Frequently Asked Questions

Sexual harassment is any unwanted conduct that is sexual in nature. This kind of harassment can cause you to feel uncomfortable, humiliated, or intimidated. In a workplace setting, the harasser may be a supervisor, colleague, or non-employees such as a client or customer.

Examples of sexual harassment include:

• Sexually suggestive communication, whether verbal, non-verbal, or written
• Requests for sexual favors
• Inappropriate touching
• Sexual jokes, teasing, or taunting
• Inappropriate comments or questions about your body or your personal life

If you believe you have faced sexual harassment on the job, our labor and employment attorneys may be able to get you the justice you deserve.

Yes! Usually, consultations are $150-$300 at a practice. However, at Moosbrugger Law, we offer FREE 30-minute consultations. If a second is required, it’s merely $125. Generally, a second consultation is never required and we know after the initial consultation if we are confident that we can win your case.

Yes. Although our primary focus is on protecting employees’ civil rights, we offer a handful of services for employers. We offer contract/severance negotiation for employers along with drafting policies and procedures. Get in touch to discuss your needs.

Employment agreements are contracts that outline important elements of the employee/ employer relationship. Job responsibilities, compensation, benefits, grounds for termination, severance provisions, and restrictive clauses regarding non-competition terms, trade secrets, confidentiality, and even ownership rights of intellectual property are all determined by a well-drafted employment agreement.

Separation and severance agreements generally outline what an employee can and cannot do after their employment ends. Severance agreements often contain clauses similar to those found in employment agreements such as non-compete and non-disclosure provisions in addition to those typically found in separation agreements such as a release of any claims an employee may have against an employer, as well as financial compensation for the employee signing the agreement. Unlike employment agreements which employment is typically contingent upon, a separation or “severance” agreement comes at the end of employment and requires additional consideration for the employee.

Well-drafted employment policies, including clear policies against employment discrimination and workplace harassment, can dramatically reduce potential employment discrimination or workplace harassment issues before they create liability for employers. Having a clear policy for reporting allegations of discrimination and harassment to a particular individual or department that appropriately investigates the allegations can create a rebuttable presumption that matters of discrimination and harassment were properly addressed by an employer. Similarly, a failure to have a reporting structure and clear policy against employment discrimination and workplace harassment is evidence that allegations of discrimination or harassment were not properly addressed by an employer.

To accommodate the needs of our clients, our firm offers both hourly and flat-rate agreements. Since each case is unique, the legal fees vary on a case-by-case basis. In any case, you will be fully informed of our fees before signing the written fee agreement. Additionally, for the convenience of our clients, we accept payment via credit cards for no extra charge. If you need additional information concerning the fees for our representation please contact our office.