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Steven Mitchell
Sack

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Enforcing the workplace rights of thousands of employees, executives and sales reps for more than 44 years.

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Recognizing When You Have Been Fired Illegally

No type of firing is a good firing; they all burn the same. But in some cases, employers may be acting illegally by firing you. If that’s the case, there are some steps you’ll need to take to know the warning signs and keep yourself protected.

If you believe you were fired illegally, you may have a legal claim. Here’s a section of my book “The Employee Rights Handbook” that deals with just that. Read now and get informed!

Recognize the Warning Signs (#1-5)

Experts suggest that it takes roughly one month for every $10,000 of salary to find a comparable job after a termination. Thus, for example, if you make $50,000 a year, chances are you may not be reemployed within five months after being fired. While unemployment benefits will provide you with several hundred dollars of weekly income up to a maximum of 99 weeks in most states, anticipate that you may have problems paying a mortgage or rent and other regular expenses if you do not have substantial savings

That is why it is essential to heed the warning signs as soon as possible. The time to make the right moves, such as trying to establish a line of credit (which is always easier to get while you are employed) or selling a large house to avoid a potentially devastating cash drain (which takes at least several months after the decision to sell is made), is before a firing whenever possible. It is also easier to get copies of important information and documentation from your files while you are still on the payroll.

Being aware can help you detect early signs of an impending discharge. If you are left out of important meetings, hear whispers when you walk down the hall, your boss doesn’t look you squarely in the eye anymore, you are not promoted, do not receive an expected raise or promotion, are given unfavorable performance reviews or final warnings, or aren’t paid an expected year-end bonus, the employer may be telling you that you are headed for the door. If your senses tell you something negative is going on, it is time to swing into action.

Even if your concerns are unfounded, the following strategies will not harm you in any way but may help prioritize your efforts to protect the current job or enable you to look more effectively for a new one.

1. REVIEW YOUR CONTRACT. As previously mentioned, if you signed a written contract, reread it. Review what it says about termination. For example, can you be fired at any time without cause, or must the employer send you written notice before the effective termination date? Many independent sales agents, brokers, and reps receive written contracts from their principals requiring either party to give 30 to 60 days’ notice before the contract can be effectively terminated. Remember that the failure to give you timely notice, or any notice at all, may place the company in breach of contract if notification is required. To map out an effective action plan, be sure you know exactly what the contract says.

You are increasing your chances of recovering damages in a lawsuit when you are hired for a fixed term of employment. This is because the burden of proof falls on the employer to demonstrate the specific actions constituting a legitimate reason to fire before the expiration of the fixed term. Often it is difficult to do this. Thus, where possible, always try to negotiate for a fixed term of employment before being hired.

Review if the contract prohibits additional benefits on termination. Some agreements specify that employees have no additional claims for damages after discharge. Others place a limit on benefits (e.g., “Upon termination for any reason, the employee will be limited to receiving severance equivalent to two weeks’ pay for each full year of service”). By signing a written contract containing such a clause, you may be minimizing your post-termination negotiating power.

Does the contract restrict you from working for a competitor or establishing a competing business after termination? This is referred to as a restrictive covenant or covenant not to compete, which may or may not be enforceable depending on the particular facts and circumstances. Remember that your rights may be enhanced or diminished depending on the type of contract in existence. That is why it is important always to negotiate a fair agreement before accepting a job.

STRATEGY: If you remember signing a formal employment contract but do not have a copy, discreetly ask the human resources department to make you a copy of the original. If you are asked why, just say that you misplaced or accidentally destroyed your copy recently and need it for your records.

2. ACCUMULATE AND SAVE COPIES OF ALL PERTINENT DOCUMENTS AND RECORDS. Now is the time to collect all correspondence, records, and documents that may confirm your deals, the company’s actions or promises (e.g., you have been told, “You are doing a great job here, so we would never fire you without adequate notice except for cause”), or show that you are doing a great job (e.g., a recent letter from the company president thanking you for a job well done or recommending you for a raise or promotion). Accumulating such evidence can help your case immeasurably in the event you are fired unfairly and decide to take legal action down the road.

