law firm Archives - The Poliquin Firm

Important Alert to All Former and Current Connections Employees

Ron Poliquin — Wed, 19 Jun 2019 18:48:19 +0000

The Poliquin firm is currently investigating claims of current or former employees of Connections.

My name is Ron Poliquin of DoverLawOffice.com. These claims include, but are not limited to, whistleblower complaints, discrimination complaints, retaliation claims, unpaid overtime claims, wrongful termination and hostile work environment claims.

On May 10, 2019, the Wilmington News Journal published a blockbuster article reporting that Connections employees at their Crest South location were being directed to falsify patient records at the direction of their supervisor. I have represented many former connections employees and will help navigate you in any potential litigation. These cases that I’ve represented Connections employees in are discrimination, unpaid overtime, and retaliation.

All consultations are free and confidential for former or current Connections employees. Connections is the largest and most powerful state-funded treatment provider in the state, but no organization is above the law. We can do this together! But don’t wait, because there are strict statutes of limitations. There are specific guidelines on how to report discrimination or how to report certain whistleblower allegations.

I will protect you and we will protect you together. You need to call my office immediately and schedule an appointment. If you’re a current or former Connections employee, remember that you need an experienced employment attorney to help guide you through this process.

Thanks for watching,

Ron Poliquin, DoverLawOffice.com

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Why Do Most Employment Attorneys Charge A Consult Fee?

Ron Poliquin — Wed, 19 Dec 2018 04:28:17 +0000

Delaware Employment Attorney, Ron Poliquin, often gets questioned about, why do most employment attorneys charge a consult fee? People get onslaught of commercials and ads and everything in the media, free consult, free consult and that usually pertains to personal injury and car accident cases. It is easy to see why people would be confused.

Why Do Most Employment Attorneys Charge A Consult Fee?

Ron Poliquin, DoverLawOffice.com. I am your Delaware Employment Attorney.

What we are discussing today is a topic I often get questioned about, why do most employment attorneys charge a consult fee? People get onslaught of commercials and ads and everything in the media, free consult, free consult and that usually pertains to personal injury and car accident cases. It is easy to see why people would be confused. Here is what I'm doing, I'm trying to answer why experienced employment attorneys charge a consult fee.

First of all, employment law is different than personal injury law. Most of the time when a personal injury client is coming in to see an attorney, that attorney knows they are going to sign on that client. There is a high percentage of success that there will be a settlement of some kind, employment law is different. Employment law is harder law as far as employment lawyers need to be more particular about the type of clients and cases they bring on. It has a much lower rate of converting clients to successful cases. That is simply because if you get hit by a bus on the street, or you get a car accident, there's going to be injuries, there’s going to be a settlement, there is going to be insurance. Employment law whether it be sexual discrimination, unpaid wages, gender, race discrimination, whistle-blower act, a lot of times there's no insurance involved. You are not dealing with an insurance company. So, if I'm suing XYZ dry cleaner for the most part they are not going to have insurance to pay that out. That makes it more difficult for the attorney to get an early and easy settlement for the client.

Secondly employment law is a lot more personal. If you are working at somebody's factory and have a slip and fall or hurt your hand, there is nothing really personal about that. There is nothing where you are really attacking the employer and the employer usually as workers’ compensation insurance. If you are claiming somebody sexually harassed you or racially discriminated against you, you are kind of attacking that person's character and business. People that own small businesses, or medium businesses, they take that very personal. So, they are much more likely to fight and litigate an employment law case then they are a workers’ comp case. That is really out of their hands because workers’ comp insurance is completely a different kind of animal. For employment law I find it takes longer for lawyers get paid. To obtain a settlement, it's a lot more work. There is a whole process and I'll go through that in another video as far as the EEOC, Department of Labor charge process that you have to go through, priority healing and even filing a suit in an employment case.

Attorneys want someone invested in their case, so in a way, they charge consult fees to weed out some bad cases or people that really won't have any skin the game. To a certain extent, I understand it's a little unfair because if you just got fired, do you have money to pay a consult fee? There are sometimes when I will not charge a consult fee, depending on the circumstances. What I will say as far as the benefits to of paying the consult fee to the client, get the right information first even if you pay for it, $300 for peace of mind is worth it, as far as I'm concerned. Most of us can scrounge together $175 bucks to $300 to pay an attorney and get the right information first, whether than going to an attorney that maybe dabbles in employment law.

