Thank You for Visiting Our Site.
When you’re done here, click to our Home Page and read more about our case results (such as this verdict for a race discrimination victim, and this result for a female high school principal who reported sexual harassment) and useful information for employees on a wide range of legal issues.
We Specialize in Employee Rights, with Deep Expertise in The Problems You Face.
There are a few things you should know.
First, our firm represent employees only. We do not and will not help any employer.
Second, our area of expertise is in employee rights. We handle no other kinds of cases. Employment laws, and there are hundreds of them, are extremely complex. So our practice model is designed to develop deep expertise in this field. We develop the means to dominate employers that have violated our clients’ rights. We cope with the overload of information in employment law and turn that overload to our strategic advantage.
Using this model, Jim Garrity has fought and prevailed against many of the world’s biggest and toughest companies – Wal-Mart, Federal Express, HP, Home Depot, Target and McDonalds, just to name a few. He has sued the federal government, state governments, law enforcement agencies, hospitals, retail and fast-food chains and tons of other private-sector corporations. There is no employer off limits if they violate our client’s workplace rights.
What We Don’t Do:
- We do not represent employers – ever. Some lawyers do. Some take cases on behalf of both employers and employees, depending on who calls them first. This can create conflicts of interest that hurt your case. It can cause those lawyers to hesitate pursuing your employer aggressively, because the lawyer has either (a) helped that employer before or (b) might be thinking about how rewarding it might be to represent that employer instead.
- We do not handle other kinds of cases – ever. Some law firms accept any kind of case – dog bites, broken pipes, car accidents, boating mishaps – literally anything. For example, in times of natural disaster, sadly, such law firms will quickly set up a “hurricane lawyer” website, and flood your TV and radio with ads suddenly claiming they’re hurricane lawyers. But ask yourself this: When your career is on the line, how would your case be handled by a law firm that doesn’t have deep, dedicated expertise in the dozens of complex federal and state laws that address employee rights? What claims will they overlook? What deadlines will pass before they realize there were deadlines? What arguments will they fail to make?
- We do not charge you a consultation fee – ever. to decide whether we can accept your claim. Consultations are always free.
- We do not charge you fees if we don’t achieve results for you – ever. Our practice is one hundred percent contingent. No results? No fees. Ever.
Why an Employment Lawyer? And When to Hire One?
Employment laws are complex. Every law is different. So are the deadlines for each. You need guidance to protect your rights. Employers have an army of experts – human resource officials, EEO managers and lawyers, too – trained to protect the organization. Sometimes those advisors see you as a threat, not a victim. Many clients have told us they felt their HR and EEO personnel discouraged them from making a complaint, gave them inaccurate advice, or even slowed their progress while deadlines passed. Never forget who pays those advisors: Your employer. Don’t assume anyone dependent on a paycheck from the organization you’re challenging has your best interests in mind.
Questions To Ask A Lawyer Before You Hire One For Your Workplace Case
Lawyer advertisements can be very misleading. There is no requirement that lawyers prove their skills before advertising for certain types of claims. So a lawyer can run ads for employment discrimination cases with little or no experience. Second, the ads don’t need to tell you that the lawyer and law firm sometimes represents companies against employees. So before you hire, ask the following questions:
- What is the name of the lawyer who will actually handle my case?
- Once you know who the lawyer will be, ask him or her three simple questions
- (1) What percentage of your time is spent on employee rights cases? (The only correct answer is “100%.” This field is complex and requires serious, singular focus.)
- (2) How many discrimination cases have you personally handled as the lead lawyer? (If it is not more than 1,000, it should be cause for serious concern. Some law firms have multiple lawyers working on a single case, but where most of them have minor, insignificant roles. Make sure you’re hiring the lawyer whose career is dedicated to leading employee rights lawsuits.)
- (3) How many jury trials in employment cases have you personally handled as the lead lawyer? (If this answer is less than 100, you have reason to be alarmed that you might be relying on a lawyer with poor experience incapable of properly handling your case. Why? It is in trial where a lawyer’s tactics and strategies prove successful or a complete failure. Lawyers who have been leading trials from early in their career will have learned what works and been able to constantly sharpen their skill set. Lawyers who do not lead trials lack this battle-tested experience. Imagine a brain surgeon fresh from medical school. While perhaps trained on how things should work, the new surgeon has no real-world experience and is more likely to inflict grievous harm on patients until seasoned with practical experience in hundreds of life-or-death situations. The skilled handling of complex employment cases is not much different. The tools of the legal profession can do great harm in the hands of a junior practitioner. Your career is too important.)
In Jim Garrity’s 34-year career he has pursued claims against thousands of employers. You can find a professional summary of his background here.
He also regularly write columns for employees, to help them understand their rights. He writes on dozens of basic discrimination claims, but also on topics like unequal pay for women, on bogus background checks, and on bad references. And you’ll find his practical advice on things like becoming a whistleblower, keeping up your online credentials for job recruiters (here and here), and tips for getting pay raises.
Jim Garrity is also a published author on trial strategies and tactics for lawyers. He recently published 10,000 Depositions Later: 33 Tips For Taking Superior Depositions, a book for trial lawyers, and also authored publications on, among other things, how lawyers can give powerful closing arguments at trial.
Need to Talk to Us Right Now About a Matter of Concern?
Don’t by shy about calling us for help. We can answer most questions in the first call at no charge and without research. (That’s another benefit of our heavy, specialized experience.) The earlier you involve us get in workplace disputes, the better. Call toll-free at 1-800-663-7999 or email Mr. Garrity personally at Jim@JimGarrityLaw.com. We will gladly talk to you. Our principal physical office is in Tallahassee, Florida, but we represent clients across the entire states of Florida and Georgia, traveling heavy and often to bring the fight where needed on behalf of our clients.