Hopefully, you have taken steps right along to indicate your dissatisfaction with unfair company actions so that a court will not conclude that you accepted such actions by your conduct. As an example, many employees refuse to sign unfair and subjective employee evaluations. This is not recommended. Rather, it is better to sign the review with a notation that you are attaching a rebuttal as part of the evaluation. This is the way to properly document your dissatisfaction, and the rebuttal can protect you against subsequent illegal action by the company.

Firing and/or disciplining workers is not as simple as it used to be. Because many terminated individuals are now consulting lawyers, companies are being instructed to “set you up” (i.e., document problems in your personnel file). The reason is that when employers have failed to note performance problems on appraisals and lack sufficient documentation to prove inadequate job performance, they may not have a legal basis for firing an employee (since a poor performance excuse may then be viewed as a pretext) and may be leaving the company open to a ready-made claim of gender, race, or age discrimination if the employee fits into one of these protected categories. Thus, it is a good idea to protest (always in writing preferably) company actions you do not agree with.

If you believe that a future lawsuit with your employer is inevitable, get the edge by planning ahead. It is easier to obtain pertinent documents, including a copy of your employment contract, employee handbook, performance reviews, and favorable recommendations contained in your file from coworkers and management while you are still working at the company.

The author represented a man who worked for a prestigious financial institution. He was part of a four-member team responsible for devising and selling tax shelters on behalf of the employer. The man had worked about nine and a half years for the company and was earning an annual base salary of $125,000. Each year he had consistently received large year-end bonuses (the previous year’s bonus had been $50,000).

The man was suddenly fired in late November. The company claimed that his work performance was not satisfactory and that he did “not fit the image of an investment banker.” The client hired me because he believed his job performance was excellent. He also felt cheated because the company offered no severance benefits, would not allow him to receive a pension that was due to vest within six months, and refused to pay him a bonus for the substantial portion of the current year he had worked.

After thoroughly investigating the matter, I inquired if the client had collected copies of pertinent information from his personnel file. Fortunately, he produced a number of excellent performance reviews. In addition, he was able to locate a memo that had been circulated throughout the company and delivered to the company’s president. The memo congratulated each member of his group by name for placing a large tax shelter that year, and each member (including my client) was cited for outstanding work.

During negotiations, management was informed of the existence of this memo. I argued that in view of the client’s history of receiving large raises and year-end bonuses, excellent performance evaluations, and the favorable memo, his firing was unjustified and was probably done to save the company a large sum of money. The company was advised that a jury would probably take a dim view of what had transpired.

After several meetings with management and opposing counsel, an out-of-court settlement was obtained that included a year-end bonus, severance pay representing one month’s salary for every year of employment, the company’s agreement to qualify my client for a substantial pension, continuation of employer-paid medical insurance for six months, substantial payment for an outplacement employment search (up to $7,500) by a reputable firm, and a favorable recommendation in writing.

It is highly doubtful I would have been able to negotiate such a favorable settlement without a copy of the “kudo” memo collected by the client. Thus, never underestimate the importance of collecting all favorable documents while working for a company.

Even if you did not keep copies of such material, don’t despair entirely. Employees may have access to their personnel files as part of the discovery process during a lawsuit even in those states that do not ordinarily allow access.

Some states have passed laws allowing employees access to their personnel records. If your state permits this, it is a good idea to view information in your file and correct incomplete or inaccurate information before you are terminated. In some of these states, you may not be allowed to copy any of the documents in the file except those you previously signed (e.g., an employment application or a performance review), but you are allowed to make notes. And in other states, you may not even have the right to review your records, so check the law in your state. (The Federal Privacy Act, which deals mainly with access to employee records, forbids federal government employers from disclosing any information contained in employee files without the written consent of the employee in question. Discuss the ramifications of this federal law with your employment attorney.)

Even in states where access to records is not permitted, employers are generally prohibited from distributing confidential information, such as medical records, to nonessential third parties and prospective employers, and you are generally permitted to inspect all your files containing confidential medical and credit information. Some union employees covered under collective bargaining agreements have the right to examine their own records and to be informed of what information is used in making decisions relevant to their employment.

