Start with names
A preliminary conflict check begins with the people and organizations involved. Identify names without providing a detailed account.
- Your employer’s full name.
- Any parent company or staffing agency you know was involved.
- The names of other central people, if known.
- The city and state where you worked.
Identify one general category
You do not need to diagnose a legal claim. Choose the category closest to the workplace change or concern, such as termination or discipline, a workplace report, pay, harassment or unfair treatment, leave, accommodation, or another workplace event.
Find the most recent important date
Identify the date of the most recent event you believe matters. If you know of a filing date, hearing, response date, or other deadline, identify it separately when speaking with the firm.
Submitting information does not mean the firm represents you or has agreed to take action.
Choose safe contact information
- An email address you can access safely.
- A phone number, if you want phone or text contact.
- Whether it is safe to leave a message.
- Your preferred contact method.
Identify records, but do not upload them
You may want to note what records exist, such as emails, texts, pay records, complaints, write-ups, policies, or witness names. Do not upload or send those materials through the preliminary intake. If the firm requests documents later, follow the instructions it provides.
Keep the first message limited
Do not include documents, privileged communications, medical details, account numbers, confidential business information, or sensitive information about other people. The firm will have no duty to keep confidential the information sent in an initial submission.