If you were just fired unfairly, faced discrimination at work, or experienced a violation of your civil rights, you are likely feeling overwhelmed, angry, and uncertain about the future.
You are probably asking yourself: “Is what they did actually illegal? Do I even have a case worth fighting?”
You don't have to guess. Attorney Brian K. Leonard helps everyday people in North Carolina, Tennessee, and Alabama make sense of bad situations.
We carefully review what happened, determine whether the law may have been broken, and create a clear plan for moving forward. Because important evidence can be lost over time, getting legal guidance early is important. Our secure phone consultations give you a private, convenient way to speak with an experienced attorney and understand your legal options from the comfort of your home.
3 Ways We Can Help Now
"Something bad just happened and I need to know my rights."
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Best For: Anyone facing sudden workplace discrimination, sudden firing, sexual harassment, or a violation of their civil liberties.
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What We Do: We review your story through a secure phone call, map out your immediate options, and tell you plainly if your employer or a government agency broke the law.
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What To Book: Civil Rights Consultation or Employment Discrimination Law Consultation
"I was handed a severance package or a contract to sign."
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Best For: Employees told to sign an exit agreement or non-compete deal immediately after an incident or layoff.
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What We Do: We read the fine print virtually to ensure you aren't signing away your right to sue, protect your career reputation, and help you negotiate for more money.
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What To Book: Legal Document Review or Noncompete Agreement/Restrictive Covenant Review
"I already went to court (or the EEOC) and I need to appeal."
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Best For: People who have an ongoing lawsuit or an EEOC decision that went entirely the wrong way.
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What We Do: We review the paperwork to see if a legal error was made and figure out how to take your fight to a higher court.
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What To Book: EEOC Charge Preparation or EEOC Rebuttal To Position Statement