Since it is often difficult to review the contents of your personnel file, make and save copies of all documents the minute you receive them so you don’t have to retrieve them later. In most arbitrations and lawsuits, employers are prohibited from introducing “memos in the file” that were never read or signed by you. This means that the company cannot attempt to prove an issue at a trial, such as your alleged misconduct, by submitting to a judge or jury a warning memo that was never given to you or that you never saw. During litigation, a few employers advise supervisors to prepare harmful documents after the fact, so be aware and advise your lawyer about this.

Some states permit workers to place a rebuttal statement in their personnel file if incorrect information is discovered. Other states allow employees to do this when the employer will not delete such comments. A few states have laws that require employers to send copies of rebuttal statements to prospective employers or other parties when information pertaining to workers or their employment history is conveyed. Since each state treats the subject differently, review your state’s law.

Some states require employers to seek workers’ approval before employee records can be collected, distributed, or destroyed, and it may be illegal to distribute personal information without your consent. With respect to medical records and investigations, the law generally recognizes that a duty of confidentiality can arise to protect this information and avoid dissemination to nonessential third parties. Under emerging state laws and case decisions, employers who request medical information may be liable for the tort of intrusion and for the tort of public disclosure of private data. Several states have recognized a claim for negligent maintenance of personnel files when files containing inaccurate medical information are made available to third parties. For example, Connecticut has enacted a statute requiring employers to maintain medical records separately from personnel files and permitting employees to review all medical and insurance information in their individual files. Thus, know your rights and review your state’s law.

3. MAINTAIN A DIARY. It is easier to remember important incidents while they are happening instead of trying to remember and writing them down later. Your main focus in any diary is to reconstruct harmful events, workplace discrimination, oral promises of job security, or statements to show you are being treated unfairly by a supervisor or manager. Keeping a regular record of promises made and not kept concerning your job can assist you if you decide later to pursue legal action. A diary will also help construct a time frame and chronology of important events and ensure that your memories are accurate. Thus, wherever possible, if you sense your job is in jeopardy, start making daily entries such as the date, time, place, and comments you heard, noting exactly what was said and the names of witnesses who overheard the statements.

Interviewers, recruiters, and officers make oral statements that can be construed as promises of job security. They sometimes use words like “permanent employment” or “job for life,” make broad statements concerning job longevity, and give assurances of continued employment or specific promises about career opportunities. When such statements are sufficient to be characterized as promises of job security, when you can prove the actual words were spoken, and when you can demonstrate that you relied on such statements to your detriment, you may be able to contest a firing. The following true case illustrates this.

An executive who worked for a company for 32 years without a written contract was suddenly fired. The man sued the company and argued that he had done nothing wrong to justify the firing. At the trial, he proved that the company’s president told him several times that he would continue to be employed if he did a good job. He also proved that the company had a policy of not firing executives except for cause and that he was never criticized or warned that his job was in jeopardy. He also proved that he had a commendable track record, his employment history was excellent, and he had received periodic merit bonuses, raises, and promotions. He won the case because the facts created an implied promise that the company could not arbitrarily terminate him.

Try to document what was said, when, where, who said it, and the names of witnesses who were present whenever promises were made. This may help your case at a later date if you are fired in a manner inconsistent with such promises and your state recognizes this exception to the employment at-will rule. Maintaining a contemporaneous diary will help you prove that such statements were actually made because you will be able to remember them in court and your recollection may be viewed as being more reliable because you could refer to a diary.

4. CONSIDER MEETING WITH A LAWYER BEFORE YOU RESIGN OR ARE FIRED.

            Show the lawyer the documentation you have accumulated. If you perceive problems that are valid, your lawyer may be able to recommend additional strategies, such as sending a final letter of protest or requesting a meeting to discuss and attempt to resolve the difficulties. These options may not be available after your firing and can enhance your case if litigation proves necessary.

The lawyer can give you a better evaluation of the possibility of success with your case when he or she has viewed all pertinent records and documents. That is why it is important to collect key evidence for presentation to your lawyer before a case is litigated. Be aware of this and act accordingly.

