What kinds of cases does this firm generally take?
Equal Pay Act
Veteran Status Discrimination
Hostile Work Environment
Family Medical Leave Act
Wrongful and Constructive Discharge
Non-Compete and Confidentiality Agreements
Misrepresentation and Defamation
The firm focuses its efforts on representing employees in the workplace; before and after the offer of employment. For example, some have experienced negative bias because a prospective employer stereotyped their skills and abilities based on their race, national origin, gender, or age; others suffered retaliation and retribution because they reported unlawful activity or participated in an ongoing discrimination case as a witness against their employer; and, still others have sought advice when asked to sign a severance agreement containing career-limiting constraints such as a non-compete provision. If you feel you have been discriminated against, if you want to discuss your employer’s actions, or if you need to explore your legal options and understand your rights, contact The Law Office of Suzanne M. Tsintolas. You are not alone. You need not be an army of one.
Does this law firm accept contingency cases?
No. The Law Office of Suzanne M. Tsintolas is intentionally selective in the number and types of cases it accepts to ensure each client receives dedicated, personal service and the state of the law continues to move forward. As a result, we must charge our clients on an hourly basis for legal services rendered, and for all costs related to pursuing the client's goal. Our clients receive monthly invoices. However, it is always the case that we work with our clients whenever possible on financial matters, we charge only for legitimate services performed, we never "churn the file," bill for busy-work, or duplicate work to increase a monthly bill, and our door is always open to discuss any question related to any charge.
The question isn’t who’s going to let me; it’s who is going to stop me. -Ayn Randra
There are so many lawyers out there. How do I decide which one is right for me?
Selecting a lawyer is much like selecting a doctor or dentist; much of your decision may be based on objective factors such as the length of time the lawyer has practiced law, whether the firm is large or small, or perhaps whether the practice is located near your home or office. But, your decision must also include whether you believe you can build a working relationship with the lawyer. It is, therefore, a very good idea to individually interview the lawyer(s) to determine whether your personalities are a match. You may be sharing some of the most intimate details of your life with this person. It is imperative that you feel comfortable, confident, and secure; not only in their abilities as your legal advocate in a highly specialized area of law, but in their ability to connect with you and your ability to communicate with them. We believe the most talented attorney in the world still fails if the client feels out of touch with her own lawyer. While during the initial consultation you should be prepared to share all of the details and documents the attorney requires to respond to your immediate legal concerns, pay special attention to whether you feel at ease with the attorney's communication skills, ask questions that may help determine whether you and the firm are a good fit, whether you and the lawyer who will actually be assigned to your case are a good fit, and remember: the selection process is a two-way street. A law firm's decision to accept a client is, generally speaking, a business decision. However, a client's decision to hire a lawyer and law firm is more often a life decision. If at all possible, take your time, prepare for your consultation(s), and do not be afraid to ask questions.
Who is protected from discrimination in the workplace?
There are many different laws designed to protect people in the workplace, including job applicants. The federal anti-discrimination laws make it unlawful for an employer to "fail or refuse to hire or to discharge" anyone or treat any employee less favorably with respect to wages, promotions, job duties and assignments, or in any aspect of their employment because of the individual’s race, color, religion, sex, or national origin, age, disability or veteran status. Depending on the jurisdiction, state and local (city or county) anti-discrimination laws have expressly expanded protections for persons in the workplace beyond those encompassed in federal law to include sexual orientation, gender identity, marital status, political affiliation, military status, ancestry, physical appearance, genetic status, and familial responsibilities.
Examples of protections include: requiring reasonable accommodations for an employee or job applicant with a disability to help that person apply for or perform the duties of a job or enjoy the benefits and privileges of her employment (e.g.: Implement ergonomic workstation design and wheelchair ramps; modify office equipment to include tactile markings in Braille for visually impaired employees); or requiring reasonable accommodations for an employee to attend religion services. Other types of protections include: ensuring promotions, job assignments, and selection for job training and apprenticeship programs are based strictly on merit--not on a protected characteristic(s).