 weeks notice. Tried to use PTO but did not officially request it in writing per company policy since I discussed it with the HR person at our company (who was recently let go thus she cannot confirm if I had discuss...
Only if the employer's policy or practice is to pay unused PTO when the employment relationship ends. If there is no employee policy manual stating PTO will be paid, then a claimant would need examples of when the employer paid PTO in similar circumstances.See question
I was a caregiver. i was send to help can tomatoes for a client, who they said would be helping me, instead I did all the work. The women complaint about being lonely and that she paid to have someone come to visit with her, so in conversation wit...
Most employees in Washington and throughout the U.S. are "at-will" employees which means employers can terminate employment for "good cause, or bad cause, or no cause at all." Also, employees can quit at any time. There are exceptions to the at-will doctrine, for example employers cannot terminate for an illegal reason, such as discrimination. Also, employers cannot terminate an employee in violation of a puiblic policy, i.e. for asserting a statutory right.
It appears your termination does not fall into any of the exceptions to the at-will doctrine. Incompetent managers, office politics, workplace cliques, getting on the wrong side of the boss and a myriad of other reasons often lead to termination but, unfortunately, none of those reasons are illegal.See question