You have likely heard the terms “discrimination,” “retaliation,” and “litigation,” but may have questions about how they apply to your situation – don’t worry, you can always connect with an employment litigation lawyer in Washington, D.C. area residents trust to learn more about your legal options. Employment discrimination and retaliation matters are particularly complex areas of law. Few workers know with absolute certainty that they’re being treated illegally; most need to receive professional guidance before they can determine whether they have grounds to file legal action against their employers.
Once we learn about your unique circumstances, we’ll be able to advise you of your legal options. During a risk-free, confidential consultation with our firm’s Washington, D.C. employment litigation lawyer, we’ll also be able to answer any questions you may have about discrimination, retaliation, and litigation as they apply to your case. As you prepare for your consultation, you may want to take a minute to read the following information and jot down any questions that this introductory material inspires. That way, you can easily reference your questions and voice your concerns when we meet.
As our Washington, D.C. employment litigation lawyer will share, facing potential workplace litigation can be stressful and often complicated. It can significantly impact a person’s ability to make a living. For most of the working population, even being able to identify signs of discrimination and harassment in the workplace can be rife with nuance and potential consequences should the employee experience retaliation. Unfortunately, according to a recent survey, 70% of employees reported that they have experienced some form of abuse or discrimination in the workplace during their careers. The number is astounding and speaks for itself; discrimination is still alive and well in the workplace today. Because of its prevalence and the question of whether discrimination happened, it’s imperative to contact Eric Siegel Law to ensure that the proper steps are taken. The following are steps to take should you believe you have fallen victim to workplace discrimination and/or subsequent retaliation:
Discrimination can take on various forms, and it’s not uncommon for many to experience workplace discrimination repeatedly. Over time, details can become murky, and it can be challenging to remember every exchange. Victims of discrimination should begin documenting their accounts in real-time. Each exchange should be documented in precise detail as this record can act as a critical piece of evidence, in addition to helping the victim recall specific information when necessary.
When experiencing discrimination, the most appropriate step to move forward should be filing a formal complaint with the HR department. Our DC employment litigation lawyer will share that not only does this act as a critical piece of evidence for the future, HR is likely to conduct a formal investigation which, by law, they are required to do. If, through the investigation process, they deem discrimination was present, action must be taken.
In addition to documenting a personal account of what transpired, victims should initiate the process of gathering evidence as soon as possible. Evidence will play a valuable role should you file a complaint with the EEOC or take legal action. Helpful evidence that a lawyer will ask for may include the following:
Speaking with a lawyer is one of the most important steps a person facing discrimination should take. The legal process can be complicated, and victims may feel the deck is stacked against them as they face their employers. A lawyer can assist by reviewing the case and determining whether sufficient evidence exists to move forward. Additionally, they will review the damages suffered by the victim and determine the fair value of the legal case. Not only can a lawyer protect the rights of their clients, but they can also assist in building a strong case while working towards the best outcome possible.
To learn more about how our DC employment litigation lawyer at Eric Siegel Law can assist in protecting the rights of those who have experienced discrimination, schedule a consultation as soon as possible.
Some workplace behaviors are unquestionably unfair, but they aren’t illegal. For example, if your boss promotes your co-worker because they get along better, even if you’re arguably better qualified, this isn’t illegal mistreatment. However, if your co-worker is promoted because your boss takes issue with your gender, age, race, ethnicity, national origin, sexual orientation, sex, religious beliefs, nationality, or another protected characteristic, this is illegal discrimination. Unfortunately, while workplace discrimination is commonplace, it isn’t always easy to identify. This is one of the reasons why it’s so important to speak with the team at Eric Siegel Law, even if you’re unsure of how the mistreatment you’re suffering is legally classified. We can investigate and clarify your circumstances so that you can decide how you want to handle this mistreatment in question.
Note that it is also illegal for an employer to retaliate against workers for engaging in a so-called “protected activity.” Whether you’ve submitted a work safety claim, applied for workers’ compensation benefits, taken a leave of absence to have a baby, took protected time off work to vote or serve on a jury, or otherwise engaged in an activity protected under the law, your employer is not allowed to fire, demote, or otherwise mistreat you in response to your actions. Your employer is also not allowed to retaliate against you for speaking with an attorney about your options.
