The guide below is general information for employees, not legal advice. Every situation is different. If you believe your rights have been violated, talk to an employment attorney about the facts of your case.
Employees facing workplace problems often have the same questions at the start: how our intake process works, how long they have to act, and what happens after they submit a case evaluation. The answers below are general information — your specific deadlines and options depend on the facts of your case.
What does the free case evaluation involve?
Our guided intake assistant walks you through your situation, your role, and key events in about 10–15 minutes. Attorney Brennan personally reviews every submission. You hear back within two business days with either an invitation to the next step or a clear answer that we cannot assist. The evaluation is free and carries no obligation. The firm does not offer free consultations.
What is a Case Assessment?
For matters that pass initial evaluation, we offer a flat-fee Case Assessment — a limited-scope engagement that includes secure document submission, targeted follow-up questions, a Zoom session with Attorney Brennan, and a written assessment of your claims, risks, and recommended options. You keep the written assessment regardless of whether representation continues. The fee is quoted before any commitment and may be credited toward contingency representation where offered.
Do you offer free consultations?
No. The firm no longer offers free consultations. Every matter begins with a free case evaluation through our guided intake. Where we can help further, we offer a paid Case Assessment or full representation under a written engagement agreement.
How long do I have to bring an employment claim?
Deadlines vary widely depending on the type of claim and where it must be filed — some administrative deadlines are measured in months, not years. For example, many discrimination charges must be filed with the EEOC within 300 days of the discriminatory act, while some Minnesota Human Rights Act claims have a one-year filing deadline. Wage claims, whistleblower claims, and breach of contract claims each have their own limitations periods. Because missing a deadline can end a claim entirely, it is best to seek advice as soon as possible after the events occur.
Should I sign my severance agreement right away?
No. Severance agreements almost always include a release of your legal claims, and once signed, that release is typically permanent. Federal law may require 21 or 45 days to consider a release of age claims, and Minnesota law may give you 15 days to rescind certain human-rights settlements. Use the review period to have the agreement evaluated before you sign.
What documents should I have ready?
Helpful materials include your offer letter or employment agreement, any severance documents, performance reviews, relevant emails or messages, pay records, and a written timeline of events. Don’t worry if you don’t have everything — you can note what exists during the evaluation, and documents can be submitted later if you proceed to a Case Assessment.
Do you represent employers?
No. We exclusively represent employees and individuals. We are never on the other side of the table.