Hiring a whistleblower attorney is a major decision that can make or break your case. The best lawyers have the experience and expertise to help you navigate through the complexities of whistleblower laws and regulations, ensuring that you receive fair treatment and compensation for any retaliation. As such, it is important to choose the best lawyer for your needs. Here are several factors to consider when hiring the best whistleblower lawyer.
How long have they been practicing law? How many cases have they handled successfully? And does the lawyer truly specialize in whistleblower legal matters? When choosing a reputable whistleblower attorney in Los Angeles, research their reputations online. Testimonials from satisfied clients can be extremely helpful when making your decision.
Ask potential attorneys about their fees ahead of time. Some may charge hourly rates while others offer contingency options. Some firms also have flat rates for certain services. Determine whether you are comfortable with the fees before hiring a lawyer.
Do you need a lawyer who handles whistleblower cases full-time? Or do you want to be assigned to one of the firm’s attorneys specifically? Some firms specialize in whistleblower cases but have other specialties, as well. Consider carefully what services you need and choose your attorney accordingly.
- Attorney reputation matters.
Do you only want a lawyer who has handled whistleblower cases similar to your own? Lawyer reputations are important. Do some research online to see what others within the whistleblower community are saying about them. And look for a proven track record of success.
- Communication skills are key.
Make sure to set up an initial face-to-face consultation. Does the attorney communicate with you in a way that you can easily understand? Or is the conversation overly complicated by legal jargon? A good whistleblower lawyer should be able to effectively communicate the facts of your case clearly, succinctly, and without intimidation.
In Los Angeles, California, an employee may now rest easy knowing that they have significant protections from unlawful retaliation by employers. Thanks to the recently strengthened Labor Code 1102.5, any worker who has reasonable cause to believe their employer is violating state or federal statute can report their concerns confidentially and without fear of repercussions—no matter if the act of disclosure was part of their job duties or not. This law is a great step forward in protecting the rights of workers who want to report illegal activity and fight against fraud.