5. START LOOKING FOR NEW EMPLOYMENT. The best time to seek reemployment is while you are still working. There is less pressure to find a replacement job when a steady paycheck is still coming in. You also have the luxury of not appearing as hungry, since the prospective employer knows you are currently employed. This means you may have more clout and be able to command a higher salary or more benefits during negotiations.

People often ask if it is legal to look for a job while they are still employed. The answer is yes, provided you do so discreetly and not on company time. Thus, schedule your telephone calls and interviews during lunch hours or after work. If you have to prepare for and attend an important interview, take a vacation day.

If you are employed full-time but also work for a competitor or hold another job, that is probably illegal without your employer’s knowledge and consent. For instance, one salesperson was accused of violating his duty of loyalty by distributing a competitor’s catalog to his customers while still working for his company.

In preparation for quitting a job, you are generally allowed to look for another job without advising your employer. You can quietly advise customers and friends of your intention to leave and even take minor steps to compete and organize a new company while still working (e.g.,prepare stationary and business cards or arrange for a new telephone number if you are going into business for yourself).

What you cannot do is take active steps, such as solicit business for the new entity, while on your present employer’s payroll, hurt its reputation by talking poorly about your employer, or lie down on the job by not taking orders or working as diligently as before.

Start calling business contacts for leads. Prepare long and short lists of all the people you would call if you did lose a job and start calling them regularly. It is essential to maintain an active network of business associates, and now is the time to start. You may want to make a personal copy of your Rolodex™ for this purpose.

Update your resume. Schedule an appointment with a career counselor or an employment agency for advice and guidance.

In addition, some employees believe that if they are fired illegally, they can delay going back to work because their former employer will have to pay them damages. This approach is wrong for two reasons. First, a person should never assume that his or her lawsuit will succeed. Second, even if you sue your former employer and win, your damages will be cut back severely if you fail to mitigate your damages—i.e., you fail to take active steps to find comparable employment.

What is comparable employment? The answer may be somewhat subjective, but, for example, a terminated physician cannot be required to accept employment as a gardener to mitigate her damages.

By the same token, a security guard at an office complex would probably not be justified in failing to pursue or accept employment as a security guard at a residential complex. The result here would be different if the security guard position at the residential complex required an additional 15-20 hours per week of work. The bottom line is that the new position should be similar to the former position, but it need not be identical. Therefore, do not pass up a job that is similar to the one from which you were terminated.

Finally, if you think you were fired in violation of your rights, either contractual or statutory, it is essential that you maintain a post-termination diary documenting all of your efforts to find suitable alternative employment. Every letter, phone call, newspaper clipping, review of websites, etc. should be documented. The more detail the better. If you file a lawsuit and have not thoroughly documented your efforts to find suitable alternative employment, the judge or jury will likely conclude that you failed to mitigate your damages, and any award that you might have otherwise received may be substantially reduced as a result. Don’t make this mistake.

For a full depth analysis on this topic and many more, visit http://legalstrategiespublishing.com/ to purchase “The Employee Rights Handbook” today!

