Who calls, and why does it matter?
Employment law callers frequently reach out shortly after being fired, laid off, or experiencing harassment or discrimination at work. Many are anxious about income and unsure how much time they have left to act.
Discrimination and harassment claims are usually subject to strict agency filing deadlines, often 180 or 300 days, and severance agreements frequently come with their own short acceptance windows.
What does the agent ask?
- Are you currently employed, or has your employment ended?
- What type of issue is this (discrimination, harassment, wage dispute, wrongful termination)?
- Have you filed a charge with the EEOC or a state labor agency?
- Approximately how many employees does your employer have?
- Did you sign a severance agreement or an arbitration agreement?
- When did the incident or termination occur?
What does it capture for conflict and eligibility checks?
Capture the employer's full legal name up front so the firm can check whether it already represents that employer in another matter before booking the consult.
Questions about employment law intake
What if the caller has not filed anything with the EEOC yet?
The agent notes that no charge has been filed and flags the matter as time-sensitive, since many claims have a filing deadline that starts from the date of the incident.
Does the agent review severance agreements?
No. It notes that a severance or arbitration agreement exists and was signed, or not, so an attorney can review the actual document during the consult.
What if the caller is still employed?
The agent still takes the intake. Many employment matters, such as ongoing harassment or wage disputes, involve callers who have not yet left their job.
Why does the agent ask about company size?
Some employment protections only apply to employers above a certain size, so this detail helps the attorney evaluate the matter before the consult.
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