Should you sue your employer while you're still employed there or wait until you get fired?

[@sjay5094]

I am going through this right now. I filed a federal lawsuit against my employer. I am still employed by them and there is some tension in the environment every since they were put on notice about my lawsuit. Unfortunately for them, they continue to harass and retaliate against me. They are attempting to get my lawsuit thrown out and we all have to wait for the judge to decide. I pray I will have my day in court with them one day so that I can hold them accountable for the horrible things they did to me.

[@linpippin-porter4636]

Who would you report to if you are doing beyond your scope of duties and rated on it

[@T3hXinro]

Hot tip for currently employed folks facing claims of poor performance - If your job has some kind of internal kudos board or shout out system, document all of the positive feedback you've gotten through it with screenshots or photos. Keep those safe. Showing your record of being praised for great work, especially by the people who are now claiming you suck, is a way to point out their bull.

[@jsegura525]

Morning Vince - thank you for having a realistic view of the job market, the economy and the recent hike of the price of eating and living.

[@monterreymxisfun3627]

Even if you don't get an attorney, you can always file a complaint with a government agency for added protection.

[@MimiT03]

The Bell Law Firm referral was fabulous for me!!! Thank you!! 🙏🏼 ❤

[@viralsheddingzombie5324]

The employer will usually wait a few months and then implement a plan to terminate the troublesome employee for performance issues.

[@MimiT03]

Noting how much you have grown in your videos 🙌🏼👏🏼

[@ladyoftheflowers9781]

Fascinating... I work for a higher profile employer with a hot mess management structure... I have a ton of documentation for retaliation on my protected class. I take notes after all meetings with management and email them after (bcc'ing my personal email) so that they don't "forget". This almost tempts me to jump the gun on this. I am thankful I have an interview for a dream job coming up, but if that fails it seems like your suggestion here may work well for me!

[@rccc6598]

100k+ subscribers! Congrats Vince! Still watching your channel months after my case was settled.

[@OSMARI]

My lawsuit survived Plea in Bar and Demurrers. And the saga continues. 😀

[@UninvitedGuestSpeaker]

Stay! It’s the best option for the legal fight.

[@alljazzedup8994]

What makes you say this?

[@UninvitedGuestSpeaker]

@@alljazzedup8994 you have rights. They should not be violated.

[@tulipanegradesign]

Great video thanks again❤

[@florina166123]

Thank you sooo much this was extremely helpful! Hopefully I can find a lawyer that is willing to take my case while I am still employed. We need more lawyers like you that care more about their clients.

[@oldworldowl]

Wow, I was just recently wondering about this topic. Very interesting and great question. Thank you.

[@fpalenciafp]

another question if the law firm representing the defendants is a LLp and the attorney representing keeps claiming that he works for a pc And keeps submitting documents claiming he works for pc representing defendant in these matters but the actually law firm representing on the main documents is a llp can they be both and should that be a concern since no attorney has claimed to work for the llp

[@Vibez-o5k]

Would you file a EEOC (or related state) claim in the middle of a PIP?

[@My5ticBlu]

I would love to hear your thoughts on resiging via Constructive Termination after suffering intolerable working conditions created by harassment, discrimination, and retaliation by the company and its employees..

[@alberul255]

Hello! My employer has suggested alternative accommodation that my doctor has already informed them will not be effective for me. Am I required to try out the alternative accommodation to show them it doesn’t work or can I decline to try it since my doctor already told them their suggestion isn’t an effective alternative. Thanks!

[@pogurl2011]

You have to prove why it’s not and make them continue with the interactive process. DOCUMENT..DOCUMENT…DOCUMENT

[@ladyoftheflowers9781]

Typically the side responsible for the breakdown in communication loses. Keep them in an infinite loop of interactive process. Question their alternative accommodations, but do not refuse them. Then keep documenting how these accommodations are not effective with your manager ans HR. This is my strategy. They have to monitor to ensure the accommodations are effective. If they are not and they do not maintain communication, you are in a very strong standing.

