Questions employees commonly bring to a consultation
- Was it legal for my employer to fire me?
- Am I owed overtime?
- How long do I have to file a discrimination charge?
- Can my employer retaliate if I complain?
- Should I sign this severance agreement?
This list is illustrative, drawn from the kinds of questions employment firms hear, not from AI usage data.
Deadlines are where answers go wrong
The EEOC says that, in general, a charge must be filed within 180 calendar days of the discrimination, extended to 300 days if a state or local agency enforces a law prohibiting discrimination on the same basis. For age discrimination, the extension applies only if a state law prohibits it and a state agency enforces that law. Federal employees and applicants follow a different process and generally must contact an agency EEO counselor within 45 days.
A page that tells every reader "you have 300 days" is wrong for some of them. State the rule, say which deadline applies in your state, and send readers with a deadline close at hand to a call. The same care applies to wages: the Fair Labor Standards Act sets federal minimum wage, overtime, recordkeeping, and youth employment standards, and a page should say whether your state adds its own rules on top.
Say whom you represent
Employment firms may represent employees, employers, or both. A page that says so in its first lines gives an assistant an accurate description to repeat. Keep settlement figures out of answer blocks; see whether law firms can publish case results. For structure, read what an answer-first practice page is.
Go deeper
The employment law guide covers the pages employment firms need, and the AI search hub links every state guide where local rules apply.