Should you suffer mistreatment as a result of discrimination or retaliation, you may benefit from pursuing litigation against your employer. Litigation is, at its most basic, filing a lawsuit against the party that caused you harm.
In Washington, D.C., the primary law addressing anti-discrimination is the “Human Rights Act of 1977.” This act prohibits discrimination in various aspects of life, including employment, housing, public accommodations, educational institutions, and credit transactions. It covers both private and public sectors.
\DC Human Rights Act is one of the strongest anti-discrimination laws nationwide. It prohibits discrimination based on:
Federal law prohibits employers from engaging in discriminatory and retaliatory conduct when this conduct targets an applicant or employee for reasons related to their status as a member of a protected class and for reasons related to the exercise of protected activity. Protected classifications include race, religious belief, age, disability, nationality, sex, and genetics. Protected activities include taking a legally protected leave of absence, taking protected time off to vote, serve on a jury, or serve in the military, submitting a claim for workers’ compensation benefits, and reporting workplace safety concerns to appropriate government agencies.
When discriminatory or retaliatory conduct becomes so distracting and/or distressing that it interferes with an individual’s ability to do their job, the resulting situation is referred to as a “hostile work environment.” It is unlawful for an employer to create a hostile work environment. It is also unlawful for an employer to learn that a hostile work environment has been created and to subsequently fail to take immediate corrective action to appropriately address the situation at hand. If you are unsure of whether the challenges you’re experiencing at work “rise to” the level of a hostile work environment, schedule a consultation with an experienced Washington employment litigation lawyer at Eric Siegel Law so that we can clarify your legal situation and advise you of your options accordingly. If you are suffering as a result of a hostile work environment, you may be entitled to compensation and/or alternative forms of legal recourse.
You may be understandably hesitant to meet with our firm’s Washington, D.C. employment litigation lawyer team if you are unsure of whether your situation is legally actionable. However, it is worth investing an hour or two of your time to attend a consultation so that you’re not left wondering “What if?” for years to come. Once we understand the nuances of your situation, we’ll be able to give you a personalized, objective analysis concerning whether your situation is legally actionable or not.
Generally speaking, one-time incidents aren’t usually actionable, unless they are extreme or severe in nature. For example, if you’ve been attacked by a coworker, you’ve been threatened with physical harm, or your boss has demanded that you provide them with sexual favors in exchange for the “privilege” of keeping your job, these scenarios are so extreme that they, in and of themselves, may serve as strong grounds upon which to file a hostile work environment claim. However, if the situation you’re dealing with has more to do with offensive innuendo, offensive imagery, derogatory comments, unwanted yet vague touching, etc. the situation must generally be pervasive or otherwise repetitious in order to serve as grounds for legal action. We’ll be able to clarify your unique circumstances once we meet with you in a consultation setting.
It is important to understand that employment discrimination law is both a federal and a state matter. Generally speaking, if a state law is broader than federal law is (in re: any particular subject matter), the state law becomes the governing standard. For example, federal law prohibits unlawful discrimination in the workplace against individuals who belong to protected categories – provided that the discriminatory conduct has resulted in some way from that individual’s inclusion within the protected class. Federal law broadly prohibits discrimination against workers on account of their race, national origin, gender, disability, age, religion, and genetics, among other immutable characteristics. However, many states have taken such protections further. For example, some states have outlawed discrimination in the workplace aimed at an individual’s sexual orientation and/or gender expression. Federal law “rules” unless a state’s law offers workers more generous protections – in which case – it “rules.”
One of the most common kinds of discrimination cases filed in the U.S. involves disability discrimination. The Americans with Disabilities Act requires most employers to provide disabled applicants and workers with reasonable accommodations unless such accommodations would cause affected employers undue hardship. This area of law is highly-nuanced, so it is important not to make assumptions about whether you have grounds to file a reasonable accommodations complaint until you have spoken with an experienced attorney. No two reasonable accommodation cases are exactly alike. With that said, chances are good that unless your request for accommodations is absurdly expensive or otherwise unworkable, you may have grounds for a complaint. Reasonable accommodation requests can range from making workspaces more accessible to approving intermittent leave so that you can attend physical therapy. If you have questions about this area of law, don’t hesitate to connect with our experienced team.
