Evaluation Criteria
Evaluation Criteria for Labor and Employment Lawyers
First we analyze the firm’s knowledge of the general labor issues that are important to both employers and employees. We assess the firm’s understanding of minimum wages, employee benefits, and break and lunch requirements within the given state. We assess the attorneys’ ability to maximize benefit for their client.
Next we focus on the firm’s handling of cases involving unlawful termination. Does the firm work with clients to investigate the terms of a contract and the cause of termination to figure out whether unlawful termination has actually occurred? How effective are the attorneys at ensuring the rights of their client are protected?
We then review the firm’s understanding of age discrimination issues. We examine how attorneys work with their clients to ensure that individuals of a more experienced background are given as much benefit and treatment as those entering the workforce. We also assess the firm’s ability to defend their client’s rights in these types of cases.
Another aspect of our evaluation focuses on union representation. We evaluate how attorneys are able to understand and aid clients when there is an attempt to form a union at a place of employment. We assess the firm’s handling of negotiations with the other party as well as their ability to protect client’s rights.
Lastly, we focus on the firm’s handling of cases with regard to the Americans with Disabilities Act. Our evaluation ensures that highlighted attorneys are familiar with and have a firm understanding of the ADA and that they will effectively represent clients in cases dealing with the act.
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