Frequently Asked Questions ...

(Q) Can the Law Office of Sidney J. Strong assist you?

(A) The Law Office of Sidney J. Strong represents only employees. We do not represent unions or handle union grievances. We do not handle workers compensation claims. We handle those claims that affect one’s right to obtain employment, right to work under lawful conditions and right to keep employment. We emphasize problem solving through negotiation and mediation because it is always more beneficial to agree mutually to a solution, than to have one imposed. However, when litigation is necessary, it will be approached professionally with achievement of the specific goals given the highest priority.

(Q) What will legal services cost?

(A) An initial consultation fee is charged. The consultation includes a thorough assessment of the legal claims as well as expected attorney fees and costs, if further services are agreed upon. Fee options include contingent fee, with the fee dependent upon what is recovered. Also, hourly fee agreements with and without total fee caps and options to convert to a contingent fee. All fee agreements are in writing.

(Q) How do I know if I should seek an attorney?

(A) This is very difficult to answer because each claim is different and no generalizations about whether a case is good or bad can be made. Employment is a major part of life and employment decisions can have significant consequences. An initial consultation is an opportunity to answer the question of whether an attorney will be needed.

(Q) Aren’t most employment relationships at-will and, therefore, an employee has no employment rights?

(A) Indeed, most employment is at-will. Only if you have a contract of employment or are a member of a union, can you expect something other than employment at-will. Employment at-will is the right of an employer to terminate employment without cause. It is the right to be arbitrary. However, there are many exceptions to at-will employment, which permit an employee to hold an employer responsible for employee mistreatment. These exceptions depend upon the particular facts of each employment claim.


(Q) Do I have to worry about time limits for seeking legal advice?

(A) Yes, all legal claims are subject to what are called statutes of limitation. A statute of limitation requires a legal claim to be filed in court within a certain period of time or the claim will be barred. Various statutes of limitations control employment claims. While most employment claims need to be filed within three years of the date that the claim arose, others are subject to a two year period, and others have periods as short as six months. You should always consult an employment lawyer as to the statute of limitations that apply to your employment claims. You should not assume the risk of having your claims barred because of an untimely filing.