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    Dave Capodanno
    Dave Capodanno
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    Steven Mitchell Sack is the best at what he does and comes with a lifetime of experience in his area of expertise in employment related legal issues. Extremely professional and to the point, he has the ability to cut to the chase and avoid delays and red tape. His goal is to seek justice and make things correct for his client. Steven's mission is to help people that come to him. We highly recommend Steven M. Sack. Dave & Ann Marie C.
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    I had the pleasure of working with Steven. He was able to find an amicable solution to my employment issues. He called me on a regular basis to keep me informed on the progress of my case. He was able to settle my case quickly.
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    Steven is an incredible professional! When you call him he, alone, picks up the phone. He is honest, prompt, courteous and extremely attentive to his clients. He restored my faith that the customer-service ethic is alive and well in the legal profession.I cannot say enough about this fine gentleman; look no further!I am proud to call him my attorney.
    Yeoni Heggem
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    I appreciate his legal counsel. I went through series of abuse at work but it was not something that I could prove easily. I wish I knew him while I was getting abused but I came to find him after I got laid off. Due to the size of the company being one of the largest corp and have extensive legal team and having let go of many other people with me didn't help my case much. I needed to speak to someone who has realistic approaches and can tell me what I can expect. If you speak on the outcome wise, it wasn't any different before and after I paid $300 so some people might see it as waste of $300. For me, Steven's consultancy made me move on and helped me let go of things that I went through. He encouraged me in a very realistic way and I think I will sign my release and move on as company gave me 2 months to find a job plus more severance. I know most people would have moved on but I wanted answer. Steven's answer was very realistic and in fact was sad but that's not his problem to resolve. American corporations can bully an individual and find a way to make it legal. Steven felt bad about what happened but he gave me what the outcome would be like and essentially said it isn't illegal to bully someone and proving it is due to my autism is not something that can be proved easily. I thank Steven for being my therapist on legal part and I believe that was worth $300 for me. Thank you.
    Latasha Forbes
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    I have worked with Mr Sack twice now and he is fantastic. He is quick to respond, extremely knowledgeable and beyond helpful. He is honest in his opinion and clear in his methods. I appreciate him so much and I would recommend him to anyone in need of clear, sound advice and help.
    Doug Geddes
    Doug Geddes
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    Steven did an excellent job handling my case. He is very responsive, intelligent and knowledgably. The results were great, and I'm very grateful to have had him representing me.
    Steven Sack is the best attorney I have ever met. As a non resident alien in New York he provided clear advice and was always available for a discussion or strategic decision. My case was complex and had little changes, but he dit it! Without him I would have been completely lost. Never go without him. would be advice. He is the best of the best.
    Working with Mr Steven Sack was very positive. He set clear expections, was punctual and negotiated a positive outcome on my behalf. Thank you
    Ariel Weiss
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    Steven was super easy to work with and got the job done a lot faster than I expected. Was a really painless process and I am super happy with my experience! I highly recommend using him!
    Marlene Romero
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    I am grateful that I was referred to Steven Sack by another law firm. I felt my options were limited and that perhaps a satisfactory resolution was impossible. Then I met Steven Sack. Professional, no-nonsense, and extremely empathetic is what I found within 5 minutes of speaking with Steven. His guidance and support in navigating the process was invaluable. His expertise led to a quick and positive outcome - a severance much more than I had imagined. I am grateful for his hard work and dedication to my case. I highly recommend Steven Sack without reservation.
    Omar F
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    Steven Sack is an extraordinary attorney and I am fortunate that I was referred to him by another firm. I can't thank him enough for the help he provided during a very difficult time.During my first conversation with Steven I immediately felt protected. He was empathetic, understood what I was going through, listened to me and asked great questions.After gathering all of my information, he immediately jumped into action and handled everything. Throughout the process, he gave me great advice, was incredibly responsive, provided crystal clear information, always kept me updated, and was super transparent about every single detail throughout the entire process.The result was better than I ever imagined it could be and I credit Mr. Sack's expertise and negotiating acumen with making it happen. Thank you, Mr. Sack!
