At Spitz, the Employee's Law Firm, we empower our attorneys to make a genuine impact by advocating for employees facing challenging workplace issues. As an Employee Rights Pre-Litigation Attorney, you'll play a pivotal role in guiding clients through the early stages of their legal journey. Your work will involve case development, administrative agency interactions, client communications, and strategic negotiations—all aimed at resolving claims like discrimination, harassment, wrongful termination, and other unlawful conduct before they reach litigation.

You'll collaborate closely with clients from the start, gaining hands-on experience with EEOC charges, state agency filings, and settlement discussions. Our supportive team environment ensures you'll learn from experienced trial attorneys who are deeply committed to your professional growth. We're looking for someone who thrives on uncovering facts, identifying legal issues, and crafting persuasive claims. While extensive experience isn't required, you should be organized, empathetic, and adept at managing client-focused tasks. Join us in a remote-friendly, flexible work setting where your efforts directly contribute to meaningful outcomes. Ready to make a difference? Let's get started on this journey together.

• Guide clients through the pre-litigation process, ensuring they understand their rights and options.

• Develop compelling case strategies by gathering and analyzing relevant facts and legal issues.

• Communicate effectively with clients, keeping them informed and involved at every stage of their case.

• Collaborate with administrative agencies, such as the EEOC, to file charges and advocate for client rights.

• Negotiate settlements with opposing parties to achieve favorable outcomes for clients.

• Draft persuasive legal documents, including demand letters and settlement agreements, with precision and clarity.

• Work closely with our team of experienced attorneys to refine your skills and expand your legal knowledge base.

• Handle the pre-litigation phase of employee-side employment claims from initial case development through administrative proceedings and potential resolution.

• Interview clients to gather facts, build timelines, identify witnesses, review documents, and understand damages.

• Evaluate claims involving discrimination, sexual harassment, retaliation, wrongful termination, FMLA violations, disability accommodations, unpaid wages, and other workplace issues.

• Prepare and file EEOC charges, state agency charges, amendments, rebuttals, evidence submissions, and supporting documentation.

• Communicate with EEOC investigators, state agency representatives, opposing counsel, employers, witnesses, and clients.

• Draft demand letters, settlement proposals, factual summaries, case evaluations, and pre-suit legal documents.

• Review employer position statements and prepare strong client rebuttals supported by facts, documents, witnesses, and legal theory.

• Negotiate pre-suit resolutions, severance improvements, settlements, and other outcomes that advance the client’s interests.

• Identify strengths, weaknesses, damages, deadlines, exhaustion issues, and litigation risks before a case moves into suit.

• Maintain regular client communication so employees understand the administrative process, deadlines, strategy, and next steps.

• Coordinate with intake, litigation attorneys, paralegals, and managers to keep cases organized and moving efficiently.

• Manage a high-volume caseload with strong attention to deadlines, documentation, and follow-through.

Spitz, The Employee’s Law Firm is strictly an employment law litigation firm. Spitz, The Employee’s Law Firm was founded in 2007 by Brian D. Spitz and has grown to employ 44 attorneys in Ohio, Kentucky, Michigan, Texas, and North Carolina. Because we are a relatively young firm for this size, there are significant opportunities for growth and experience within the firm.

We offer a flexible work-from-home policy, health benefits, a gym membership program, and many other benefits.

Spitz is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, sex, age, national origin, veteran status, marital status, sexual orientation, disability, or any other category prohibited by applicable local, state, or federal law. This policy applies to all aspects of employment, including recruitment, placement, promotion, transfer, demotion, compensation, benefits, and termination.