A lot of people ask me about why I charge a Consultation Fee of $350. Employment Law is different from other areas of the law. For example, with a traffic accident case, a lawsuit can be filed shortly after the accident. So a number of attorneys provide free consultations to individuals because a decision on filing a lawsuit can be made shortly after.

For people with Employment Law issues, the situation is a lot more complicated. Employment law requires employees and former employees to follow a “process” or protocol in order to address their issues. The purpose of meeting with me is to find out where you are in that required process and what options you may have.

The consultation fee is to make sure that only people who are serious about pursuing a path that may result in a lawsuit meet with me. The fee is also based on my years of training and experience to help guide you to the next steps. You are getting the benefit of my real world experience in employment law and other areas of the law. That is why a Consultation Fee is required.

Can my employer ask me that question? 4 discriminatory topics

On Behalf of | Jan 12, 2025 | EMPLOYMENT LAW (EMPLOYEE) - Workplace Discrimination |

Many employers want to learn more about their employees. However, many questions are not innocent. Some questions may be discriminatory in nature

Whether an employer is asking an employee questions during a job or potential employees during interviews, certain questions violate people’s protective rights. Employers and employees should be aware of questions that are not acceptable at work:

Where are you from?

This could be a targeted question to learn whether an employee is from the United States or what race they may be. Where a person is from and their race does not inhibit an employee from doing their job or providing useful skills to a workplace. An employee should never be asked about their race, color or national origin. 

Do you have any medical limitations?

An individual’s medical condition typically does not impact their skills or experience. An employer who asks an employee if they have any limitations because of a medical condition may be looking for a reason to not hire them. Employees are entitled to reasonable accommodations at their workplace to help with their medical limitations. Being rejected for a job because of a medical condition could be a form of discrimination. 

Do you plan to start a family?

Many people ask others the seemingly innocent questions of whether they see their future with another person or with children. While this may be an acceptable question outside of work, it can be an invasive question from an employer. These questions may be used to discover whether someone plans on getting married, what their sexual orientation is and whether they are planning on a pregnancy, which could then lead to discrimination. 

What religious days do you need off?

There are many different religions in the United States. Employees are entitled to protection from religious discrimination. This means that employers may be required to provide reasonable accommodations so that employees can practice their religion. However, employers can not ask employees about their religion, especially to learn about what days they would take off for religious holidays. Discussing an employee’s religion can be highly discriminatory.

If an employee is asked an invasive question, it could endanger their safety. An employer or business could face liability issues for discriminatory actions. Legal guidance can help individuals protect their legal rights.