What should I know before hiring an employment attorney in Pittsburgh?

**Purpose of Employment Attorneys**: Employment attorneys specialize in laws regarding workplace relationships, including discrimination, wrongful termination, harassment, and wage disputes.

Their expertise can help interpret complex legal documents and ensure that employees' rights are protected.

**Legal Fees Structure**: Many employment attorneys operate on a contingency fee basis, meaning they only get paid if they win your case.

This can reduce the financial risk involved in hiring legal services, making it more accessible for victims of workplace issues.

**Statute of Limitations**: In Pennsylvania, the statute of limitations for filing discrimination claims is generally 180 days with the Equal Employment Opportunity Commission (EEOC) and two years for wrongful termination claims.

This underscores the importance of acting quickly if you feel your rights have been violated.

**Burden of Proof**: In employment law cases, the burden of proof often lies with the employee.

This means you will need to provide sufficient evidence to demonstrate any claims made against your employer, which can include documentation, witness statements, and any relevant communications.

**Role of the EEOC**: The Equal Employment Opportunity Commission is a federal agency that enforces laws against workplace discrimination.

Before pursuing legal action in court, many employment claims must be filed with the EEOC, which can investigate and attempt to mediate the dispute.

**Retaliation Claims**: Retaliation against employees who assert their rights is illegal.

This means if you file a complaint or participate in an investigation, your employer cannot punish you for doing so, giving employees the confidence to assert their rights.

**Discrimination Types**: Employment discrimination can be based on various factors, including race, color, religion, sex, national origin, age, disability, and genetic information.

Understanding the specific protections applicable to you can be crucial when consulting with an attorney.

**Employment Contracts**: They can contain clauses that affect your employment rights, such as arbitration agreements, non-compete clauses, and confidentiality provisions.

Reading and understanding these contracts before signing is essential as they can limit your recourse in disputes.

**Alternative Dispute Resolution (ADR)**: Some employment contracts may require disputes to be resolved through mediation or arbitration rather than in court.

Know the terms of such provisions as they can significantly influence the process and outcome of your case.

**Document Everything**: Keeping detailed records of workplace incidents, including dates, times, witnesses, and any communications with HR, is critical.

This documentation can provide a foundation for your case and should be shared with your attorney.

**Union Representation**: If you are a member of a union, you may have additional rights and resources.

Unions frequently offer legal representation or can guide you on how to address workplace grievances efficiently.

**Confidentiality Agreements**: Many employment situations involve non-disclosure agreements (NDAs) that can affect what you can discuss with your attorney or even the public.

It's crucial to understand these agreements fully and weigh their implications for your case.

**Psychological Impact of Employment Issues**: Experiencing workplace discrimination or harassment can lead to significant psychological stress.

Understanding the mental health aspects can help you frame your case better and seek necessary support.

**Importance of attorney’s experience**: Not all employment attorneys have the same level of expertise.

Look for attorneys who specialize in the specific area relevant to your case (e.g., wrongful termination vs.

discrimination) as their background can significantly affect your case's outcome.

**Recent Legislative Changes**: State and federal employment laws can change frequently.

Keeping abreast of current laws in Pennsylvania, such as the statewide Sexual Harassment Training requirement for employers, may impact your situation.

**Case Outcomes**: The outcome of employment law cases can vary significantly based on jurisdiction, the specific facts of the case, and the skill of the attorney.

Understanding past case outcomes in similar situations can help set realistic expectations.

**Employer's Defense Strategies**: Employers often have access to significant legal resources to defend against claims.

Being aware of common strategies they might employ can prepare you better for the legal process.

**Federal vs State Laws**: Employment laws can vary significantly between federal and state levels.

Familiarity with both jurisdictional laws pertinent to your case can provide more insight into potential claims and defenses available.

**Settlement Considerations**: Many employment law cases settle out of court, often due to the unpredictability and expense of lawsuits.

Evaluating settlement offers with an attorney is vital as they can assess whether the compensation offered is fair.

**Emotional Resilience**: Navigating employment disputes can be lengthy and emotionally taxing.

It’s essential to consider your emotional well-being as you pursue your case, seeking support from professionals if necessary.