Awesome video. I wish this had been available 5 years ago when I was looking for representation. Your videos are very informative and really help a potential Plaintiff navigate the murky waters of employment law. Please keep up the fantastic educational videos. They are teaching me and others a wealth of information.
Thanks Vince for this video. Unsure about anyone else but it's so traumatic retelling situation/case over and over to different attorneys hoping they will be interested. I took a few weeks off but I'm going to keep trying
My mother passed away from brain cancer in October 2021, so when I say I am sooo grateful that you beat it, I truly mean it. I've played this video before but I finally finished it today...and I never knew you had cancer, let alone stage 4 cancer. Ever since I found your channel 7 months ago, you have been nothing but a blessing to me. All of this free information is a gold mine. As a pro litigant, you have helped me in so many ways in my preparation leading to filing my civil complaint a couple of weeks ago. Although my case is unrelated to employment violations, you are EVERYTHING! Thank you Vince, and may your next case be worth billions of dollars🤣🤣💪🏾🙏🏾
My attorney is currently helping me do an EEOC complaint while I'm on FMLA. My attorney does their own intake. The initial intake process was exhausting. I've learned to answer questions concisely.
The word Cancer makes me cry every single time it comes out of my mouth It is such a sensitive topic Joe Joe doctor said one time: Listen you have cancer , you gn die , BUT not now. We can control it for years if you take this chemo pill everyday , Joe Joe was happy and even forgot he had it BUT when management started asking and demanding paperwork often and more paperwork bfr the due date it made JOE JOE mad ,sad and depressed Now I can understand why Joe Joe watches your video and believes you Mr.White I am GLAD YOU ARE ALIVE GOD BLESS YOU SR. I understand you.
Thank you so much for replying to my question on video. Straight talk is always appreciated, very much not offended. I think you're right that I didn't really highlight the fact that I was on legally protected family leave when we talked. I got the impression that she (the perspective lawyer) was getting fixated on the smaller parts of the case, like how they didn't pay me for my last day of work and how they refused to give me a copy of the reprimands they wrote out about me even after I asked for them. Should I maybe leave that stuff out? I was thinking it added value, but she just seemed overwhelmed. Maybe you're right and she really had to go to the bathroom.😅
It’s a great idea to have your story written down in a timeline manner with your claims clearly stated. Have this script ready before you call law firms.
Hi Vince, Could you please make us a video on when the employer singes a settlement agreement and requests 3 months to pay then when the time comes to pay he defaults. I am getting an enormous pressure from my own attorney to continue working with this employer (crook) instead of going straight to court and get a judgment. Is this a tactic some sick employers do to prolong the process and make the employee surfer!
I called and talked to an attorneys intake and the person said no one cares and I said I care. I guess that person thought I am no body. I said thank you and hung up. I think they were working for the other side? 😂. No joke it happened.
I was told to file an MCAD (similar to EEOC). I'm unsure if going that route will make my case more attractive or turn off to potential attorneys. Should I stay the course of finding an attorney or try the MCAD route first?
Hi Vince: I have two questions regarding my employment case and wondering if you can help: 1. The company typically permits 4 out of 5 telework days, but an employee's request for 5 out of 5 as an accommodation was completely denied and wouldn't even grant the 4 out of 5 days already provided to other employees as standard practice. The employee filed a complaint with the DHR, alleging disparate treatment and failure to accommodate. Despite the employer's claim that this isn't offered to other employees, evidence from saved work schedules contradicts this. Do you think the division will find probable cause based on the presented evidence? 2. Is it valid for an employer to allege job abandonment when they haven't investigated multiple discrimination complaints sent to high-level HR representatives, allowing the mistreatment to persist and condone such actions? How can they make such a claim when they played a crucial role in the situation? Would this be considered wrongful termination?
Hello Vincent I spoke to few attorneys regarding my unpaid wages OT, off the clock and I have the proof text messages from my employer and my phone call records Two offers to help with 40 - 60% contingency fees One attorney only takes 1/3 but he did not call me back yet, 3 days to be exact, after I emailed my check stubs for 3 years Please advice what are my options Should I keep looking for an affordable labor attorney ? Or accept 40 -60 % contingency fees Thank you so much 🙏
Sounds like the attorney thinks the case could go too long and involve too much time and resources to be viable for him. It's usually an economic decision for the attorney.
Awesome video. I wish this had been available 5 years ago when I was looking for representation. Your videos are very informative and really help a potential Plaintiff navigate the murky waters of employment law. Please keep up the fantastic educational videos. They are teaching me and others a wealth of information.