    Katrina Palen
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    1696942561
    I highly recommend Steven Sack. You'll get efficiency, experience, and respect.I was a part of a structured layoff and was referred to Steven Sack. I'm really glad I was able to have him look over my contract and termination and give me the peace of mind that I was treated fairly and walked away with the best possible terms. When you're suddenly let go, emotions and stress can run hotter than normal, but Steven is a sensible, realistic, and pragmatic person who respects your situation and helps you understand what's going on. He brings his experience so that you can breathe a little easier in letting him handle the negotiations and what would be stressful conversations to handle yourself. He's communicative and will let you know the status as things progress, so you're not worrying about updates. Again, I highly recommend you reach out no matter your situation as the consultation process is very easy and Steven is very responsive.
    Cody Ciura
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    Steven was fantastic in all areas of his representation. He really cares about his clients. Steven is a great communicator and works hard to obtain the best result.
    Andrew Chung
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    Steven was very knowledgeable and personable. I was referred through a good friend, and I was impressed immediately. Steven helped me through my process and I was very pleased with the final result. I will continue to ask for his counsel through my career, thank you!
    Woody Curry
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    From our first interaction I knew that Mr. Sack was the right lawyer for me. He is a man of strong character who truly believes in fighting for what is right. He has a deep passion for the law & his clients. Mr. Sack doesn’t just talk a good game he stands behinds his convictions. He is direct & to the point when speaking with you. He said from the start that he would be honest & straight forward with me & he was, even when I did not necessarily want to hear the truth. He is compassionate & truly listens to his clients, but he will always tell them the hard truths about their case.Mr. Sacks years of experience speak for itself. Within a matter of several phone calls & emails to myself, my employer & their council he negotiated for me a much-improved severance package. A package that reflected my years of dedicated service, & the value I brought to my former employer. I was as a 23-year veteran employee with an impeccable personnel file & a strong reputation both inside the company & within my field.Bottom line, Mr. Sack is a seasoned professional with a direct, no-nonsense, take-charge approach towards working with his clients & negotiating for them. I would highly recommend him & would not hesitate to use his services again.-Christine TenEyck
    I had the privilege of working with Steven Sack as my employment attorney, and it is with utmost pleasure and gratitude that I write this review. Mr. Sack is a true champion who fought diligently on my behalf, ensuring that my rights were protected and interests were served. His unwavering dedication, exceptional responsiveness, and unparalleled professionalism set him apart as a remarkable advocate.From the moment I reached out to Steven Sack, I was impressed by his promptness in addressing my concerns. His responsiveness was nothing short of exceptional. He consistently made himself available to discuss my case, answer my questions, and provide me with the guidance I needed. I always felt valued as a client, as he took the time to listen attentively to my story and understand the intricate details of my situation.Throughout the entire legal process, Mr. Sack exhibited the highest level of professionalism. He approached my case with meticulous attention to detail, leaving no stone unturned. His expertise and experience in employment law were evident as he skillfully navigated the complexities of my situation. With each interaction, he displayed a deep understanding of the law and an ability to explain complex legal concepts in a clear and concise manner, ensuring that I was well-informed and able to make sound decisions.What truly sets Steven Sack apart is his unwavering commitment to his clients' best interests. He consistently prioritized my well-being and fought vigorously to achieve the best possible outcome for me. Throughout the process, Mr. Sack provided invaluable guidance, ensuring that I had a comprehensive understanding of my options and the potential consequences of each decision. His astute judgment and strategic approach allowed me to make informed choices that ultimately led to a more favorable resolution than I had initially anticipated.One aspect of working with Steven Sack that left a lasting impression was his integrity and reliability. He consistently followed through on his commitments, which provided me with a sense of trust and confidence. I was never left in the dark, wondering about the progress of my case, as he provided regular updates and promptly communicated any developments. Mr. Sack's professionalism and reliability instilled in me a sense of comfort and security during what could have been an overwhelming and stressful experience.In conclusion, Steven Sack is simply the best at his craft. His unwavering commitment to his clients, his exceptional responsiveness, his unmatched professionalism, and his ability to provide the best possible guidance are qualities that make him stand head and shoulders above the rest. I am eternally grateful for his outstanding representation, as it resulted in a better outcome than I could have ever imagined. If you find yourself in need of an employment attorney, I wholeheartedly recommend Steven Sack. With him by your side, you can rest assured that you will receive top-notch legal counsel and an advocate who will fight fiercely for your rights.