Very few legal disputes ultimately end up being decided by a jury. Most of the time, attorneys are able to successfully negotiate some sort of resolution to the issue at hand while avoiding court. Employment law is unique, as the government directly involves itself in investigating certain kinds of allegations, which is a process that also rarely involves court. Don’t shy away from exploring your legal options because you’re anxious about navigating a protracted legal battle. Chances are good that you can avoid court altogether, provided that your interests can be served properly without placing your case in front of a jury.
We all know that sexual harassment in the workplace is illegal, but a common question asked of employment litigation lawyers in Washington, DC is, what constitutes sexual harassment? Can an employer be held liable for acts of sexual harassment committed by an employee? Do employers have an affirmative duty to prevent sexual harassment in the workplace? The aim of this article is to answer these and other commonly asked questions by providing a brief overview of Washington’s sexual harassment in the workplace laws, however, this area of employment law can be quite complicated and any case-specific questions should be directed to a sexual harassment lawyer.
Sexual harassment (i.e. unwelcome physical or verbal conduct of a sexual nature) can include a wide variety of conduct including asking for sexual favors, sexual touching, and offensive language or posters. Such conduct is generally not illegal if the action(s) at issue was merely simple teasing, offhand comments, or isolated incidents that were not very serious. However, such harassment is generally deemed to be illegal when its frequency or severity creates a hostile or offensive work environment or results in an adverse employment decision. If you’re unsure of whether you can bring a sexual harassment claim against another person, talk to an experienced employment litigation lawyer in Washington to help you determine your best course of action.
Additionally, It is important to note that sexual harassment in the workplace can occur between any two people (regardless of the sex of the victim or the harasser) and that the harasser can be the victim’s supervisor, a coworker, or even someone who is not employed by the same company (for example, a client or a customer).
There are two different types of workplace sexual harassment: quid pro quo harassment and hostile work environment harassment. Quid pro quo sexual harassment occurs in the workplace when a supervisor requires a subordinate of theirs to submit to sexual advances by threatening the subordinate with an adverse employment decision (for example, firing them or giving them an unfavorable review) if they fail to comply.
On the other hand, anyone (regardless of whether or not the victim is their subordinate) can engage in hostile work environment harassment by pestering their victim with sexual advances of such a frequency or severity that a hostile work environment is created.
It is important to note that employers can be held liable, under certain circumstances, for incidents of sexual harassment committed by their employees. This is because employers have an affirmative duty to take reasonable steps in order to prevent sexual harassment in the workplace and to promptly correct workplace sexual harassment if it does occur. Employers are also required to have and distribute a written harassment, discrimination, and retaliation prevention policy to their employees.
If you have significant employment issues you need to navigate, you might be wondering what to do next. Even though you may think the facts of the case are on your side, it is always better to work with an employment litigation lawyer. For example, you may want to partner with a Washington employment litigation lawyer, such as an attorney from Eric Siegel Law. What are a few examples of issues that an employment litigation lawyer might be able to handle?
One of the most common issues that an employment litigation lawyer may handle is a workplace discrimination problem. Sometimes, people are discriminated against because of their gender. Other people might be discriminated against because of their sexual orientation. Some employees might also be discriminated against because of a disability. Workplace discrimination might not be intentional, but the effects can be the same. An employment litigation lawyer can take a look at the situation and make sure everyone’s rights are protected.
There might also be concerns related to worker benefits. For example, some companies may misappropriate employee retirement contributions. Other companies may have issues related to worker health insurance. There could even be situations where employees are being overworked or under page. It is important to partner with a Washington employment litigation lawyer who has experience navigating these challenging issues. A lawyer who has experience in this area has the tools necessary to guide participants through this process.
There are even situations where someone might be terminated wrongfully. It can be challenging to navigate an employment contract. An employment litigation lawyer can take a look at the reasons for firing and compare them to the wording of the contract. Anyone who has been fired should work with an employment litigation lawyer to make sure there isn’t a wrongful termination issue. It can be stressful to get fired from a job, and an attorney can advocate for your rights.
There are numerous issues that an employment litigation lawyer can handle. At the same time, there are lots of attorneys who are willing to assist you. Make sure you find the best employment litigation lawyer in Washington, D.C. to help you, such as a lawyer from Eric Siegel Law. You deserve to work with someone who will always put your rights first.
