How to Know if You Have a Case

Navigating workplace problems can be confusing, especially if you’re not familiar with employment law or legal processes. Many people wonder, “Do I actually have a case?” or “Is this serious enough to get a lawyer involved?” 

The honest answer is that each case is unique. A minor issue to one person could be a clear violation of the law for another. Sometimes, a simple workplace dispute can involve multiple legal claims, such as retaliation combined with wage violations or discrimination. 

That’s why the most crucial step is to consult with someone who understands the law and can carefully evaluate your situation. At The Gould Firm, we encourage you to schedule a free initial consultation with our team. This conversation helps us learn about your experience, review any documents you have, and provide honest feedback on your options with no pressure and no confusion. 

What Happens During an Initial Case Evaluation? 

When you reach out to The Gould Firm, Attorney Evan Gould and our team begin by asking detailed questions to gain a clear understanding of your situation. These questions help us understand not only what happened, but also how it happened and what legal protections may be applicable. Some of the key topics we cover include: 

Your employment status and job role: Are you full-time, part-time, or classified as exempt or non-exempt? 

Details about the problem: When did it start? What specific incidents or actions made you feel mistreated? 

If you have any formal complaints, have you reported the issue to your employer or HR? What was their response? 

• Changes in your job: Were your hours cut? Did your responsibilities shift? Were you disciplined or fired? 
• Pay and benefits: Are you being paid the amount promised? Have you missed overtime, breaks, or other compensation? 
• Workplace environment: Is there harassment, discrimination, or retaliation involved? How often does it happen? 
• Documentation: Do you have emails, messages, performance reviews, pay stubs, or witness statements that relate to your claims? 

By gathering this information, we can identify if your case involves protected activities or rights and if there may be multiple legal claims to explore. Sometimes, a single issue, such as wrongful termination, may also involve retaliation or discrimination under the law. 

Your Personal Checklist: Questions to Ask Yourself 

Before or while preparing for your consultation, consider these questions to help organize your thoughts and understand if you have an employment law claim. 

If you were fired or disciplined: 

• Did you recently report harassment, safety violations, or discrimination? 
• Were you involved in a complaint or investigation? 
• Was the reason for your firing or discipline clearly explained? 
• Did the actions happen shortly after you asserted a legal right? 

If you think your pay is wrong: 

• Are you working off the clock or skipping breaks? 
• Are you classified as exempt (salaried) but not meeting minimum salary requirements? 
• Do your pay stubs accurately reflect the hours you worked? 
• Have you been denied overtime pay or received unexpected deductions? 

If you’re facing harassment or discrimination: 

• What specific behaviors or comments are happening, and how often? 
• Do you belong to a protected group (based on race, gender, age, disability, etc.)? 
• Have you reported the behavior internally? 
• How has the behavior affected your ability to work? 

Why Documentation Matters 

While every case is different, certain types of evidence can be incredibly helpful in evaluating and building your case. This includes: 

• Written communications: Emails, texts, or memos that show unfair treatment or responses to your complaints. 
• Pay records: Pay stubs, time sheets, schedules, or other documents that show missed wages or overtime. 
• Performance evaluations: Especially if they changed drastically after you raised concerns. 
• Witness information: Names of coworkers who saw or experienced similar treatment. 
• Company policies: Employee handbooks or official procedures related to your claims. 

Having this documentation doesn’t guarantee a case, but it often makes a significant difference in how clearly your situation can be understood and presented. If you have any of these documents, please share them with our team as soon as possible. 

Don’t Wait to Get Answers 

If you suspect you’re facing unlawful treatment at work, the best thing you can do is reach out early. You don’t need to have a perfect case or all the answers before contacting The Gould Firm. Even if you’re unsure or have questions, we’re here to help you explore your situation without pressure or confusion. 

Your story deserves to be heard, and your rights deserve to be protected. 

Ready to Talk? Schedule Your Free Consultation Today 

Call us today at (619) 291-9858 or complete our simple contact form to schedule your complimentary, confidential consultation. We will listen to your concerns, explain what the law says about your situation, and help you decide the best next steps, whether that’s pursuing a claim or simply understanding your rights better. 

Don’t wait until things get worse. The sooner you reach out, the better we can support you.