Because I am an employment law practitioner, people often ask me what I look for in determining whether or not to take on an employment discrimination or retaliation case. My answer is simple and always the same. Has the potential client presented me with facts sufficient, in my mind, to withstand the inevitable motion for summary judgment that will land on my desk in the months to come? If not, I will likely decline the case.
Although my selection criteria may seem harsh at firs...
To continue reading, please subscribe.
For only $95 a month (the price of 2 article purchases)
Receive unlimited article access and full access to our archives,
Daily Appellate Report, award winning columns, and our
Verdicts and Settlements.
Or
$795 for an entire year!
For only $95 a month (the price of 2 article purchases)
Receive unlimited article access and full access to our archives,
Daily Appellate Report, award winning columns, and our
Verdicts and Settlements.
Or
$795 for an entire year!
Or access this article for $45
(Purchase provides 7-day access to this article. Printing, posting or downloading is not allowed.)
Already a subscriber?
Sign In