    Katrina Murray
    Katrina Murray
    1687950829
    This review comes less than 1 week of meeting Steven. From the first telephone call he was confident, professional and honest. He comes with experience that equal results. I was referred to Steven by another law firm for his expertise with my employment situation. I’m so happy the connection was made. I was given an appointment for the same evening for a consultation, though I opted for another day. In less than 72 hours..Huge progress was made. I have a ways to go but I’m convinced that I’m in good hands with Steven. I also received a FREE signed hardcover copy of Steven’s best selling book “FIRED!”. Thank you Steven you are THE BEST.. hands down.
    Christian Clare
    Christian Clare
    1685403495
    Steven Stack helped me with an unfair severance package.I had one session with him and he helped me get triple my severance and additional bonuses by taking his advice and reading his book. If you have an unfair severance, his time and advice is worth it.Steven does good work. He's the real deal. I'm so grateful for his generosity with his time, and helping people in cases big and small.
    I had the pleasure of working with Mr. Steven Mitchell Sack, Esq. this year.Steven is honest with his clients, sets realistic expectations about a case, and always follows through on his promises.I was referred to Steven by a friend of mine, his former client, and now I myself can highly recommend Steven to anyone seeking legal help in labor relations.
    Steven was straight to the point, thorough and extremely respectful regarding all matters surrounding my employment termination. As a young person who had never hired a lawyer before, I am very thankful that I found Steven and that he was on my side. Steven valued my concerns and was a pillar of education and support for me. Steven Sack is the attorney you want to represent you, I cannot thank him enough for all of his help.
    Marissa Alaniz
    Marissa Alaniz
    1682088068
    Steven was so helpful and patient. I had never been terminated from a job or worked with a lawyer before, so I had a lot of questions and anxieties. He not only explained my rights and helped ease my concerns around the situation, but he was even able to negotiate a better severance contract for me. He is incredibly responsive and I look forward to reading his book.
    cheryl klein
    cheryl klein
    1681421935
    I retained Steven Sack and he is a class act. His knowledge and advice was far beyond what I expected. I had learned so much. I am so happy to have found him. He is the real deal. You will be glad to have him on your side.
    Anonymous
    Anonymous
    1680819625
    Steven Sack is a an incredible Lawyer. Very professional, kept me updated thru the whole process. Can’t thank him enough. I recommend him. 5 stars are not enough.
    Lola
    Lola
    1679687265
    I had a great experience with Steven Mitchell Sack. He was very empathetic, detail oriented and extremely knowledgeable of employment law. He returned my calls and e-mails quite promptly, and was very clear and honest with what to expect. When it came to negotiating my severance package, this attorney came through for me. He’s tough, but knows how to talk to lawyers, particularly in my case as we were dealing with a huge company. Thank you Steve, I’m so appreciative of your help.
    hazal kork
    hazal kork
    1677624757
    Steven really knows what he is doing, and he helped me get justice, cared and understood about what really happened. Will recommend him to any friend who might need it in the future.
    Renee P
    Renee P
    1677531667
    Steven is an outstanding lawyer! He exceeded my expectations. He not only made me feel comfortable discussing my case from the start but was also very honest, attentive and does what he says! He is truly the BEST!!
    Rob Long
    Rob Long
    1677167052
    Steven pulled victory from the clutches of defeat. My situation was grim and I had no leverage in negotiating my severance. Steven stepped in, didn't over promise, and got me much better terms. He's great. An absolute miracle worker.
    Mr. Sack helped me get a severance when my employer had no intentions of providing me with one, after I was terminated. He tells you the truth; no bs, even though it might not be what you want to hear. He always answered my calls personally and exlpained next steps in details. He fought for my rights, and I'm very pleased with the outcome. Highly recommend!!
    Cenk Dölek
    Cenk Dölek
    1676157347
    Steven Sack is not only very knowledgeable in his profession, he is also a good person, someone who believes in and lives by certain values and principles. He was very professional, guided me as I needed, a true expert by all means. Looking forward to reading his latest book!
    Ka Kong
    Ka Kong
    1676137967
    Mr. Steven Sack has played an integral role in negotiating my severance package from my employer. He is an expert attorney on employee rights and works diligently on his client's behalf to achieve the most favorable outcome. I have never met a lawyer who has shown such dedication to his client.