It is critically important to connect with an experienced Washington employment litigation lawyer if and when your company has been named as a defendant in an employment-related litigation matter. However, it is also important to schedule a risk-free consultation with Eric Siegel Law to begin the process of reviewing your company’s employment practices and protocols. Why? Costly litigation can often be avoided when sound litigation-prevention strategies are actively utilized throughout a business’s operations.
Responding to litigation swiftly, efficiently, and effectively is undeniably important. However, it is just as important to make efforts proactively so that a company is exposed to fewer opportunities for contentious legal challenges to arise. As an employer, you are granted certain rights under the law. For example, you are largely insulated from civil liability in the event that one of your employees—who is eligible for workers’ compensation benefits—is hurt or made ill while engaging in work-related activities. However, as an employer, you are also obligated to act in certain ways toward your employees. By allowing the experienced Maryland legal team at Eric Siegel Law to clarify your rights and obligations under the law, you can make informed decisions about how to treat your workers. In allowing our firm to assist you in a proactive capacity, we can help to ensure that legitimate employment litigation is filed against your company only under the rarest of circumstances.
Some of the most effective approaches that the team at Eric Siegel Law employs when crafting litigation prevention strategies involve contract construction and review. When contracts are crafted well, there are fewer opportunities for either party to breach the terms of an agreement. Similarly, when contracts are crafted in informed, intelligent ways, there are fewer reasons for either party to file litigation against the other(s).
When you allow our Washington, D.C. employment litigation lawyer to help you craft the contracts that allow you to conduct business effectively, we will do our utmost to ensure that the contracts in question are sound, legally enforceable, and mitigate risk of litigation. Similarly, when you allow our team to review contract templates that you utilize regularly and/or existing contracts, we can help to ensure that your agreements are solid and mitigate litigation risk.
If you are being harassed or abused at work, your first step is typically to report it to your supervisor and human resources department. Abuse may be anything from racial slurs to sexual harassment. It could include your team attacking you in meetings or being denied promotion because you won’t do something unethical. However, if you report this activity, and your company doesn’t immediately investigate and do something about it, you should seek an employment litigation lawyer in Washington, D.C. This is critical if you have submitted several complaints and are experiencing any kind of backlash.
Your employer’s job is to protect itself from all legal liability while producing a profit. Unfortunately, this activity may put you in danger, especially if you are signing documents that state that you cannot sue your employer. If your job is entry-level, you may not need an employment firm, such as Eric Siegel Law, but as you advance in your career, you should consider spending a little money on an Washington employment litigation lawyer to protect yourself.
Labor code violations are no laughing matter. They place you and your peers in danger. These laws are in place to protect the workers, not the company, but if companies do not spend the money to ensure these regulars are followed, they may face fines and other punishments.
It is your job to protect yourself and the other employees when you see a violation. At first, you may bring the matter up to human resources, but you should also immediately consult an employment lawyer. These individuals have resources that will allow them to look into the allegations and ensure that you are protected.
When you begin working for a company, you are promised specific benefits, such as health insurance, paid vacation time and personal leave pay. Upon termination, you may also be promised severance pay. However, if you are not given these benefits when they are due, you have a right to pursue legal action. You should speak with your employer first, but if the issue is not resolved, you may work with an employment firm, e.g., Eric Siegel Law.
A Washington employment litigation lawyer will help you determine the benefits you are promised in your contract and fight for you to receive them quickly.
Typically, your employer should have a justifiable reason to terminate your employment, move you to another department or reduce your wage. Even in states that have at-will employment laws, you should be given a reason for your termination. If you are terminated without just cause, you should seek legal counsel from an employment attorney.
If you’re unsure of whether you should connect with a knowledgeable Washington, DC employment litigation lawyer at Eric Siegel Law, it’s time to pick up the phone. It never hurts to ask questions in a risk-free, confidential consultation setting. On the other hand, if you don’t seek clarity about your rights and options, you may always wonder if there was anything to be done about your circumstances.
Once you’ve scheduled your case evaluation appointment, consider browsing our responses to common myths related to employment litigation. We find that, all too often, individuals who have legitimate claims to make against their employers hesitate to take action due to a misunderstanding of the law, not a legitimate reason to delay seeking justice.