[@pogurl2011]

That's a good way to put it... it's definitely an infinite circle of avoiding your questions. They will never admit their own errors but will perpetually do evil with discretion.

[@lizdaaries]

But what if you quit between the eeoc charge and mediation?

[@Country-boy517]

Who puts up a stronger fight in litigation. Federal employers, State or Private. For example, they are all dealing with a workplace discrimination lawsuit. USPS the Feds, The state of NY and Walmart is the private employer

[@dantanaslim8694]

You are the best!!!

[@SonOfTheRighthand7]

How confident are you about handling a case in Kentucky? Would you sign up Pro Hac Vice to accept a case on the bases of retaliation, sexual harassment and racial discrimination? Please let me know. Thank you.

[@R.C.Jackson]

Sue The Bastards oh God 😂

[@charleslara8495]

Good day to you Vince. I think this might be a rare event but I could be wrong. I wanted to ask because I believe a lot of complainants might believe that a Government Investigator might not be Impartial and working against their Mandates during an Investigation. Someone might ask why would you believe this and say it might appear to be this way but an Investigator does not work for the complainant or the respondent. I get it my question is this, what do you do if you can show stonewalling and a bad faith approach to an investigation by the EEOC, OSHA, Deparment of Labor, an O.I.G of a Department or Agency or a State or Local Group who is supposedly Investigating your concerns? Let's say you have documents that prove your position that they are working against their mandate and you can show they are doing so clearly and convincingly and they don't care. And my other question Is, is 7 and a half years too long to claim still under review?

[@TheAlreadytaken24]

Human memory is amazing.. vitamins is always the best and writing it down.. others (defendants)probably either lie way too much which is why they can't remember and keep changing their stories.. (this message was not suppose to go under your comment sorry about that)

[@sleepyelasticnickle1394]

I've recorded it for 3 years. From my Directors 1 on 1 two years ago, to every review with my direct supervisor (who is aware and encourages it because his job has been threatened if he doesn't jump on the discrimination train), to the initial conversation with HR when the HR ADA rep asked incredibly inappropriate questions, to the most recent meeting where my director became irrational and unhinged, on camera. I have every single email - my municipality has embraced discrimination of all kinds - so my director has also felt very comfortable openly documenting his discrimination in multiple emails, encouraging it by showing everyone in my team that he'll do it right in front of them. 3 years this man has been punching down, using HR as an extension of his power and authority over me. To top it off, they (HR) sent me someone else's medical record. I'm living this. Right now. Fun times. I have no idea what I'm doing.

[@sleepyelasticnickle1394]

Also... Thank you for your videos, I'm learning from you. My brain imports data the way your brain exports it.

[@ghostofresonance4025]

As great as Jonathan Pollard seems, he is also one that will not take on the case if you are still employed. So, what is your opinion we should do if they approach with a compensation offer to leave?

[@JobAttorney]

Who?

[@adrianlott622]

Who would be the best type of person for me to contact if my job is stealing money from me ? Meaning they cut me short on my PTO pay out hours and they get bigger bonuses if they don't have to pay us out for our vacation that we don't take .

[@earthlycolorbrown6246]

Inflation and bad reviews undermine the validity of faith in the system when attorneys charge $5,000.00 retainer when your non profit toxic employer witholds your last direct deposit of $3,000 only to release $88 dollars of it the entire process is daunting. An the employer is not worried at all if they are non profit and wage hour relationship is mirky in the states with little to no protection from wage and hour laws.

[@JobAttorney]

Generally for unpaid wages, I recommend contacting your State's Department of Labor. I actually have a walk through guide for that process in New York on the channel.

[@dantanaslim8694]

Hi Vince, Sadly, your form doesn't see the value of my claim. Based on the contest of your videos, I am convinced I have a strong case . I hope you were the one reviewing my documents. I would appreciate it if you could please tell me if I'm wasting my time so I can stop looking for an attorney to pursue my claim. Thank you