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It typically takes only 5 to 10 minutes on the phone for Attorney Tillmon to determine whether you have a viable legal claim.
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Case analysis is performed directly during a telephone call with Attorney Tillmon, and it typically takes only 5 to 10 minutes for Attorney Tillmon to determine whether there is a case he can offer to handle for you. There is no waiting for call center screeners or junior staff.
No. The Tillmon Law Firm advances all out-of-pocket costs during the entirety of each case. We cover filing fees, process service fees, court reporter charges, and expert witness expenses. You will never receive a bill from our firm while your case is underway.
No. The Tillmon Law Firm accepts cases strictly on a contingency fee basis. This means you will never owe The Tillmon Law Firm any money whatsoever if you do not recover any financial settlement or judgment. If Attorney Tillmon is able to recover money for you, our fee is simply an agreed-upon percentage paid out of the recovery.
The majority of cases last somewhere between 6 to 12 months from filing date through eventual negotiation, mediation, and settlement. While some cases resolve faster and complex matters may take longer, Attorney Tillmon works expeditiously to push defendant employers toward prompt monetary resolution.
Employees rarely have to go to court during the course of their lawsuit. The only reason an employee would typically have to appear in a courtroom would be if the case goes all the way to a jury trial. Because close to 100% of cases settle out of court, the chances of an employee being required to appear in court are very, very small.
Yes. Your case can typically be filed together with coworkers who have experienced the same employment law violations. Attorney Tillmon routinely files single lawsuits for 2, 3, 4, or more employees at a time. Proceeding in this manner has substantial advantages:
- The employees already have their witnesses lined up in the form of other coworkers;
- Employers take the case as a far more serious financial threat and cannot claim the issue was a single isolated error;
- Employees provide each other emotional strength and mutual solidarity throughout the litigation.
The Tillmon Law Firm is able to obtain money settlements in the vast majority of cases filed. Aside from rare situations where an employer declares formal bankruptcy, The Tillmon Law Firm has achieved a settlement or judgment for employees in more than 95% of the cases filed.
Your story, in the form of testimony, is legally enough to win your case even if there is no other evidence in your possession. California law places the legal burden of keeping accurate records on the employer. During litigation, Attorney Tillmon will formalize document requests, inspect employer computer servers, review dispatch logs, and depose managers under penalty of perjury. Most importantly, Attorney Tillmon believes that the truth is powerful and will find a way to emerge victorious against employer falsehoods.
No. Attorney Tillmon analyzes your potential case during a short telephone call. If he determines you have a case he offers to handle, all retainer paperwork can be provided electronically and signed securely right on your smartphone or computer, or returned via fax, email, or regular mail. You do not need to take off work or travel.
Yes! Over the years Attorney Tillmon has litigated lawsuits for employee clients in 31 different counties spread across all of California—from San Diego and Imperial to Los Angeles, Orange, Kern, Fresno, Monterey, Santa Clara, Alameda, San Francisco, Sacramento, and Humboldt. We handle cases anywhere in California.
Retaliation is strictly prohibited under California Labor Code § 98.6 and § 1102.5. It is unlawful for an employer to fire, demote, cut hours, discipline, or threaten an employee for asserting their statutory rights to lawful pay. Employers engaging in retaliation face severe statutory civil penalties (up to $10,000 per violation), emotional distress damages, lost wages, and punitive damages.
In California, claims for unpaid overtime, minimum wages, and statutory penalties typically carry a 3-year statute of limitations under the California Labor Code. When brought under California's Unfair Competition Law (Business & Professions Code § 17200), the reach-back period can extend up to 4 full years. Because every day that passes can limit your recoverable money, it is vital to contact an attorney promptly.