Thanks Vince for this video. Unsure about anyone else but it's so traumatic retelling situation/case over and over to different attorneys hoping they will be interested. I took a few weeks off but I'm going to keep trying
Wow
I thought Joe Joe was the only individual using the word traumatic
❤
Good luck @butta
My mother passed away from brain cancer in October 2021, so when I say I am sooo grateful that you beat it, I truly mean it. I've played this video before but I finally finished it today...and I never knew you had cancer, let alone stage 4 cancer. Ever since I found your channel 7 months ago, you have been nothing but a blessing to me. All of this free information is a gold mine. As a pro litigant, you have helped me in so many ways in my preparation leading to filing my civil complaint a couple of weeks ago. Although my case is unrelated to employment violations, you are EVERYTHING! Thank you Vince, and may your next case be worth billions of dollars🤣🤣💪🏾🙏🏾
Cheering for you!
Hey Vince...congrats on approaching 80k subs...I remember when u hit 40k...can't wait to see u hit that magic 100k number!🎉
@17:30 😂😂😂😂 @31:00 😱glad you made it through and great reality check 🙏🏼
Glad you are here, Vince! Congrats on overcoming that!
My attorney is currently helping me do an EEOC complaint while I'm on FMLA. My attorney does their own intake. The initial intake process was exhausting. I've learned to answer questions concisely.
The word Cancer makes me cry every single time it comes out of my mouth
It is such a sensitive topic
Joe Joe doctor said one time: Listen you have cancer , you gn die , BUT not now. We can control it for years if you take this chemo pill everyday ,
Joe Joe was happy and even forgot he had it
BUT when management started asking and demanding paperwork often and more paperwork bfr the due date it made JOE JOE mad ,sad and depressed
Now I can understand why Joe Joe watches your video and believes you
Mr.White I am GLAD YOU ARE ALIVE
GOD BLESS YOU SR. I understand you.
Thank you so much for replying to my question on video. Straight talk is always appreciated, very much not offended.
I think you're right that I didn't really highlight the fact that I was on legally protected family leave when we talked. I got the impression that she (the perspective lawyer) was getting fixated on the smaller parts of the case, like how they didn't pay me for my last day of work and how they refused to give me a copy of the reprimands they wrote out about me even after I asked for them.
Should I maybe leave that stuff out? I was thinking it added value, but she just seemed overwhelmed. Maybe you're right and she really had to go to the bathroom.😅
Somebody get Vince a claw back scratcher for his foot
It’s a great idea to have your story written down in a timeline manner with your claims clearly stated. Have this script ready before you call law firms.
Lol...be less hateful, while you're at it...can be applied to soooo many people...
Hi Vince, Could you please make us a video on when the employer singes a settlement agreement and requests 3 months to pay then when the time comes to pay he defaults. I am getting an enormous pressure from my own attorney to continue working with this employer (crook) instead of going straight to court and get a judgment. Is this a tactic some sick employers do to prolong the process and make the employee surfer!
I called and talked to an attorneys intake and the person said no one cares and I said I care. I guess that person thought I am no body. I said thank you and hung up. I think they were working for the other side? 😂. No joke it happened.
I was told to file an MCAD (similar to EEOC). I'm unsure if going that route will make my case more attractive or turn off to potential attorneys. Should I stay the course of finding an attorney or try the MCAD route first?
Hi Vince: I have two questions regarding my employment case and wondering if you can help:
1. The company typically permits 4 out of 5 telework days, but an employee's request for 5 out of 5 as an accommodation was completely denied and wouldn't even grant the 4 out of 5 days already provided to other employees as standard practice. The employee filed a complaint with the DHR, alleging disparate treatment and failure to accommodate. Despite the employer's claim that this isn't offered to other employees, evidence from saved work schedules contradicts this. Do you think the division will find probable cause based on the presented evidence?
2. Is it valid for an employer to allege job abandonment when they haven't investigated multiple discrimination complaints sent to high-level HR representatives, allowing the mistreatment to persist and condone such actions? How can they make such a claim when they played a crucial role in the situation? Would this be considered wrongful termination?
Hello Vincent
I spoke to few attorneys regarding my unpaid wages OT, off the clock and I have the proof
text messages from my employer and my phone call records
Two offers to help with 40 - 60% contingency fees
One attorney only takes 1/3 but he did not call me back yet, 3 days to be exact, after I emailed my check stubs for 3 years
Please advice what are my options
Should I keep looking for an affordable labor attorney ? Or accept 40 -60 % contingency fees
Thank you so much 🙏
I think 40% is good! Plus, they’re not asking you for any cash! Sounds like you have an excellent choice of attorneys.
Sounds like the attorney thinks the case could go too long and involve too much time and resources to be viable for him. It's usually an economic decision for the attorney.
😂😂😂😂😂 @ 12:50