As our experienced Washington, DC employment litigation lawyer team can confirm, it is actually quite rare that discriminatory mistreatment is so blatantly obvious that it can be spotted at a glance. Far more often, discrimination manifests in subtle ways that are tough to verify. This is one of the reasons why it’s so important to speak with an attorney if you suspect that the way you’re being treated is unlawful. You may be right but may not be able to prove it until we discreetly investigate your circumstances and uncover the truth.
There is a legal phenomenon commonly referred to as constructive discharge wherein a worker either quits, resigns, or accepts a buyout offer only because their employer has created a hostile work environment. Even though the worker has left their position “voluntarily” the circumstances are such that this situation remains legally actionable. Therefore, you shouldn’t hesitate to explore your legal options simply because you left your job of your own accord. If your work-related circumstances constituted a hostile work environment, you may still have strong grounds upon which to file legal action.
Especially if you work for a large corporation, you may be concerned that your employer’s access to resources renders any case you could file on your own behalf “dead in the water” before you even have a chance to articulate your situation. This simply isn’t true. Due to the ways in which the discrimination claims process works, you’ll be working not only with a skilled lawyer from our firm, the Equal Employment Opportunity Commission – a federal agency – will likely be investigating your circumstances as well.
If you work in a niche industry or in a sparsely-populated area of the country, you may have legitimate concerns about what holding your employer accountable will do to your professional reputation. Please, discuss these concerns with us before committing to a plan of inaction. You deserve to have that discussion and to assess your options after receiving personalized guidance.
This myth is particularly destructive because it keeps too many workers from exercising their rights under the law. Simply because your life may have been turned upside down due to your employer’s actions or inactions doesn’t mean that they have all the power. Connect with a savvy Washington, DC employment litigation lawyer at Eric Siegel Law today to learn about why and to learn about how we can help.
Your job should be a place where you feel safe and valued. Unfortunately, this is not always the case, and sometimes, employers illegally mistreat and exploit employees. If you have been discriminated against or harassed at your job, you may be able to file a lawsuit with the help of a Washington employment litigation lawyer. If you are currently considering filing a lawsuit here is a list of commonly asked questions you may find useful.
When you need an employment litigation lawyer in Washington, D.C., Eric Siegel Law will be able to provide you with exactly what you want. This FAQ (Frequently Asked Questions) will help get you started.
In general, “discrimination,” “retaliation,” and “litigation” are the most common issues when it comes to employment litigation.
It’s true that many workers have no idea if they’re being treated illegally on the job or not. If you suspect you might be in this position, consulting with an employment litigation lawyer might be just what you need.
Eric Siegel Law regularly provides confidential, no-cost consultations to people concerning employment litigation. Such a consult will help you determine what, if anything you need to do about your situation. They will want to understand your unique circumstances including the details of any discrimination or retaliation you may have suffered and if you’re already involved in some sort of litigation. They also will answer your questions. You will come away from the confidential consultation knowing much more about your situation and your options.
Yes. First, it’s important to understand that while something may not be fair at work, that doesn’t mean it’s illegal. If, for example, someone gets promoted because they get along well with the boss even though they are better qualified, it’s probably not illegal. On the other hand, if you know or suspect you didn’t get the promotion because your boss doesn’t approve of your race, religion, sexual orientation, age, national origin, or other protected category, that’s discrimination. If this happens to you it makes sense for you to talk with an attorney.
Retaliation can be defined as an employer retaliating or striking back against you because you took action concerning a protected category.
Litigation refers to you taking your employer to court, or to you being taken to court by your employer.
You can probably see why we suggest if you’re involved in any of these issues you probably want to at least consult with an attorney that has deep experience in employment litigation.
Employment law is governed by local, state, and federal laws. A protected category is one that’s listed as discriminatory. Gender, sex, age and others are examples of protected categories. Proving that you’ve been illegally discriminated against can be tricky. That’s where a no-cost consultation can help you determine even if you have a case or not.
The offices of Eric Siegel have extensive experience as employment litigation lawyers in Washington, D.C.
A hostile work environment is a technical term for a workplace that discriminates against an employee or a group of employees in a way that violates a protected category or retaliates against an employee or group of employees taking action in protest of a protected category. For example, race is among the protected categories in Federal law.
First, you can expect to be listened to. We’ll need the details of how you believe you were discriminated or retaliated against. Next you can expect that we will give you our best evaluation of your situation. We will explain your options and we’ll work to make sure you understand exactly what we’re telling you.
