Frequently Asked Questions
While many areas of the law require hourly billables, plaintiff side employment law, the kind of law I practice, typically does not. If you need legal representation because your rights have been violated at work, please reach out. I work with my clients on a contingency basis. This means I do not get paid unless we win your case, or achieve a desired outcome outside of court.
I charge 40% contingency for all of my litigation or negotiation cases. That means you don’t pay me one dime. 40% is standard in employment law. To access my intake form, please click here.
If you do not want to litigate and are simply seeking advice, I charge an hourly rate of $330-500/hr depending on your issue and urgency. We also offer paid consultations depending on your needs. Fees for paid consultation are $400/hr, or $200/half hour. If my rate is too expensive, you can join my low cost membership here.
Yes! I am connected to a network of like-minded attorneys that I know and trust. These attorneys are personal connections that I have vetted. I know they practice according to the same values and will not scam you. I know they have your best interests at heart. I am happy to put you in touch with the attorneys in my personal network. Please click here.
If you are not in need of an attorney but are simply seeking an understanding of your rights, you can also join my Academy.
At-will employment does not mean what most people think it means. It means that employers can fire employees for any reason or no reason but not an illegal reason. Employers still have to follow the rules. All of my clients are at-will clients, and still have a case.
It is a big myth that going the legal route means you won’t be able to find another job. It’s just not true. Companies don’t broadcast that they’ve been sued, and if they continue to retaliate that’s actually illegal too. They will be extremely careful once attorneys are involved. There is nothing protecting your reputation now. As an attorney I actually have a lot of power to negotiate terms to protect your reputation, to ensure that you can get rehired and you will still be able to list this job on your resume.
Yes. In all of our cases, our clients were given a bogus reason for the termination, but the true reason was illegal. Companies are smart like that, but we are smarter. It’s my job not just to prove the legal reason but also to disprove the bogus reason.
There are a myriad of legal protections for employees out there, but most of them are never taught to us, nor are they easy to understand. Because of this, it can be difficult to know if you have a case. If you are experiencing mistreatment at work or suspect illegal conduct, we are so sorry, and we believe you. The best way to know if you have a case is to reach out via our intake form. Please be complete and transparent. As a potential client, all information you provide to us is CONFIDENTIAL. Your information is kept on a secure system and will never be shared outside of our firm. We are fierce employee advocates, and we are here to help, so do not hesitate to reach out.
Severance packages and how to navigate the negotiation process is really individual. Please fill out our intake form here to get in touch on best steps.
Absolutely! These are done via our paid consultations, which can be accessed once you go through our intake process.
There are two options for this. If you think you have a case and want to pursue legal action, please fill out my intake form here. If you simply want to review your employer’s decision with our attorneys as a service, please fill out my intake form to receive the consultation booking link.
You can book a paid consultation with me by going through my intake process. I offer 30 and 60-minute sessions.
If you have a record of this denial and the fact that you are legally eligible for the leave, please contact an employment attorney ASAP. They may be able to resolve this without the need for a lawsuit. If this is happening to you, you may reach out via my intake form here.
This is illegal, and you should consult with an attorney.
This is illegal, but does happen. A common excuse is that they could not hold the job as it was a burden on the business. Another common tactic is calling it a “budget cut” situation, while still actively filling new roles (oftentimes even rehiring for the role you were terminated from). Whatever the case, if you took a leave you were legally entitled to, your job must be returned to you. If your employer is refusing to reinstate you in this instance, please consult with an attorney.
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The Mamattorney Academy
Have you noticed how no one has ever taught you about your rights at work? And we mean ALL of your rights, because we promise you that you have more rights than you think you do. Let’s change that!
Join our Academy and learn what your rights are and how to advocate for yourself while protecting your professional track. Using the law as a tool, you will become empowered to propel yourself into a life on your own terms. Learn how to transform this knowledge into ACTION.
The Academy provides all of Daphne’s secrets, provided through videos, checklists and handouts. It also provides step-by-step “how to” scripts and tools so you can succeed as a woman in the workforce. It has scripts to give notice of pregnancy, ask for maternity leave, set up a pumping plan, request equal pay and address discrimination or harassment. Learn how to get paid during your time off. You deserve a workplace worthy of your time and talents. Connect with other powerful women who are educated advocates through community and support.