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Let’s have a short Frequently Asked Questions

Q: Can I contact your office on behalf of my spouse, relative, or friend?
A: Generally, no. We need to speak directly with the individual experiencing the legal issue, as they are most familiar with the details that could significantly affect the legal assessment.

Q: Can I take legal action if I’m harassed at work, but it’s not related to discrimination or whistleblowing?
A: Generally, no. While a toxic or unprofessional work environment is unfortunate, it is not necessarily illegal. To have a valid legal claim, the harassment must typically be based on a protected characteristic—such as race, gender, sexual orientation, disability, age, national origin, or religion—or in retaliation for reporting fraud or other illegal conduct.

Q: What types of issues qualify for whistleblower protection?
A: To be protected as a whistleblower, your disclosure must involve serious misconduct such as fraud, illegality, abuse, or significant safety violations. Examples include Medicare fraud by a medical provider, a construction company violating safety laws, or a manufacturer breaching OSHA regulations. General mismanagement or workplace disputes, like poor spending decisions or harassment, typically do not qualify.

Q: I’m a federal employee with a discrimination case. Can your firm handle it on a full contingency basis?
A: We understand the financial realities many federal employees face, and we truly empathize. However, full contingency arrangements are generally not practical in federal employment cases. Unlike the private sector, federal agencies often litigate cases extensively before even considering settlement, even in strong cases and they may appeal decisions, delaying recovery. That said, we do offer hybrid fee arrangements that combine hourly and contingency components. In some situations, we can cap hourly fees to help provide predictability and peace of mind about overall costs.