You can contact us for your free, no-cost consultation with Eric Siegel Law, a skilled practitioner of employment litigation lawyers in Washington, D.C.
The majority of employees know that sexual harassment in the workplace is illegal, but many people don’t exactly know how to define it. Simply put, sexual harassment is any unwanted verbal or physical conduct of a sexual nature. This can include inappropriate touching as well as inappropriate language. Your employer has a legal and moral obligation to prevent sexual harassment, and if such harassment is brought to their attention, they have an obligation to launch a formal investigation and take appropriate action.
There are both state and federal laws prohibiting employers from discriminating against individuals based on their race, ethnicity, nationality, disability, gender, religion, age, and other immutable traits or characteristics. Some states have even made it illegal to discriminate against a person based on their sexual orientation. Discrimination can come in the form of denying promotions, ostracizing others, or other negative behaviors.
Yes, the Americans With Disabilities Act requires employers to make reasonable accommodations for individuals with disabilities, as long as those accommodations do not cause undue hardship to the employer. In other words, as long as your requests for accommodation are not irrational or absurdly expensive. Reasonable accommodation requests frequently include requests to make workspaces more accessible. If you have any questions, don’t hesitate to contact Eric Siegel Law to speak with an employment litigation lawyer in Washington, D.C.
Depending on the nature of your case, you may be entitled to compensation from your employer if you have been discriminated against, harassed, or retaliated against for exercising your rights. You may be entitled to compensation for your pain and suffering as well as any financial losses you have been forced to incur.
It is never a wise decision to take on your employer alone. If you manage to file suit against your employer, they will utilize all of their resources against you. This could result in an unfavorable outcome for you. By working with an attorney from Eric Siegel Law, you can equalize the playing field and gain access to years of legal experience.
In the workplace, sexual harassment can be nuanced or entirely obvious, and regardless of what has occurred, it can be incredibly challenging to identify the signs of sexual harassment. Because of this, many who have fallen victim will wonder if they should report the harassment. Sexual harassment is one of the most common types of harassment that happens in the workplace. While harassment can take on several forms, signs of sexual harassment can include the following:
A Washington, DC employment litigation lawyer will share with workplace sexual harassment victims that, despite being a victim, it will be critical to take several key steps to protect oneself and safeguard any potential legal action that victims may take. Start by taking the following steps:
Whether a person is reporting sexual harassment internally or considering whether they should take legal action, keeping clear and detailed documentation is one of the most critical steps that should be taken. Reaching favorable outcomes and holding responsible parties accountable takes far more than an event and report. Victims will need to prove their claim with strong and favorable evidence, which may include the following:
Workplace sexual harassment is illegal; because of this, those who have suffered this type of mistreatment are engaged in what is known as a protected act. Those who come forward should be assured that their rights are protected from further injustice or job loss. Retaliation is when an employer is disciplined or mistreated due to coming forward with reports of discriminatory behaviors.
When faced with situations involving workplace sexual harassment, it’s best to seek insight from a Washington, DC employment litigation lawyer like those available from Eric Siegel Law. Our team of professionals can help hold responsible parties accountable for the damage they have caused.
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“I highly recommend Eric Siegel Law. Eric helped me with an employment matter. He responded quickly to my initial inquiry. He understood my situation and suggested an appropriate course of action. He was efficient with his time, and therefore his charges were reasonable. His professional, honest conduct produced a satisfactory outcome. I would absolutely use his services again.” – Lisa F.
Whether you are an employee who has been treated unfairly or you are an employer whose rights have been violated, the experienced employment lawyers of Eric Siegel Law are here to help. Our firm represents clients in a wide variety of employment law cases throughout Washington, DC. If you would like to discuss your case and legal options with a knowledgeable Washington employment litigation lawyer committed to fighting for your rights, contact our office today.
Our firm is passionate about protecting the rights of hard-working people. There is no reason why you should have to navigate workplace mistreatment alone. Please consider connecting with our firm today so that we can help you to protect your rights. Remember – every consultation with our firm’s experienced Washington employment litigation lawyer is confidential; we look forward to speaking with you.
“Attorney Eric Siegel is a very professional, committed, and attention to detail attorney. He will keep in touch at all times and make himself available. He gave me the right advice on how to handle my case and I appreciate this lawyer and I recommend him to anyone.”