    Ricky Sharma
    Ricky Sharma
    1675876149
    Steven is an incredible person that also happens to practice his craft on a level that will impress you out the gate. Hiring him and talking to him will immediately give you peace of mind. One thing to be careful of is that after working with him you will start expecting more from every other lawyer you ever work with!
    David LaCombe
    David LaCombe
    1675382537
    Steven Sack exceeded my expectations when he represented me in negotiating the terms of my severance. Steven is incredibly competent, and what I appreciate most about him is that he is a gentleman.Steven is punctual, thorough and he always kept his word. If he says he is going to do something, he does it.I recommend Steven without exception. He earned my complete confidence.
    J Guttenplan
    J Guttenplan
    1675289769
    Steven is amazing. When working with him he is easy to understand, transparent, and does what he says he's going to do. He actually answers his phone when you call and gets back to you promptly -- a quality that's becoming quite rare these days!I'm very glad I was referred to him.
    Eddie Vargas
    Eddie Vargas
    1669919365
    I had the absolute pleasure of being represented by Steve and it was definitely more than a great partnership. He was with me throughout the entire process and the communication was absolutely stellar. Highly recommend Steve and his professional skill should you ever be in need of legal counsel or representation. Thank you Steve!
    J M
    J M
    1669067663
    Jeff R
    Jeff R
    1667326739
    Steven is a highly competent lawyer and extremely effective at what he does. Steven was referred to me and I will gladly refer him to others in the future.
    Steven is an incredible attorney and I highly recommend him!He always made himself available whenever I needed him, and he did exactly what he said he was going to do. He also stayed on top of my case with diligence, and consistently followed up with me regarding updates. I found him to be straightforward, honest and very knowledgeable. He is also a very nice guy and made me feel like someone was on my side and was going to help, and he gave great advice on how to move forward. I will certainly reach out to him if I ever need him again. Thanks greatly Steven!Vanessa S.
    A E
    A E
    1664895308
    Steven is fantastic. Efficient, concise and caring. Would 100% recommend.
    Bravheart
    Bravheart
    1664296141
    Steven Sack was very Professional, Sympathetic and truly cares about people he was very vital in helping me in resolving my issue Steve Sack truly loves his job & stress free. He was extremely responsive worked quickly, negotiating on my behalf. And it was worth it! I would definitely use him again with no hesitation!
    Brian Dunne
    Brian Dunne
    1663353965
    Steven is a highly professional and effective attorney. He is knowledgeable, honest, and transparent. I highly recommend working with him on employment contracts and any other related matter.
    Akbar Jaffer
    Akbar Jaffer
    1663282887
    I first heard of Steven on a morning radio show talking about his new book, Fired! Coincidently soon after that I needed somebody like him.Steven is super smart, very knowledgeable, thorough, and understands what a person is going through who is either accepting an offer or just got laid off or fired. He was very prompt to respond and turned things around within hours. Best part, his hourly rates are very reasonable.Steven is now on my permanent call list for all things employment law.
    Liz H.
    Liz H.
    1662499717
    Mr. Steve Sack did a great job with negotiating my employment separation agreement. He was able to get me more money in severance and an additional week of PTO. In addition, he was diligent with constant follow-up on my behalf with my former employer's attorney (who were very slow to respond), and with me for revisions in the agreement and obtaining the proper signatures over the course of several months. I would definitely recommend him.
    Lindsay H
    Lindsay H
    1660568863
    Steven was an amazing attorney to work with. He worked quickly during a time-sensitive matter. His communications and responsiveness were impeccable. Steven went above and beyond and even helped me after our contract was complete. He truly cares about his clients and I will be using him again.
    Mary MacDonald
    Mary MacDonald
    1659459419
    Steve Sack truly loves his job and cares about people. He was extremely responsive on all occasions, worked under a tight deadline, and made me laugh along the way. I felt completely at ease having Steve negotiate on my behalf...such a relief to not try to do that myself. And it was worth it! A true professional. I'd use him again in a heartbeat and have already recommended him to others.
    Nicole
    Nicole
    1659034436
    Steven made the process of navigating my employment situation very easy. He heard my concerns, was responsive, easily accessible and answered every question that I had. He explained to me what to expect every step of the way and his advice was spot on. Steven truly cares for his clients and has their best interest at heart. I highly recommend working with Steven.
    Maureen Wolf
    Maureen Wolf
    1656449950
    I was very happy with Steven and his service. He was easily accessible and responded promptly. I can certainly recommend him. Liked his book too.M.W. Fairfield County, CT
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