1. What types of employment cases do you handle?

I help individuals and businesses in Traverse City and Northern Michigan with cases involving discrimination, sexual harassment, retaliation, whistleblower claims, wrongful termination, wage & hour (e.g. overtime), non‑competes, hostile work environment, employment contracts, severance, accommodations under FMLA/ADA, and internal investigations. I also advise employers on hiring/firing practices, workplace policies, and employment compliance.

2. What does an employment attorney do?

I guide you through every stage, including reviewing contracts and workplace policies, handling communication with your employer or employee, filing or answering administrative complaints (like EEOC or Michigan Department of Civil Rights), negotiating settlements, conducting internal investigations, and taking cases to arbitration or court if needed. I also provide preventive counseling to help employers minimize legal risk.

3. Why should I hire an employment attorney early?

Getting legal advice early can:

• Prevent damaging missteps (e.g., missing deadlines or saying the wrong thing).

• Help preserve key evidence and witnesses.

• Allow us to evaluate strategies before a case becomes contentious.

• Sometimes resolve problems without litigation through negotiation or proactive workplace change.

4. How do your fees work? Flat fee, hourly, contingency?

I offer flexible fee arrangements tailored to your case:

Whenever I can offer a flat fee, I try to. I like predictability, and I think my clients like it, too. Other clients or projects required an hourly approach. When that’s not possible, or the client is not comfortable with that approach, I find that many clients prefer a mix of hourly for work while case is developing, plus a contingency percentage if there's a recovery. This allows me to offer reasonable hourly fees. This aligns incentives and helps spread costs over time. No matter what, I try to never put my clients in a position where they feel like they are writing a blank check for legal fees.

5. Why hire an employment attorney rather than going it alone?

Employment law is complex. There are strict deadlines, evolving state and federal rules, and procedural steps (e.g., EEOC/MCRC filings). A lawyer:

• Knows how to spot violations (like misclassification or retaliation).

• Understands how courts and administrative agencies work.

• Can protect clients from bad settlement terms or waiver provisions.

• Helps you understand potential damages and risks.

• Level the playing field (employers often have more resources).

6. What can I expect during the process?

1. Initial consultation (often free): You share your concerns and timeline; I explain possible outcomes and fee options.

2. Investigation & documentation: I gather evidence, review records, and determine what legal claims might exist.

3. Administrative filings or negotiation: We may file a complaint or answer with the Court, EEOC/MDCR, or negotiate with your employer or employee directly.

4. Litigation (if needed): I represent you in court or arbitration. This includes drafting pleadings, discovery, depositions, motions, and trial.

5. Resolution and enforcement: Settlement or judgment enforcement, ensuring payment or policy changes are carried out.

7. Can you help both employees and employers?

Absolutely. I represent individuals asserting their rights and help businesses craft compliant policies, employment agreements, handbooks, and training programs to minimize risk before problems arise. Some employment lawyers will not do that and believe they can only represent either employees or employers. But I actually find that working on both sides of the issue makes me a better lawyer. There are good people on both the employer and employee sides. I like helping good people, no matter whether they are an employer or an employee.

8. What happens if the employer retaliates or I’m fired after speaking up?

Retaliation is illegal under federal and Michigan law. If you experience it, like demotion, denial of benefits, or termination after reporting misconduct or discrimination, I can help you file a claim and pursue remedies such as reinstatement, back pay, and damages.

9. I’m owed unpaid overtime. What can I do?

In Michigan, non‑exempt employees must receive 1.5× pay for hours beyond 40/week. Common violations include misclassification, unpaid off‑the‑clock work, or improper deductions. I can help review your pay history, pursue claims, file Wage & Hour complaints, and represent you through litigation if needed. Oftentimes, to minimize legal fees and expenses, I’ll simply coach individuals on how to proceed administratively, too.

10. How do I get started?

You can just call or email to schedule your consultation. After I ensure there is no conflict of interest, I’ll listen to your situation, review relevant documents, talk through fee options and strategy, and help you decide on next steps. Early action can make a big difference.