Let’s put it this way if you’re with an attorney and you are telling him about your case and all the sudden they gotta pause, run up and take a break somewhere, they are probably Googling up with Google what information they are trying to get. Go to an experienced employment lawyer who knows the law and knows how to handle a particular case from A to Z. There are a lot of specific issues that go along with how to handle a case. Get peace of mind, go to an experienced employment lawyer. I know it's a little bit of a bite to pay that consult fee. But I'll tell you what, if you mentioned that you watched the video, I will wave a first time consult fee for you. Okay great talking to you, I hope that helps a little bit. Remember fight for your rights, you have rights, get peace of mind. Ron Poliquin, out. Thanks!

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Wrongful Termination

Ron Poliquin — Wed, 07 Nov 2018 18:54:28 +0000

Is there some kind of law that protects employees generally from wrongful termination?

Wrongful Termination

Ron Poliquin, DoverLawOffice.com, I am your Delaware Employee Rights Attorney.

I get a lot of questions regarding what the heck is wrongful termination? Is there some kind of law that protects employees, generally, from wrongful termination? Well, it is a common question. Lawyers sometime throw that out there, a wrongful termination. You hear it a lot in the media, but there's actually no cause of action called a wrongful termination. We in Delaware are an at-will employment state. What does that mean? At-will employment state means you can get fired for good reason, bad reason, or no reason at all, as long as it's not for an illegal reason. There is no cause of action called wrongful termination. That is kind of this umbrella term that we use for other statues that have been created.

We already know you can be terminated for good reason, bad reason, for no reason at all, and most employees when they get fired, guess how much they get? Donut Babe. Alright? They don't get anything. Most people get a kick in the butt and they take the little box out and they go to the parking lot and have to look for another job. Most people do not have any rights after they get employed. There are exceptions, notable exceptions, exceptions to the rule. Most employment cases come under the broad statute of Title 7 of the Civil Rights Act of 1964, which makes it illegal for employers to discriminate based on sex, race, color, national origin and religion. Some states statutes have expanded that. In Delaware that also means sexual orientation.

So basically, you can get fired for good reason, bad reason, no reason at all, as long as its not for an illegal reason, meaning something based on sex, race, color, national origin or religion. A lot of times that also means for retaliation. There is also a whistle-blower statute, meaning if you report somebody that's breaking the law or somebody that's illegally funneling money of some kind - there's also whistle-blower statute protection. There are also common law things; breach of good faith and fair dealing. I'm not going to get in that too much, that is a whole other video. So, for the most part, Delaware is an at-will employment state, but you cannot be terminated or illegally treated for sex, race, color, national orientation, religion, or some kind of other protected status. Also, there are claims involving breach of good faith and fair dealing. Which basically, we cannot be terminated for a fraudulent reason. Promissory estoppel could be another employment term, being there is a promise and there's a breach of that promise and there's damage as a result of that promise.

So anyways, that's generally the umbrella of employment law on why people get illegally terminated. The term unlawful termination or wrongful termination is not actually a real legal term. If you want to talk more about your rights, I'd be happy to talk about it. This is Ron Poliquin, your employment lawyer DoverLawOffice.com.

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Charge of Discrimination

Ron Poliquin — Tue, 23 Oct 2018 16:14:10 +0000

Employment Attorney Ron Poliquin talks about filing a charge of discrimination to dismiss a federal or state employee in Delaware.

Charge of Discrimination

I'm here to talk about this statute of limitations regarding filing a charge of discrimination to bring a federal or a state employment case. In Delaware, and I'm going to say in any part of the country, as a precursor or prerequisite for bringing a statute based on this lawsuit, based on discrimination, you must file a charge of discrimination with the EEOC (equal employment opportunity commission) or the Department of Labor.

Now, when do you have to bring that charge? Usually it is within 300 days of the date of the Discriminatory Act. So, within 300 days, just think about that, that's less than a year. In other words, there are other statute of limitations out there. Breach of contract is 3-years. Statute of limitations means how long do you have to bring a claim. If you do not bring it within that time frame you're basically screwed. You cannot bring the claim, SOL can mean something else other than statute of limitations.

Breach of contract claims are 3 years, personal injury claims are 2 years, civil rights violations are 2 years. Employment discrimination claims? You must bring that claim within 300 days; less than a year. That's why it's so important for you to see an employment lawyer right away if you think you have some type of claim. Know what your rights are. Know that if you do not bring a charge of discrimination within that 300 days, you could lose those rights forever.

Very strict time limitations, there's a very strict procedure. That is one of the reasons why you probably want to see an employment discrimination attorney or employment lawyer. 300 days with a charge of discrimination. You must bring it to the Department of Labor or the equal employment opportunity commission. They also do dual charges meaning they will have a dual charge by both the EEOC and the Department of Labor. You don't have to have two charges of discrimination.

A little insight on how fast you must bring a claim of charge of discrimination before you lose it. It's Ron Poliquin here, your employment lawyer at DoverLawOffice.com.

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